presentation on happiness at work

Work happier

How to be happier at work? Start by focusing on happiness -- not, surprisingly, on work. We learned this fun fact from Shawn Achor's TED Talk. So we asked Achor to choose some more talks he loves, about making work and life a happier place.

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The new era of positive psychology

Grit: The power of passion and perseverance

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The puzzle of motivation

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The power of introverts

The power of time off

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The 8 Secrets for Happiness at Work (2024 Research)

How to Define Happiness at Work

Many people want to be happier and work happier. 

But what is happiness?

Definitions vary, but I like this one from the happiness researcher Sonja Lyubomirsky : "Happiness is the experience of joy, contentment, or positive well-being, combined with a sense that one's life is good, meaningful, and worthwhile."

So what is happiness at work?

If we add workplace to the definition above, we can answer the question of what is happiness at work by saying that:

"Happiness at work is the experience of joy, contentment, or positive well-being, combined with a sense that one's work life is good, meaningful, and worthwhile."

In the workplace, happiness is closely linked to staff motivation, self-discovery, spirituality, and deriving purpose from tasks, according to researcher Nesreen Awada . 

Best-selling happiness author Tracy Brower explained in an interview with me that there are four key components to happiness at work: 

• Dedication : feeling committed
• ‍ Immersion : work when time flies
• ‍ Energy : how can I get energized from my work and how am I motivated to put energy into my work
• ‍ Mattering:  the work I do matters and has meaning

As you can see, a lot of this happens 'now.'

Best-selling author Shawn Achor challenges the conventional belief that we should be working towards future happiness.

Instead, he says in his viral TED Talk about Happiness at Work , we should practice being happy in our work now, to create even more success in the future.

The Science of Happiness at Work

While it may seem like an art to achieve a worthwhile (work) life, it turns out there’s a lot of science to living happier . 

Years ago, I stumbled upon Yale Professor Laurie Santos' fantastic course on Happiness, the Science of Well-Being , which now has over 4 million participants . In her course, she shares what makes us happy and how to live a happier life, all based on research.

One big concept Laurie highlights is that we are all terrible at knowing what makes us happy. 

Suppose you ask people what will make them happier. In that case, the answer is usually something like a promotion or a higher salary, and beyond work: buying new things, getting married, or looking better.

The research repeatedly shows that these things don’t make us happy.

We're so bad at predicting what will make us happy because we overestimate the happiness some of these “achievements” will make us. (Spoiler: they can make us happy, but only briefly.)

In short, we don't know what we want – a scientific concept called miswanting.

Happiness at Work: It's relative 

Let's look at money as a potential source of happiness. 

Each year in the United States, people spend over 70 billion dollars on lottery tickets, more than on books, music, movie tickets, sports tickets, and video games combined.

However, lottery winners are not happier than others. When they first hear the news, they're so glad, but they feel the same after a while. (The opposite is true : accident victims were not as unhappy as expected and bounced back from devastation.) 

The same happens when you get a promotion or a higher salary. You feel a sense of pride about this accomplishment and happiness … for a while. But after a month or so, your new title and salary are ‘normal,’ and you return to your base level of happiness.

We don't keep getting happier with more money, status, or anything else we typically work toward because happiness is relative. 

The Hedonic Treadmill

The above is known as a concept called the hedonic treadmill. 

Hedonism is the term for something that feels good – but that might be fleeting. And like when we’re on an actual treadmill, where you can keep running without an end in sight, if we keep running towards a promotion or salary raise (hedonic delights), we may forget to enjoy the current moment.

Additionally, if we think that that goal makes us happy, we’ll be miserable once we reach that goal. One month after that promotion, we may say: “Is that it”? And we run towards the next one. 

We typically know these things don’t truly make us happy, but even if we are conscious of our tendency to want more, we often keep going for it. This is called the knowing-doing gap : just because you know something doesn’t always mean you’ll put it into practice. (My life is a good example!)

We must embrace that there is no way to happiness (at work); happiness is the way.

Eight Ways to Achieve Happiness at Work

In my previous article about employee motivation (and engagement), I quoted Paul Graham. In his famous essay " How to Do What You Love ," he said that for most people, "work and fun are opposites by definition." 

You go to work to make money and use that money to do what you want. But if we don’t enjoy our time at work, we’re wasting a huge percentage of our lives . Why would we?

That’s why I’ve renewed my efforts to be happier at work. Here are the eight strategies I’ve learned in researching workplace happiness over the years.

1. Have a Purpose 

“Purpose” means having a highly valued, overarching goal you seek to pursue over the long term. 

Professors Amy Wrzesniewski (Yale) and Jane Dutton (University of Michigan) found that having meaning and purpose in work makes you like your job more and improves your well-being .

And if that wasn't enough, it may also please you to know that having a purpose makes you more agreeable, social, healthier, and happier .

Setting a work goal may seem easy, but it's more complicated. 

While simple and short-term goals are feasible, pursuing dreams like a new job title or a higher salary might not necessarily bring genuine happiness, as Shawn Achor explained.

Achieving a substantial, long-term goal that motivates and drives you at work can be challenging. To find such a goal, I suggest you work on your Ikigai.

Ikigai is a Japanese concept that refers to the reason for being. It’s the intersection of four key elements:

• What you love.
• What you are good at.
• What the world needs.
• What you can be paid for.

Finding your Ikigai can bring a sense of fulfillment and happiness, as it aligns your passions and skills with what the world values. You can find detailed instructions on how to find your Ikigai here .

2. Set Achievable Intrinsic Goals

The "A" in Martin Seligman's PERMA , the most well-known model for happiness, stands for Achievement. 

A sense of accomplishment comes from working toward and reaching goals, mastering an endeavor, and having the self-motivation to finish your goals. Accomplishing goals contributes to happiness because you can look pridefully at your life.

Besides having a big (work) life goal, setting more immediately achievable goals and feeling a sense of accomplishment is essential. 

Whether completing a course on a subject you want to improve on, creating more connections at work, hitting a target, completing a project on time, or helping a colleague, small victories can make a big difference in how you feel about your job. 

According to Locke and Latham's 2002 study , goal setting impacts your motivation and positive emotions. It's important to remember to set goals that align with your values and career aspirations, as well as goals that give intrinsic motivation rather than extrinsic ones like money, titles, and promotions. 

This way, you can work towards something meaningful and rewarding, further contributing to your happiness and satisfaction in the workplace.

Don't forget to party afterward!

Celebrating your accomplishments is an essential step.

It helps reinforce the positive emotions associated with the achievement and gives your brain a clear signal that you have achieved something significant. 

Celebration can motivate you to continue pursuing your goals and set even bigger ones in the future.

3. Find a Friend at Work

Positive relationships in the workplace can help you enjoy work more and contribute to better well-being . 

Recent Gallup data support this notion , showing that having a best friend at work is critical for job satisfaction and has become even more so in light of the pandemic. 

Having a work friend provides benefits such as making work more enjoyable, providing emotional support, and improving job performance by allowing for better communication and collaboration.

The idea of a best friend at work aligns with a finding of the most extended study about happiness, the Harvard Study of Adult Development . People with warm relationships and who feel most connected to others even live longer. And those who feel most connected to their work friends also feel more engaged . 

As MIT reported , loneliness (including work-from-home loneliness ) is a more significant issue than ever. When we feel isolated, our body goes into fight or flight mode, creating more stress and inflammation.

This is why we so heavily advocate for building relationships at work, even if it’s by asking a few simple icebreaker questions before a meeting. 

4. Don't Compare Yourself to Others

"Comparison is the thief of joy." This quote, attributed to Theodore Roosevelt, is cliche for a reason – it's true! 

When you constantly compare yourself to others, you may feel like you do not measure up, which can be discouraging and disheartening. This can lead to feelings of inadequacy, frustration, and sadness. 

Additionally, when you're focusing on what others have that you don't, you're missing out on the good things in your own life. You might feel like you'll never be good enough or'll never achieve the same level of success as others.

Even the most successful people, like CEOs, can feel lonely and unhappy . 

Remind yourself that success and achievement are not the only things that bring happiness and that it's essential to focus on cultivating good relationships, finding meaning in our work, and experiencing new things.

5. Take Control

Having a sense of control and autonomy at work increases happiness and reduces stress. 

People who can do more of what they are passionate about and have control over their work environment are significantly happier than those who do not.

In practice, this could mean deciding when and where to work (hello hybrid and remote!), setting your priorities, or having some control over your projects. 

Feeling like you have control over your work life can help you feel more engaged and fulfilled, increasing happiness and reducing stress levels.

This doesn't mean having complete control over every aspect of your work life. It means having some control over the key elements that impact your work experience and feeling like you have a say in how things are done. 

One defining trait of happy individuals is that they see things as being in their control. Take control and reassess situations that you think you can't change. It turns out that often, you actually can.

