Making employees happy may well have been proven to be one of the most effective ways to make your organisation more profitable and successful, but what if you don’t have the funds to follow Employee Happiness Guru Tony Hsieh’s advice, and employ an employee happiness officer to monitor employee engagement and make sure everyone is contributing to a common goal?

Hsieh argues that the most successful businesses are those which deliberately and strategically nurture happiness throughout their organizations, and in an ideal world I agree, but in my 30-year career being both an employee and an employer, I know that in reality a very small percentage of companies give employee happiness the attention it truly deserves.

So here are my top 3 things you can quickly introduce to increase employee happiness without a big budget:

  • Make sure you and those above you have at least a basic understanding of what drives employee engagement and happiness. This video by RSA entitled The Surprising Truth About What Motivates Us  is a great place to start.
  • Challenge the content you display publicly on TV screens around your offices, especially in contact centers, sales desks and other areas, where staff are under pressure and dealing directly with your customers, this is where low levels of engagement and happiness will have a direct impact on profits.

Let Us Help!

This is an area I can speak about with the highest level of confidence and experience, because in the last 17 years I have seen a vast number of wallboard and dashboard designs being used on various environments, call centres, contact centres, help desks, sales desks etc and in almost every case their sole objective was to display metrics. Very few had been designed with the intention to increase employee happiness or engagement. This is a missed opportunity and something that SJS Solutions can solve in a matter of days. To learn how we help organisations use TV screens to improve Employee Happiness visit or contact us to arrange a free consultation [email protected]

• Ask employees more questions. As managers we like to think we know what everyone is thinking and what’s happening on the shop floor, we don’t. Just as your personal relationships require constant communication and confirmation, your employees need to feel involved, listened to and valued. Every time you plan a change ask for feedback first, I guarantee you’ll learn something useful and your teams will feel more valued.

According to research by Gallup organisations in the top quartile in employee engagement outperformed those in the bottom-quartile by 10% on customer ratings, 22% in profitability, and 21% in productivity. They also see significantly lower staff turnover and absenteeism.