This sense of control makes you feel empowered and motivated, contributing to overall happiness and well-being at work.

6. Practice Positive Emotions

Practicing positive emotions in the workplace has major perks. Focusing on the good in our (work) lives can boost your happiness, increase motivation, and even strengthen your relationships with coworkers.

You can practice your positive emotions by: 

• Expressing gratitude
• Fostering hope
• Smiling more 

According to Barbara Fredrickson’s "Broaden-and-Build," positive emotions turn into more positive emotions!

This theory states that positive emotions have a broaden effect, leading you to approach new challenges with a sense of curiosity and creativity, and a build effect, strengthening personal resources such as psychological resilience, physical health, and social connections.

The next time you feel stressed or down, try focusing on what makes you happy and positive. It could be a project you're excited about or a coworker who always makes you laugh. Whatever it is, please give it some attention and let those positive emotions flow.

7. Find Moments of Flow.

When was the last time you were so absorbed in your work that the time flew by? This is a concept called Flow , and it’s imperative to feel happier. 

Flow, coined by the researcher Mihaly Csikszentmihalyi and in the “E” (for Engagement) in the PERMA model, happens when you hit the perfect combination of challenge and skills. 

In Flow, our unique strengths are fully utilized and stretched, but not so much that we become overwhelmed or frustrated. This combination of challenge and skill creates a sense of mastery and accomplishment that can be incredibly satisfying.

To get into “Flow State,” create more blocks of time (multiple hours) to get more absorbed in your work slowly. Ensure you won’t get interrupted by anything or anyone during this time by completely switching off notifications or even WiFi. 

It's also important to find activities you are passionate about and good at to enter a flow state more easily. By creating the conditions for flow, you can experience greater happiness and satisfaction in your work and life.

8. Draw the Line

Having a healthy work-life balance is essential for overall well-being and job satisfaction. 

Research from the World Health Organization has shown that people who struggle to balance work and personal life tend to experience burnout and stress, negatively impacting their health and happiness.

Especially in hybrid work (or, hybrid remote work) and remote work , well-being can greatly suffer as work is always on with fewer boundaries between life and work. 

As a result, 52% of employees felt their workload had increased , while 36% experienced a decline in mental health. 2023 research from Microsoft shows that especially constant communication makes us feel extremely overwhelmed. 

Managing your workload and prioritizing self-care activities is crucial to combat these adverse effects. Set boundaries between work and personal life, and make time for activities that promote physical and mental well-being, like exercise, mindfulness, and connecting with loved ones. 

Make sure to alarm your employer when things get too much. Enough is enough; nothing is more important than your physical and mental well-being. 

PLUS: Optimism, Nutrition, Physical Activity, Sleep

A lot of elements of being happier are connected. 

Recently, the PERMA model added a PLUS to acknowledge that taking good care of ourselves is important in living and working happier. These include:

• Optimism (training your happiness muscle)
• Nutrition (eating well makes you feel better)
• Physical activity (similarly, this can improve your mental health)
• Sleep (helps you take on the bad stuff better)

Why would I care about happiness?

It may sound intuitive to want to be happy. But what if it all just sounds like a bunch of work? 

Well, there are good reasons to strive to be happier. The research shows that happy people have:

• higher income
• greater productivity
• higher quality of work
• more satisfying and longer marriages
• more friends
• stronger social support
• richer social interactions
• more energy
• better physical health
• and even longer life. 
• higher creativity
• more helpful and charitable
• more self-confident
• better self-control
• greater self-regulatory and coping abilities (for when things don't go well)

Why would my company care?

Last year, I spent a Saturday afternoon discussing the Future of Work with the World Economic Forum 's Global Shapers Community in Bangkok. 

In an excellent fireside chat, Khun Nala Jiratornsirikul, Peoples Manager at Alpha Ventures DAO, shared that one of her key responsibilities is balancing the company's needs and the employees’.

I believe that when we’re happier, we do better, and that’s a true win-win. But here are some stats that may convince your boss:

• Happier employees are 12% more productive , while unhappy employees are 10% less effective than the average.
• Reduced sick leave: 75 – 90 percent of all visits to primary care physicians are for stress-related problems .
• Team members who feel happy are 58% more likely to go out of the way to help their colleagues and increase teamwork by 23%.

A lot of what companies want overlaps with what employees want. 

Mark Mortensen from INSEAD and Amy C. Edmondson from the Harvard Business School captured this well in their article “ Rethink Your Employee Value Proposition .”

What makes us happy is purpose, meaning, achieving, learning, growing, and connecting with great people.

Those are all things that a company can deliver in a healthy, employee-centric culture. I’d be happy to write another article about the employer side of happier work! 

To conclude: A Happier Workplace

The pursuit of workplace happiness is not just a subjective desire; it's grounded in scientific principles.

The science of happiness at work reveals that our traditional ideas of achievement, such as promotions and salary increases, only provide temporary boosts to our well-being.

The hedonic treadmill concept suggests that lasting happiness comes from within, driven by factors like purpose, positive relationships, and a sense of control.

I've started practicing the 8 habits to be happier at work and they've helped tremendously.

I can only encourage you to pick up one or more.

Message me about your results!

Bonus: An excellent way to assess your level of meaning at work is by doing the Work and Meaning Inventory from Michael F. Steger . 

This quiz assesses three core components of meaningful work: the degree to which people find their work to have significance and purpose, the contribution work makes to finding broader meaning in life, and the desire and means for one's job to make a positive contribution to the greater good.

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Greater Good Science Center • Magazine • In Action • In Education

The Four Keys to Happiness at Work

Where I grew up, work sucked. My parents were always drained and exasperated, and never felt financially secure enough to relax. Overwhelmed by unreasonable demands and terrible toilets (my dad was the local school district plumber) and hardened by a sense that nobody else was pulling their weight, they felt defeated by work. To top it all off, people never seemed to acknowledge or appreciate the great lengths they would go through to do things just right.

I know they’re not alone. For somewhere between 55 to 80 percent of us , it’s normal to see work as something to be endured, not enjoyed. We toil all day, then come home to a drink or some HGTV, trying to find the right “work-life balance”—with the assumption that work is about stress (and sustenance) while the rest of our life is where we derive true meaning and happiness.

Want to Be Happier at Work?

Register for The Science of Happiness at Work , our professional certificate series of three short online courses that teach how to boost feelings of satisfaction, purpose, connection, and engagement in your workplace.

Discover how happy you are at work by taking our Happiness at Work quiz .

But that perspective does not survive scientific scrutiny. In fact, evidence from psychology , leadership and management studies, and even neuroscience supports a different view: that not only is it possible to find happiness at work, but that doing so is unambiguously good. Happier employees do better on all fronts, from day-to-day health to productivity to career advancement, and this consistently perks up the bottom line for the organization as a whole.

So how do we shift our thinking about happiness at work? And how can we make our work lives feel more satisfying—like something that meaningfully contributes to our happiness in life?

I’ve been exploring these questions in depth while developing a new series of online courses for the Greater Good Science Center, called The Science of Happiness at Work , hosted on edX.org (and launching on September 4, 2018). The courses cover insights from research that are eye-opening and sometimes surprising—and provide practical lessons for anyone who wants to find more happiness at work or across their organization.

What does happiness at work mean?

Since 2014, my colleague Dacher Keltner and I have been teaching a course called The Science of Happiness on edX.org. In it, we offer the following science-backed portrait of people who are happy in life: They have an easy time feeling good and recovering from adversity; they have close, supportive social connections; and they believe that their presence in the world matters.

We do not consider happiness to be a momentary emotional state like amusement or pleasure or heart-swelling pride, and we don’t think you can arrive at happiness by stringing together a stream of positive experiences. Rather, we define happiness as an overarching quality of life that is rich in a variety of emotions, even including episodes of anger, sadness, and stress. While it’s not ideal for these more challenging emotions to last too long or have too much influence on how we think, the situations in which they occur are often the ones that fuel our deeper sense of purpose, and draw us into meaningful contact with others.

In our first course of the series, The Foundations of Happiness at Work , we define happiness at work in similar terms: feeling an overall sense of enjoyment at work; being able to gracefully handle setbacks; connecting amicably with colleagues, coworkers, clients, and customers; and knowing that your work matters to yourself, your organization, and beyond.

With that definition in mind, happiness at work has been tied to just about every desirable outcome that individuals, workplaces, and organizations could hope for. For instance:

• Being happier at work is tied to better health and well-being , more creative and effective problem solving, more productivity and innovation , and faster career advancement .
• People who are happier at work are more authentic , more committed and driven to work , and more willing to contribute beyond their job descriptions ; they also find more flow and meaning in their work.
• In the face of adversity and setbacks, people in happier workplaces tend to see the bigger picture , making them less stressed; better at coping with and recovering from work strain ; and also better at reconciling conflict .
• Socially , people who are happier at work are rated by others as more likable , more trustworthy , more deserving of respect and attention, and more effective leaders ; at happier workplaces, people are also more helpful to each other and more supportive of one another during difficult times.
• Happier workplaces report less turnover, lower health care costs, fewer mistakes and accidents, more efficiency, greater shareholder value , and quicker rebounds in the wake of adverse events or failures; they also earn higher customer loyalty, commitment, and business growth via word-of-mouth endorsement.

How to work toward happiness at work

So now that we know the essence and benefits of happiness at work, how can we foster, support, and build it?

There’s no single, simple answer to this question. However, in developing our course, we have identified four key pillars of happiness at work: Purpose, Engagement, Resilience, and Kindness—or PERK, as in to PERK up your happiness at work, or make happiness your company’s best PERK.

Studies report multiple ways to strengthen each pillar of PERK on personal, social, and structural levels at work—through individual exercises and activities, the development of key social skills, shifts in leadership style, organization-wide initiatives, or changes to company policy. While this field is young and ideas overlap, we offer PERK as a flexible, integrated framework to help guide thinking about how to increase happiness at work.

Below, we summarize some of the highlights from science and industry behind each of the four pillars of PERK.

UC Berkeley management professor Morten Hansen, in his 2018 book Great at Work , defines purpose this way: “You have a sense of purpose when you make valuable contributions to others (individuals and organizations) or to society that you find personally meaningful and that don’t harm anyone.”

Our purpose is a reflection of our core values, and we feel more purposeful at work when our everyday behaviors and decisions are aligned with those values. As individuals, bringing more passion and purpose to work can mean asserting ourselves in formulating and conducting our day-to-day tasks—connecting what we do to what we believe in and care about—rather than passively embracing the status quo. For example, if you value equality and diversity, you can make a point of collaborating with people of different backgrounds from yours.

For leaders, you may be tempted to use financial incentives to try to instill more purpose in your employees, but it probably won’t work. In his book Payoff , behavioral economist Dan Ariely reveals that cash bonuses only go so far; his studies suggest that what we really crave are intrinsic incentives like appreciation and making meaningful progress. As Swarthmore professor Barry Schwartz explains , we want to see how our progress is tied to meaningful, important, and self-transcendent impact in the world.

At the level of the organization, the Patagonia outdoor retail company instills core values of conservation and family into their workplace culture by sourcing environmentally sound materials for their products, discouraging excessive purchases in their marketing campaigns, and providing on-site child care and flexible return-to-work schedules for new parents. If you are in a position of influence, you can promote purpose by making core values explicit at the workplace, and implementing policies that align people’s day-to-day experiences with core values.

2. Engagement

Do you generally enjoy your work? Are you part of the decisions about what, when, and how you do things at work? How often do you feel curious or deeply immersed and lose track of time while working? Do you feel like you can be effective and get things done?

According to recent reports , a majority of working people around the world say no to questions like these, indicating that engagement at work is troublingly low.

There are three main ways to increase engagement at work . First, fold in some playfulness, creativity, and levity—like Southwest Airlines does. The company has earned a reputation for prioritizing fun; for example, employees are invited to infuse humor and zeal into routine flight announcements.

Second, give people more ownership over their day-to-day schedule, tasks, and professional development, and build in opportunities to learn and grow. New employees at Logitech, Zappos, and Davita participate in multi-day onboarding events that include fun social activities and “ job crafting ”—an exercise in reflecting on your personal strengths and the collaborative dimensions of your job, and envisioning the most fitting, appropriately challenging, collegial, and growth-focused work experience. For example, an employee who scores high in zest might take on organizing employee team-building activities.

Finally, adopt a less draconian, hectic schedule and make space for the immersive, lose-track-of-time experience of flow at work . To do this, some companies are shifting away from the typical hyperbusy, multitasking, always-available, device-notification-laden, meeting-clogged schedule—and at the same time encouraging off-work downtime. Some are even barring work-related emails after-hours to help people relax and recover, and to leave them refreshed for uninterrupted periods of “deep work” at work.

3. Resilience

The ability to handle, adapt to, and productively learn from setbacks, failures, and disappointments is critical to overall happiness at work. Resilience doesn’t mean trying to prevent difficulties, stifle stress, or avoid confrontation; it means being able to manage challenges at work with authenticity and grace.

To strengthen your own resilience at work, perhaps the most promising technique is to get better at real-time, in-the-moment awareness , or mindfulness. Mindfulness can be a starting point for revising our learned habits of self-criticizing or blaming others, or getting preoccupied about past or future upsets, that make it hard to manage difficult moments at work. Companies can weave mindfulness into their overall climate, as Adobe has done with Project Breathe .

Another way to bolster resilience at work is to be authentic—that is, bring your whole and best self to work—as evidenced by pioneering work by Tina Opie at Babson College and research at Google. Being true to ourselves at work eliminates the stress of surface acting or pretending to feel emotions you don’t feel.

Resilience at work is also tied to successfully detaching from work. That means taking time away to recover and pursue restorative, non-work-related wellness, social, creative, and perhaps charitable activities, both on a daily basis and through restful vacations. 

4. Kindness

Finally, we’re happier at work when we tap into our innate tendency towards kindness—orienting our thoughts, feelings, and actions towards care for others and genuinely supportive social bonds. Being kind at work involves treating others with dignity and respect, extending empathy and compassion, practicing gratitude, and constructively managing conflicts .

Kindness at work begins with civility , as profiled in Georgetown professor Christine Porath’s book Mastering Civility ; being civil means building trust ; sharing resources, feedback, and credit; and being a good listener . For leaders, civility skills are critical to avoiding the corruptive influence of gaining power .

A next step to kindness at work is practicing “prosocial” states like empathy, compassion, and gratitude. Empathy is the basis for understanding other people, and guides cooperative choices and effective teamwork . According to Northeastern professor David DeSteno, not only do compassion and gratitude increase kindness, they also help people succeed at their goals at work.

What happens when workplace relationships run into trouble? Research shows that apologizing, often considered a sign of weakness, is good for trust and, in turn, happiness at work. Apologies inspire greater respect and commitment in the people around you, and make organizations better at rebounding from setbacks .

Today, we still face surprisingly high levels of boredom, disengagement, chronic stress, turnover, and even cynicism—a reality that my parents knew all too well. But I believe in a different kind of work life, and I am not alone. Millennials agree that happiness at work, like happiness in life, is a basic human aspiration and, thus, the most attractive perk a workplace can offer. And research shows that happiness at work is essential to organizational success, entirely possible to foster, and well worth the investment and effort.

About the Author

Emiliana R. Simon-Thomas

Emiliana R. Simon-Thomas, Ph.D. , is the science director of the Greater Good Science Center, where she directs the GGSC's research fellowship program and serves as a co-instructor of its Science of Happiness and Science of Happiness at Work online courses.

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How to create a happy workplace

March 20, 2022 Have you shared a good laugh with your team lately, or encouraged employees to pursue what makes them happy? Studies show that humor keeps employees engaged, and happiness boosts performance. On #InternationalDayOfHappiness, discover ways to make the workplace happier with these insights, and dive deeper into topics including:

• using humor to foster community and connection
• responding to employee needs with compassion and empathy
• helping employees manage stress effectively
• prioritizing staff wellbeing for optimal functionality

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Making Joy a Priority at Work

90% of employees expect to feel joy. Only 37% do.

Companies are making massive investments in technologies that can more closely link their people to each other, to customers, and to other stakeholders. Yet many struggle because their cultures get in the way — too many layers and silos, too many colleagues who prefer to stay in their comfort zones, bask in their KPIs, and resist new ways of connecting and working. This is a big problem. And joy can be a big part of the solution. Why? For two reasons. People intrinsically seek joy. And joy connects people more powerfully than almost any other human experience. The author explains what leaders can do to increase joy at work.

Amid the dazzle and hopes of the digital age, it is easy to forget that old-fashioned human desire is as essential to achieving business goals as ever.

• Alex Liu is the managing partner and chairman of Kearney, a global management consultancy.

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The science of happiness at work: How positive psychology can increase productivity

Positive psychology in the workplace

Whether virtually or in the office, people spend the majority of their waking hours at work. Many employers ask, “How can positive psychology be used to increase productivity in the workplace?” And the answer is happiness. Successful leaders understand that work cultures that embrace positive psychology are more likely to result in healthy work environments that support employee performance, engagement, motivation, innovation, and job satisfaction. In other words, happy employees make for happy employers. Not only can a positive work environment result in more satisfied and productive teams, but it also supports the well-being of both employees and organizations.

The PERMA model

Martin Seligman is a leading researcher in the field of psychology and is known as the “father of positive psychology.” He is also the Director of the Positive Psychology Center at the University of Pennsylvania, a prolific author, and an authority in learned helplessness, depression, optimism, pessimism, and character strengths and virtues. As a part of his extensive work on well-being, Seligman created the PERMA model, which outlines five essential components to living a balanced, fulfilled, and happy life:

Positive emotions

Positive relationships

• Accomplishment

Read on to explore how the tenets of the PERMA model, and positive psychology in general, can be applied in the workplace to help both employees and organizations flourish.

Whether in a personal or professional context, humans thrive when they feel positive emotions such as happiness, hope, joy, compassion, and gratitude. And research shows that experiencing positive emotions on a regular basis may also improve mental health, reduce stress, and enhance resilience, teamwork, creativity, and problem-solving abilities.

That’s why it’s important for organizations to cultivate work cultures that embrace positivity and gratitude to help ensure that all team members feel valued. This can be as simple as sending an email of thanks or calling out the hard work of a colleague in a meeting, or it can be as complex as setting up a system of rewards such as paid time off or bonuses for staff who meet their productivity goals. It can be easy to dismiss the power of a genuine show of appreciation, but to the person receiving the affirmation of their value, it is priceless.

If you’re interested in learning more about the power of positive emotions, then APOP 1000: Introduction to Positive Psychology at Penn LPS Online is an ideal starting point. This course will introduce you to the scientific study of what helps people live full lives, what it means to be “happy,” and how to cultivate well-being at home and in professional settings. As you explore the foundations and collective wisdom of positive psychology, you’ll also discover how to enhance your own well-being by embracing a positive outlook.

When people are engaged in their work, or in a state of “flow,” they are completely involved in the present moment and the specific activity at hand. Findings from Martin Seligman and other researchers in positive psychology indicate that employees are more likely to get into a flow state when they are using their top strengths in new and innovative ways and that doing so is correlated with higher levels of happiness and lower levels of depression. That’s why it’s essential, whether you’re a manager or an employee, to be aware of your unique strengths and be proactive when opportunities arise to put your skills to use on projects or in teams.

In APOP 1200: Human Flourishing: Strengths and Resilience , you’ll explore the science of human flourishing and positive psychology and discover what helps people bounce back from adversity. You’ll also learn how to leverage your character strengths to more effectively contribute to the greater world, overcome personal or professional challenges, and enhance your well-being. As you study the physical and psychological protective factors that lead to resilience, you’ll learn how to cultivate them and promote flourishing in your own life and community.

Positive connections with other people were literally wired into our brains for survival and are integral to happiness. A recent study by the University of Kent found that strong bonds with family, friends, and co workers can help boost physical and mental health and overall well-being. As you’ve likely experienced firsthand, both positivity and negativity among colleagues in the workplace can be contagious. In work environments where employees lack strong relationships, morale will inherently suffer, but when colleagues share strong bonds, it can reduce stress, improve collaboration, and boost productivity. That’s why participating in team-building exercises and events where colleagues can connect and build rapport is so vital.

You can dive into the scientific research on how healthy bonds are the key to happiness and well-being in APOP 2200: Flourishing with Others: Building Thriving Relationships . In this course, you’ll study positive relationships in families, romantic partners, friendships, colleagues, and teams, as well as broader bonds with communities, nature, and the planet. You’ll discover practical strategies to cultivate and improve these different types of relationships so that all parties involved have a greater chance to thrive.

Having a sense of shared purpose is integral to both productivity and job satisfaction. Employees can find meaning if they can connect their work—and the work of their organizations—with value. In some cases, such as with a charity, nonprofit, or health services provider, that connection may be easy to make. But when things aren’t so clear cut, it is up to business leaders to articulate the values that they stand for, outline the positive difference that their organizations make, and share success stories that bolster employees and help them feel proud of their work. Happy team members who feel a sense of meaning are empowered to spread positivity, collaborate more cohesively, and perform at higher levels that ultimately benefit the bottom line.

Some people find meaning by engaging with the arts or expressing their creativity. This could involve listening to a moving vocal performance, viewing a beautiful painting, or crafting a short story. In APOP 3400: Flourishing through Creativity and the Arts , you’ll explore the link between well-being, creative endeavors, and the arts, including the scientific principles underlying cutting-edge research in this emerging field. And you’ll examine ways to apply these positive psychology findings in your day-to-day life to help you flourish.

Accomplishments

When employees feel a sense of accomplishment and achievement, it can help increase self-esteem and confidence, enhance motivation and passion, and inspire others around them to be successful. While it is the responsibility of individuals to put their strengths and abilities to use at work, it’s also important for leaders to collaborate with their teams to create SMART (specific, measurable, achievable, relevant, and time-bound) goals that align with these strengths. Equally critical is that companies provide professional development opportunities that allow staff members to explore their passions, upskill or re-skill, and advance in their careers. When management takes the time to recognize these accomplishments, it can build trust, strengthen loyalty, and make employees more likely to share innovative ideas and perspectives.

Whether you’re an aspiring leader or you’re interested in learning more about how to flourish in your current role, APOP 2000: Positive Psychology at Work could be invaluable to your success. Explore research-informed strategies, case studies, and topics including work relationships, positive leadership, prosocial behavior, and our sense of meaning and purpose to discover how workplaces can contribute to or hinder your ability to thrive. You’ll gain an understanding of the variables that allow employees and leaders to spread positivity and shape work cultures that uplift and inspire.

What is the science of happiness at work?

Much of the research in positive psychology, including work conducted by Martin Seligman, embraces the goal of increasing understanding of how positivity helps people flourish. A recent article published by Frontiers cites findings that confirm the benefits of applications of positive psychology strategies in improving well-being and reducing depression, anxiety, and stress; aiding employee performance and productivity; increasing resilience; and promoting self-growth and quality of life. It also covers research that found a positive correlation within organizations between individual, interpersonal, and group trust with creativity and innovation.

An experimental study published in ScienceDirect investigated and summarized the influence of positive traits, including optimism, well-being, and personal strength, on employee performance and organizational productivity. The results indicated that implementing positive psychology concepts and the aforementioned positive traits increased both individual performance and overall productivity.

And in a recent Harvard Business Review podcast interview , Robert Waldinger, the Director of the Harvard Study of Adult Development, iterated that although findings indicate that doing meaningful work is one of the drivers of well-being, having strong work relationships is even more powerful. In fact, having at least one friend at work can make people feel happier and more engaged and satisfied in their jobs. The study, which began in 1938, also found that when people have autonomy and some level of control over working conditions, they experience less on-the-job stress and more fulfilling work lives.

If you’d like to further your understanding of the methods and approaches used to conduct well-being research, enroll in APOP 2900: Understanding the Science of Positive Psychology at Penn LPS Online. In this course, you’ll explore the strengths and shortcomings of positive psychology study design and discover how to become a critical consumer of research findings (such as how to differentiate between drawing conclusions from one study vs. a broader base of research in the field). You’ll also learn how to read and dissect primary research articles, extract relevant data, and distill this information through accessible scientific communication.

Learn more about the benefits of being happy at work

Satisfied employees are more confident in their abilities, engaged in their roles, positive in their mindsets, and experience higher levels of productivity. Additionally, happy employees are more likely to be creative and passionate about their work, collaborate effectively with others, contribute to positive work environments, and demonstrate enhanced physical and mental well-being. Conversely, unhappy employees can contribute to diminishing organizational morale, job satisfaction, and employee performance, which negatively affects efficiency, productivity, and profitability.

If you would like to learn more about how the science of positive psychology can help you become more effective as an individual, team member, and leader in your workplace, explore the Certificate in Applied Positive Psychology at Penn LPS Online. In this 4-course program, you’ll develop tools and practice strategies that support personal, organizational, and community well-being. And you’ll learn the theoretical and empirical foundations of human flourishing while investigating how to apply positive psychology in business, education, healthcare, and nonprofit settings. In this online credential, you’ll prepare to:

• Boost your effectiveness and resilience as a leader
• Collaborate with others to enhance employee engagement
• Understand how to measure changes in individual and organizational well-being
• Use a strengths-based approach to your professional development

Ready to get started? The Ivy League certificates and Bachelor of Applied Arts and Sciences (BAAS) at Penn LPS Online were designed with educational excellence, flexibility and accessibility in mind. With fully online classes, you can complete your coursework on your own time and schedule, avoid the stress and expense of a campus commute, and continue to pursue your career ambitions as you enhance your credentials. If you’d like to learn more about the science of happiness at work by enrolling in the Certificate in Applied Positive Psychology , fill out your application today. Or browse the Penn LPS Online course guide to explore your options in any upcoming term.

Greater Good Science Center • Magazine • In Action • In Education

The Science of Happiness at Work

Register now to experience the Science of Happiness at Work for yourself!

People who are happier at work are more committed to their organization, rise to positions of leadership more rapidly, are more productive and creative, and suffer fewer health problems. More and more, research is suggesting that happiness should not be an afterthought for workplaces; it should be an essential goal, entwined with the kinds of 21st century skills that are key to individual and organizational success today. But how can you increase happiness at work within yourself and across your organization?

In the Science of Happiness at Work Professional Certificate program, you will learn the hallmarks and benefits of a happy workplace, and you’ll come away with concrete, research-based strategies you can implement—individually or in teams—to boost your own emotional well-being, support the well-being of colleagues and employees, and foster a workplace culture of happiness. All lessons in the program are based on the most up-to-date scientific research, particularly from the fields of psychology, business, and neuroscience.

Over its three courses, the program will explain why happiness matters for your workplace; offer specific practices for fostering positive emotions like gratitude; help you build resilience to stress, particularly through the practice of mindfulness; and teach the importance of positive, trusting, collaborative relationships at work, drawing on the skills of empathy and emotional intelligence. Woven throughout the courses will be special tips for workplace leaders, helping them understand how to build a positive organizational culture through socially intelligent leadership.

The program will be taught by expert faculty from UC Berkeley’s Greater Good Science Center (GGSC), a leading authority on the science of happiness. They will build on insights from the GGSC’s original online course, The Science of Happiness , the global phenomenon that has brought this science to more than half a million students worldwide. This new program will zero in on the particular challenges—and opportunities—in bringing a greater sense of happiness and meaning to your life at work. Insights from leading scientific studies will be distilled into actionable lessons, and they will be brought to life by real-world case studies.

In completing this program, you’ll not only be better equipped to identify the level of happiness within your organization and help colleagues understand why happiness is a worthwhile goal. You’ll also be equipped to support engagement and productivity within your organization and strengthen your sense of belonging, purpose, meaning, and satisfaction—not only at the office but in your life as a whole.

“The Greater Good Science Center at the University of California, Berkeley, is one of my favorite online stomping grounds.”

― Brene Brown, Ph.D., from her best-selling book Rising Strong

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Creating A Happier Workplace: Practical Tips For Every Leader

Most companies worldwide give lip service to the idea that their employees are their greatest assets. But the latest statistics fail to reflect that.

Gallup's Sate of the Global Workforce report found that,

6 in 10 people are emotionally detached. Even worse, 18% are miserable.

Many companies are failing to understand the importance of nurturing happiness at work.

But trust us when we say you cannot impress your employees only with bonuses anymore. Your employees must feel delighted working in your organization. They must be genuinely happy.

So, in this blog, we'll provide some ways through which you can better foster and boost happiness at work.

What is Happiness at Work?

Happiness at work can be defined as a state of fulfilment or contentment that employees experience when they feel valued, engaged, and aligned with their work.

Alexander Kjerulf , a leading expert on workplace happiness, defines happiness as the extent to which employees feel good about their jobs and can perform to the best of their ability.

Happy employees ensure happy customers. And happy customers ensure happy shareholders- in that order. ~ Simon Sinek

What is the Correlation between Happiness and Productivity

A Forbes study revealed that happy employees are as much as 20% more productive in the workplace than unhappy employees.

Another report by the University of Warwick found that happy employees are 12% more productive than unhappy employees.

Happy employees are more engaged in their work and feel a sense of purpose. Having a greater sense of purpose in work leads to increased focus. 100% focus and dedication are a key to better productivity.

Happy employees can also be more creative and innovative. Their state of mind allows them to be better problem solvers. They are also more likely to come up with better ideas and think differently.

Happiness at work also fosters a supportive and collaborative environment. Happy, content employees are contagious and can improve the workplace culture.

Moreover, you'll be glad to know that happy employees do not just affect the workplace culture. They also impact on the bottom line. One of the Gallup's research demonstrates that companies with highly engaged employees see a 21% profit increase.

So, be it productivity, workplace culture, or profitability, happy employees have the power to influence them all—and for the better.

6 Practical Tips for a Happier Workplace

Finding happiness at work is key to staying positive and feeling fulfilled both personally and professionally. Although every workplace has its challenges, there are effective ways to keep that happy vibe going.

Here are 6 simple strategies to help you create a more enjoyable and satisfying work environment.

1. Mindfulness and Stress Management Techniques

Taking a moment to breathe and focus can make all the difference during a hectic workday. Mindfulness practices like meditation or deep breathing exercises help employees stay calm and focused. Activities like these make it easier to manage stress and stay positive.

2. Building Resilience and Adaptability

Resiliency is the ability to spring back from and successfully adapt to adversity. ~ Han Henderson

Resilience and adaptability are like muscles. They grow stronger with use. Encouraging employees to embrace change and bounce back from challenges helps create a more supportive and positive workplace.

3. Setting Achievable Goals

When goals are realistic, reaching them feels rewarding rather than overwhelming. Breaking down larger objectives into smaller, manageable tasks helps employees stay focused and motivated.

Celebrating these small wins along the way is vital as they build momentum and a sense of accomplishment. Employees feel confident when they see progress and know they're on the right track.

4. Finding Meaning in Work

Work feels more fulfilling when it aligns with personal values and goals. Helping employees connect their tasks to a larger purpose can foster a deeper sense of meaning and satisfaction in their roles.

5. Cultivating Gratitude

Gratitude has the power to heal brokenness and bring hope in the face of despair. ~Adrian Gostick

Gratitude can shift the focus from what's lacking to what's going well. Sometimes, simple appreciation, whether between colleagues or from leadership, can make the workplace feel more positive and supportive, enhancing overall happiness.

6. Employee Engagement Strategies

Keeping employees engaged isn't just about keeping them busy. It's about involving them in meaningful work and recognizing their contributions.

Effective employee engagement strategies, like offering development opportunities and fostering open communication, can lead to a more connected and satisfied workforce. So, there you have it—six practical tips to make your workplace happier and more engaging. Give them a try, and you'll likely notice a more positive and productive vibe around the office.

Tune in to our Podcast on: Cultivating Employee Delight In The Workplace

How To Overcome Challenges to Workplace Happiness

Let’s face it—finding happiness at work isn’t always easy. We all deal with tough days and tricky situations.

But fortunately, there are some practical ways to tackle these challenges and foster happy workplace.

1. Addressing Employee Burnout

Employee burnout is characterized by

Emotional exhaustion,

A sense of detachment

Reduced performance.

It's crucial to foster a culture of balance where employees are encouraged to take breaks, set boundaries, and seek support when needed. Leadership should prioritize mental health and implement strategies that allow for manageable workloads and time for recovery.

Addressing burnout restores energy and creativity and contributes to long-term workplace happiness.

2. Dealing with Workplace Conflict

Effective conflict resolution in the workplace involves

Open communication

Active listening, and

A focus on finding mutually beneficial solutions.

When you can create a culture where issues can be discussed openly and constructively, your organizations can turn conflict into an opportunity for growth and collaboration. A collaborative work environment is crucial for long-term happiness at work.

3. Managing Change

Change is inevitable in the workplace, and it often brings uncertainty and stress. However, stress due to change can be managed.

Successfully managing change begins with clear and transparent communication. You've to ensure that everyone understands the reasons behind the change,

what it entails, and

how it will impact them.

Such clarity reduces anxiety and builds trust.

Support is also crucial during times of change. So, provide your employees the training, resources, and time to adapt. You must not forget to create opportunities for feedback, allowing your team to voice their concerns and suggestions. Involving them in the process makes the transition smoother. And empowers them to take ownership of the change.

Celebrate small wins along the way to keep morale high and remind everyone of the progress being made.

4. Building a Sense of Belonging

A sense of belonging is a fundamental aspect of workplace happiness. When employees feel connected to their colleagues and aligned with the company's values, they are more engaged and motivated.

But building a sense of belonging will require intentional efforts on your part. You've to come up with engaging and inclusive team-building activities or mentorship programs. "A workplace where everyone feels they belong is one where happiness can thrive." Remember this mantra, and you'll never fail to keep your employees happy.

4 Key Ways To Measuring Employee Happiness

It's important to understand how happy your employees are. But how do you measure something as personal and subjective as happiness.

While it might be tricky to measure employee happiness directly, you can certainly gauge employee satisfaction. Here are some effective ways to assess how satisfied your employees are feeling.

1. Employee Satisfaction Surveys

Employee Satisfaction is a measurement of an employee's "happiness" with current job and conditions. ~ADP Research Institute

Employee satisfaction survey are structured questionnaires or sets of questions designed to assess how content and fulfilled employees feel across all aspects of work.

These surveys meticulously analyze the employee experience, from company culture to manager relationships and everything in between.

Regular satisfaction surveys, whether monthly, quarterly, or annually, offer a reliable pulse check for your organization. It can be of great help while you're trying to assess how happy your employees are.

Source: Vantage Pulse

If you want honest and valuable feedback from employee satisfaction surveys, ensure anonymity and encourage open-ended responses.

2. Keeping a Check on the Absenteeism Rates

High employee absenteeism can be a red flag indicating low employee morale or dissatisfaction. By tracking absenteeism rates, you can identify patterns or spikes that might correlate with periods of low happiness or stress.

For instance, frequent unexplained absences might suggest that employees are disengaged or unhappy with their work environment.

3. Turnover Rates

Job dissatisfaction has led to an increase in workplace absenteeism, with rates as high as 15% in some industries.

Turnover rates reveal how often employees leave the company. High turnover can signal dissatisfaction or a lack of engagement. Analyzing exit interviews and employee feedback from departing employees can provide insights into why they decide to leave.

It can help to pinpoint areas where happiness and retention strategies might need improvement.

Do Give a Read: A Guide On How To Calculate The Employee Turnover Rate

4. Customer Satisfaction Reviews

Gallup Research found that engaged employees are likelier to consistently show up, remain committed to quality and safety, and contribute positively to customer relationships.

Customer satisfaction often reflects the happiness of your employees. Employees who are engaged and upbeat tend to provide better service, boosting customer satisfaction. Keeping an eye on customer feedback and satisfaction scores can give you clues about how your team is doing. And whether their happiness is influencing their work.

If you're seeing low customer satisfaction, it might be time to look at employee morale and see if there are areas for improvement.

Do Give a Read: How Employee Satisfaction can lead to Customer Satisfaction

So, these are some of the ways in which you can measure how happy your employees are.

Creating a happier workplace involves a mix of mindfulness, resilience, achievable goals, meaningful work, gratitude, and engagement. Focusing on these areas can foster a positive environment where employees feel valued and motivated.

Happy employees thrive and contribute to a more prosperous and vibrant workplace.

This article is written by Sanjeevani Saikia who is a Content Marketing Specialist at Vantage Circle . Esteemed for cultivating recognition and people-first cultures, Sanjeevani also hosts the Vantage Influencers Podcast, where she engages with global HR leaders to uncover critical industry insights. For any related queries, contact [email protected] .

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Positive Psychology in the Workplace: 16 Practical Tips

Does this sound like science fiction to you?

Actually, it is not. In fact, ever since the start of the COVID-19 pandemic, there has been a strong movement of workers searching for a job aligned with their values, instead of the age-old yearning for “job security.”

Between quiet quitting and the Great Resignation, employees have reported the lowest job satisfaction in 20 years. More and more employees are willing to sacrifice job security to find something more aligned with their values (Dhingra et al., 2022; Gallup, 2022b).

So where does this put your organization?

Maybe it is time to reconsider your company’s approach to employee wellbeing, resilience, and work–life balance.

In this article, we will explore how, as an owner, leader, or manager, you can use positive psychology in your workplace to adopt science-led practical tips to improve employee flourishing.

Before you continue, we thought you might like to download our three Work & Career Coaching Exercises for free . These detailed, science-based exercises will help you or your clients identify opportunities for professional growth and create a more meaningful career.

This Article Contains:

Positive psychology at work: is it important, the benefits of positive psychology in the workplace, examples of positive psychology in organizations, perma in the workplace: a quick overview, how to apply positive psychology at work, 16 practical implementation tips, additional positivepsychology.com resources, a take-home message.

One of positive psychology’s key aims is to help individuals, groups, and organizations flourish. And this is vital, now more than ever before, as explained above—that is, if you wish to keep your best employees.

According to the “paradox of influence,” while developed nations are increasingly affluent, life satisfaction and mental wellbeing are not improving (Seligman, 2011; Day et al., 2014).

This phenomenon is particularly true in the workplace, where once an employee’s basic needs are met, additional income and benefits do not usually increase happiness, fulfillment, or meaning (Gallup, 2022b; Day et al., 2014).

The world faces tough challenges: record inflation, pandemics, war, and work trends such as employees quitting their jobs at record rates. Positive psychology recognizes that it is crucial to promote factors that enable individuals, organizations, and communities to thrive.

When built into the workplace, these factors have the potential to support broader business initiatives aimed at the following (Boniwell & Tunariu, 2019; Achor, 2011; Day et al., 2014; Seligman, 2011):

• Improving employee engagement and satisfaction while increasing productivity and profitability for the organization
• Building a culture of positivity and wellbeing, leading to lower turnover rates and higher employee retention
• Improving communication and collaboration among team members, resulting in better decision-making and problem-solving
• Helping leaders develop a more resilient and adaptable workforce, better able to navigate change and uncertainty
• Enhancing creativity and innovation, leading to new products and improved service offerings
• Supporting managers as they develop a more positive and empowering leadership style, boosting employee performance and motivation
• Helping organizations build a more positive brand image and reputation, which can attract top talent and improve customer loyalty
• Reducing employee stress and burnout , leading to improved physical and mental health and lower healthcare costs
• Improving employee wellbeing, resulting in increased job satisfaction and engagement

Embedding the principles of positive psychology in the workplace can show an organization’s commitment to the wellbeing of its employees, which can improve employee loyalty and commitment (Achor, 2011).

Positive psychology is much more than a one-dimensional view of positive thinking and positive emotions; it is “focused on what makes individuals and communities flourish, rather than languish” (Boniwell & Tunariu, 2019, p. 2).

• Broaden-and-build theory Positive emotions broaden staff cognitive and social resources, encouraging novel thoughts and responses and long-term wellbeing and success.
• Orientations to happiness Employees can pursue happiness through three different approaches: pleasure, engagement, and meaning.
• Psychological capital An individual’s level of optimism, self-efficacy, hope, and resilience can lead to greater wellbeing and performance.
• Sustainable happiness theory To maintain happiness, employees should focus on self-care, social connections, and meaningful activities.

Such positive psychology approaches have wide-ranging benefits, with research findings confirming various benefits to organizations, leaders, and employees, including the following (Day et al., 2014; Martin, 2005; Lupsa et al., 2019):

• Increased positive emotions
• Boosted creativity
• More effective coping strategies
• Reduced effects of stress
• Better resilience
• Heightened engagement, exploration, and learning
• More goal-directed behavior
• Increased inclusivity and flexibility
• Increased meaning in everyday tasks and events
• Boosted motivation
• Increased happiness and pleasure
• Higher life satisfaction
• Improved performance
• Increased self-awareness in leadership
• Better staff morale
• A broader range of attention, thoughts, and actions

Simply put, employees engaged in positive psychology-based programs and interventions at work typically tend to “flourish” more. Flourishing is “a state where employees prosper, thrive, learn, engage, self-motivate, express themselves, and experience happiness” (Day et al., 2014, p. 56).

Such interventions frequently result in improved employee wellbeing and business performance outcomes (Achor, 2011).

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Created by Experts. 100% Science-based.

Several approaches have surfaced to apply and embed the principles of positive psychology in organizations and the workplace.

Psychological capital

Luthans et al. (2015, p. 20) adopted the term “ positive organizational behavior ” to mean applying positively oriented human resource strengths and psychological capacities to “stimulate and transform organizational behavior, leadership, and human resource management.”

Their research suggests that each person has “psychological capital” ( PSYCAP ) that they can build upon through interventions, learnings, and training. These four components—referred to by the acronym HERO—are as follows:

• Hope – Positive motivation based on goal-directed energy
• (Self-)Efficacy – Self-belief in one’s ability to mobilize motivation, cognitive resources, and actions and work toward something
• Resilience – The capacity to rebound or bounce back from adversity
• Optimism – A generalized positive outlook or expectancy

While only a subset of the elements of positive psychology, PSYCAP and its four components are considered “renewable, complementary, and synergistic” (Luthans et al., 2015, p. 35). And they can be used flexibly and adaptively by employees to meet the demands of their job while maintaining high levels of competence and wellbeing.

A review of 41 studies in 2019 confirmed the importance of PSYCAP. Findings identified various interventions to enhance employees’ resources and strengths that significantly improved workplace psychological health and performance (Lupsa et al., 2019).

Let’s take a specific example.

The US Army may not seem like a typical workplace, but it employs millions of people, from front-line soldiers to office staff. When Seligman (2019) implemented interventions to increase hope in soldiers deployed to the front line, the effect was staggering.

It significantly improved relationships at home and positively impacted how they performed in active and stressful situations during training and deployment.

In fact, in one study of over 6,000 soldiers, those who received positive psychology training were more emotionally fit and optimistic, better at coping, and showed better resilience (Seligman, 2019).

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The Positive Psychology Toolkit© is a groundbreaking practitioner resource containing over 500 science-based exercises , activities, interventions, questionnaires, and assessments created by experts using the latest positive psychology research.

Updated monthly. 100% Science-based.

“The best positive psychology resource out there!” — Emiliya Zhivotovskaya , Flourishing Center CEO

Strengths-based leadership

Strengths-based leadership focuses on identifying and developing the strengths of individuals and teams to improve their wellbeing and performance. “Effective leaders surround themselves with the right people and build on each other’s strengths” (Rath, 2017, p. 21).

When leaders adopt a strengths-based approach, they focus on the positive aspects of their staff rather than just addressing weaknesses. Such a change in focus can increase employee engagement and job satisfaction, leading to improved organizational performance.

When employees feel valued and appreciated for their strengths, they are more likely to be motivated, productive, and remain with the company.

Strengths-based leadership also benefits organizations by creating a culture of positivity and wellbeing. When employees feel that their strengths are recognized and used, they are more likely to experience a sense of purpose and fulfillment in their work, leading to increased creativity and innovation and improved collaboration and communication among team members (Rath, 2017).

Several research studies have confirmed the positive effect of strengths-based leadership on employees’ overall wellness, psychological wellbeing, innovative behavior, and organizational performance (Ding & Yu, 2022; Rath, 2017).

Here’s another specific example of how such positive psychology interventions can boost organizations’ success and employee satisfaction.

When Southwest Airlines implemented strengths-based training, its goal was to enhance employee experience by creating a culture focused on individual strengths. And it worked.

Southwest leaders conducting one-to-one and group strengths conversations with their staff have seen increased engagement and better performance, leading to improved business outcomes. As a result, there is less staff turnover and higher productivity, and “employees have the opportunity to do what they love in a way that makes customers feel like family” (Gallup, 2022a, para. 11).

• Positive emotions – the experience of positive feelings such as joy, contentment, and satisfaction
• Engagement – the experience of being fully absorbed and focused on an activity, often referred to as “ flow “
• Relationships – the quality and quantity of social connections an individual has
• Meaning – the sense of purpose and direction an individual has in their life
• Accomplishment – the sense of progress and achievement in one’s life

The model is particularly relevant in the workplace because it highlights the importance of creating a positive and supportive environment that promotes employee wellbeing and engagement (Kenny, 2018).

By applying the PERMA model in the workplace, leaders can create an environment that aligns with employees’ needs and promote growth mindsets that lead to happy and engaged staff (Slavin et al., 2012).

A meta-analysis of over 200 positive psychology research studies found that happy workers are more productive, perform better, show higher sales, take fewer sick days, and are less likely to become burned out (Achor, 2011).

Now that it is clear how beneficial it is to apply positive psychology at work, let’s look at practical implementations.

Positive Psychology in the Workplace: Thank God It’s Monday!

So, how do we apply positive psychology at work and realize an environment that supports employee flourishing?

In line with the PERMA model, we must focus on building the psychological capital and resources needed to flourish by boosting each of the following (Seligman, 2011; Luthans et al., 2015; Boniwell & Tunariu, 2019; Hart, 2021; Kenny, 2018):

1. Positive emotions

Encourage feelings such as hope, joy, and gratitude.

Set clear expectations, give people a voice in meetings, and support work–life balance . Promote positive emotions, coping, resilience, and a reduction in stressors.

2. Engagement

Feelings of attachment to and immersion in tasks can be encouraged in an environment that supports concentration and focus.

Create goals in line with values and interests to motivate. Engage in fascinating tasks to encourage the experience of flow.

3. (Positive) relationships

Encourage a connection with peers, managers, and leaders to promote better communication and collaboration.

Communication should be open and meetings active, where staff can connect and freely interact with one another. Partnerships and collaborations should be encouraged and rewarded, while support should be readily available.

Connect to purpose, values, and the promotion of reflection.

Regular reflection on the difference staff make to others within the organization, their customers, and the wider community fosters feeling valued and connected to something bigger than the self.

This should go beyond “employee of the month” by actively sharing customer feedback and expressing appreciation for employees going above and beyond.

5. Achievements and accomplishments

Set and work toward goals to create a sense of accomplishment, fulfillment, and capability.

Take opportunities to recognize and reward hard work and success. Support others as they develop their solutions or overcome the challenges they face. Share company growth milestones reached.

Building and maintaining each of the attributes above supports the employees, teams, and organization as they learn to flourish. What works will differ depending on the individuals and the context and must be tailored accordingly.

Other approaches, such as building on strengths; encouraging healthy eating, sleep, and exercise; and becoming more resilient, will also have far-reaching effects on wellbeing and boost performance (Seligman, 2011; Luthans et al., 2015; Day et al., 2014).

Emotional intelligence

Emotional intelligence (EI) is the ability to identify, regulate, understand, and express your emotions and recognize those of others. It is often considered more important than traditional intelligence for academic and career success, leadership skills, and overall wellbeing (Goleman, 2020).

Seven practical tips for improving EI in your workforce include:

• Encourage self-awareness among your staff. Help them understand their emotions and how they impact their thoughts and behaviors. Encourage the use of mindfulness and journaling as valuable tools.
• Lead by example. Model emotional intelligence by demonstrating self-awareness, emotional regulation, empathy, and other skills in your behavior.
• Encourage self-reflection. Encourage your staff to think about their emotions and how they impact their thoughts and behaviors through journaling or talking with a trusted mentor.
• Support emotional regulation. Assist your staff in developing strategies for managing emotions, such as deep breathing techniques or taking a break to refocus.
• Foster empathy. Encourage your staff to consider the perspectives of others and to show understanding and compassion toward their teammates and colleagues. Engage in activities such as role-play or perspective-taking exercises.
• Teach conflict resolution skills. Support your staff in developing the skills needed to resolve conflicts and build positive relationships with others , such as effective communication, problem-solving, and negotiation.
• Create a supportive and positive work environment. Foster open communication and celebrate the diversity of emotions and experiences of all employees. Encourage a positive work environment that boosts engagement and performance.

Our Emotional Intelligence Masterclass© will help you support your staff by teaching them how to understand, manage, and express emotions effectively. It can improve communication, relationships, and decision-making, increasing job satisfaction, motivation, and overall wellbeing. The training will also help you improve your emotional intelligence, making you more effective at coaching and leading your teams.

Positive relationships

Positive relationships are a vital aspect of communication within teams. They improve employee engagement, productivity, and satisfaction in the workplace, leading to lower costs and improved performance outcomes (Cornelissen, 2016; Seligman, 2011).

Five practical tips you can try include (Geue, 2017; Ng, 2022):

• Manage conflict. Proactively mediate disputes among your staff to minimize negative interactions and build a culture of open communication that fosters trust and positive relationships among employees.
• Lead by example. Establish consistent patterns of behavior that exemplify the desired culture and promote an environment of inclusivity and positivity among your staff.
• Conduct face-to-face meetings. Encourage face-to-face interactions to facilitate a better understanding of nonverbal cues and tone among your staff. Consider the layout of shared working environments to enable interaction.
• Include remote workers in your team. Use video-conferencing software to foster positive social relationships among the team to ensure a relationship-centric workplace with remote workers.
• Plan collaborative events. Set aside time for employees to interact and focus on shared interests to allow them to discover commonalities and relatedness, strengthening their bonds and fostering a positive work environment.

Our Positive Relationships Masterclass© builds on the “Six Pillars of Positive Relationships” to help you support your staff wellbeing, flourishing, and performance. It provides practical tools to improve communication, sustain healthy relationships, and enhance your coaching abilities.

Work coaching exercises

Work-based coaching can improve employee wellbeing, performance, and capacity to flourish by helping individuals develop the necessary skills and resources.

Coaching can also improve job satisfaction, motivation, and overall wellbeing and increase productivity, performance, and goal attainment (Grant & Cavanagh, 2007).

Here are four practical tips for implementing work-based coaching in your organization:

• Implement coaching. Provide regular coaching sessions for your employees.
• Provide skilled coaches. Train managers to coach or hire a professional workplace coach to work with your teams.
• Foster a supportive environment. Create an environment that encourages and supports coaching by providing the necessary resources.
• Create an atmosphere of wellbeing. Encourage your employees to seek coaching when needed.

Our 17 Work & Career Coaching Exercises will help you ensure your staff are on the right path toward being their best selves in the workplace by providing them with tools to better understand and manage their emotions in the workplace.

These exercises include identifying and managing stress, setting and achieving goals, and developing effective communication and problem-solving skills. Understanding and managing their emotions will better equip your employees to navigate challenges, build positive relationships, and excel in their work and career.

The following additional resources are powerful tools for you as a leader, manager, or business owner to improve employee wellbeing in your organization while increasing company performance.

For further guidance and insight into positive psychology in the workplace, check out the following four articles:

• In What Is Job Crafting?  we learn more about creating meaning and happiness in our work lives.
• The Importance of Positive Relationships in the Workplace explores how to enhance positive employee interaction.
• Learn the importance of emotional awareness and regulation and how to boost them in How to Improve Emotional Intelligence in the Workplace .
• In the article, What Is Coaching in the Workplace, and Why Is It Important?  we explore how to use workplace coaching to grow your organization.

Other free resources include:

• Satisfying Achievements at Work Use this worksheet with staff to focus on their accomplishments positively, boosting self-esteem and identifying skills for later use.
• Strengthening Ikigai in the Workplace This powerful ikigai worksheet helps you balance the organization, employees, and customers’ needs, values, and passions.
• Workplace Mindfulness Mindfully combine clear intention, attention, and attitude to adopt a state of loving-kindness within the workforce , boosting its ability to handle stress.

As a manager, it’s crucial to understand that the workplace can be a place where your staff find meaning and fulfillment. However, many employees today report dissatisfaction with their jobs and are even willing to give up job security in search of something that aligns more with their values.

Positive psychology offers a solution to this problem. Incorporating its principles in the workplace can improve employee wellbeing, resilience, and work–life balance. This can lead to increased employee engagement and satisfaction, a culture of positivity, and enhanced communication and collaboration among team members.

Ultimately, you will build a more resilient and adaptable workforce, more empowering and positive leadership , and a better brand image and reputation.

While this will benefit your employees, it will also lead to increased productivity and profitability for the organization.

Therefore, consider using positive psychology in the workplace to improve employee flourishing and the organization’s overall success. Why not share this and other articles within your organization and identify opportunities for adopting the principles, theories, and tools of positive psychology?

We hope you enjoyed reading this article. Don’t forget to download our three Work & Career Coaching Exercises for free .

• Achor, S. (2011). The happiness advantage . Random House.
• Boniwell, I., & Tunariu, A. D. (2019). Positive psychology: Theory, research and applications . Open University Press.
• Cornelissen, T. (2016). Do social interactions in the workplace lead to productivity spillover among co-workers? IZA World of Labor , 314 , 1–10.
• Day, A., Gilbert, S., & Kelloway, K. (2014). Positive psychology and the healthy workplace. In A. Day, E. K. Kelloway, & J. J. Hurrell, Jr. (Eds.), Workplace well-being: How to build psychologically healthy workplaces (pp. 50–71). Wiley-Blackwell.
• Dhingra, N., Samo, A., Schaninger, B., & Schrimper, M. (2022). Help your employees find purpose—or watch them leave . McKinsey & Company . Retrieved January 17, 2023, from https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/help-your-employees-find-purpose-or-watch-them-leave.
• Ding, H., & Yu, E. (2022). Strengths-based leadership and employee psychological well-being: A moderated mediation model. Journal of Career Development , 49 (5), 1108–1121.
• Gallup. (2022a). Southwest Airlines culture takes flight and soars . Retrieved January 31, 2023, from https://www.gallup.com/cliftonstrengths/en/266513/southwest-airlines-success-story.aspx.
• Gallup. (2022b). State of the global workplace report . Retrieved January 17, 2023, from https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx.
• Geue, P. E. (2017). Positive practices in the workplace: Impact on team climate, work engagement, and task performance. Emerging Leadership Journeys , 10 , 70–99.
• Goleman, D. (2020). Emotional intelligence . Bloomsbury.
• Grant, A. M., & Cavanagh, M. J. (2007). Evidence-based coaching: Flourishing or languishing? Australian Psychologist , 42 (4), 239–254.
• Hart, R. (2021). Positive psychology: The basics . Routledge.
• Kenny, N. (2018). The PERMA model: Strategies for promoting workplace flourishing . TI Connections. Retrieved January 18, 2023, from http://connections.ucalgaryblogs.ca/2018/01/21/the-perma-model-strategies-for-promoting-workplace-flourishing/.
• Lupsa, D., Virga, D., Maricutoiu, L. P., & Rusu, A. (2019). Increasing psychological capital: A pre‐registered meta‐analysis of controlled interventions. Applied Psychology , 69 (4), 1506–1556.
• Luthans, F., Youssef, C. M., & Avolio, B. J. (2015). Psychological capital and beyond . Oxford University Press.
• Martin, A. J. (2005). The role of positive psychology in enhancing satisfaction, motivation, and productivity in the workplace. Journal of Organizational Behavior Management , 24 , 113–133.
• Ng, G. (2022). How to build real relationships at work . Harvard Business Review. Retrieved January 18, 2023, from https://hbr.org/2022/08/how-to-build-real-relationships-at-work.
• Rath, T. (2017). Strengths based leadership: Great leaders, teams, and why people follow . Gallup Press.
• Seligman, M. E. (2011). Flourish: A new understanding of happiness and well-being and how to achieve them . Nicholas Brealey.
• Seligman, M. E. (2019). The hope circuit: A psychologist’s journey from helplessness to optimism . Nicholas Brealey.
• Slavin, S. J., Schindler, D., Chibnall, J. T., Fendell, G., & Shoss, M. (2012). PERMA. Academic Medicine , 87 (11), 1481.

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Hi there! I’m wondering if you would be able to share which resource you pulled the statistic re: 50% of happiness from genetics, 40% from actions and attitudes?

You’ll find the original study by Lyubomirsky et al. (2005) here: http://sonjalyubomirsky.com/wp-content/themes/sonjalyubomirsky/papers/LSS2005.pdf There’s also a good summary of how they arrived at this statistic here: https://greatergood.berkeley.edu/article/item/how_much_of_your_happiness_is_under_your_control

Hope this helps!

– Nicole | Community Manager

Hi Dears, Organizations’ Leaders can arrange and conduct short laughter yoga session, for example in 10 o’clock or break times to refresh the staff.

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Happiness at work

Dec 20, 2019

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Happiness at work. Alexander Kjerulf Chief Happiness Officer. What is happiness at work?. Why does it matter?. How to be happy at work. Alexander Kjerulf Chief Happiness Officer. M.Sc. in computer science, from the University of Southern Denmark, 1994.

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Happiness at work Alexander Kjerulf Chief Happiness Officer

What is happiness at work? Why does it matter? How to be happy at work.

Alexander Kjerulf Chief Happiness Officer. M.Sc. in computer science, from the University of Southern Denmark, 1994. Co-founder of Enterprise Systems (a super-happy IT-company), 1997. Founder of The Happy at Work Project, 2003. Snowboarder, wakeboarder, avid reader and film fan.

Denmark Germany England USA Sweden Turkey Ireland France Poland Holland Estonia Iceland Slovakia Slovenia India Croatia Bahamas Switzerland Guatemala

Denmark Germany England USA Sweden Turkey Ireland France Poland Holland Estonia Iceland Slovakia Slovenia India Croatia Bahamas Switzerland Guatemala Portugal

Arbejdsglæde (ah-bites-gleh-the)‏ Workhappiness

Arbejdsglæde is... A feeling of happiness you get at work!

Karoshi = Death from overwork

Anyone can be happy at work

Think about one of your very best experiences at work. One that made you very happy!

2: Relationships

1: Results 2: Relationships

Where is your focus?

Money does not make us happy at work - though many seem to think so Neither do perks Promotions don't work either

The salary makes it possible to go to work – it doesn't make you happy.

Happiness at work is really, really good for you Time Life Success

Happy people are better: More productive More creative More helpful Better at service More focused on quality Better team-players More open More likable Show more empathy Sell more More optimistic More motivated More engaged More energetic Learn faster Better leaders

Profits Happiness at work

My happiness at work is my responsibility

My responsibility 1. Choose to be happy 2. Know yourself 3. Speak up 4. Do something 5. Make others happy

Celebrate your victories

”Tell me about a victory you have had at work recently”

a lot! Happiness at work matters. Results and relationships Make happiness your primary career goal

More information Blog: www.positivesharing.com Book: Happy Hour is 9 to 5 Newsletter Twitter: @alexkjerulf

The future belongs to the happy!

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Happiness at Work - PowerPoint PPT Presentation

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• Happiness at Work

Title: Daughters and Leftwing Voting Author: Andrew Oswald Last modified by: Andrew Oswald Created Date: 1/9/2006 4:46:37 PM Document presentation format – PowerPoint PPT presentation

• Andrew Oswald
• University of Warwick, UK
• With many thanks to Professor Andrew E. Clark (Paris) for data and helpful advice.
• Job satisfaction and work happiness have been studied in two ways.
• By asking people what they want in a job.
• By studying the statistical determinants of job satisfaction.
• What do employees say they want in a job?
• Job security
• Work that is interesting
• A job that allows me to work independently
• Opportunities for advancement
• A job useful for society
• High income
• We have data on all this, from the International Social Survey Programme, for 15 countries.
• Now to the literature on the determinants of job satisfaction.
• Job satisfaction f(Age, gender, pay, education level, workplace characteristics, job security, region, year)
• All things considered, how satisfied are you with your job?
• Answers from 1, 2, ... 7
• 7 Completely satisfied
• 1 Completely dissatisfied
• European levels of job satisfaction are high.
• 5.4 out of seven
• In our work, we have new data on random samples from 35 countries.
• Large workplace
• Pay positive
• Large workplace negative
• Female positive
• Job security positive
• Education zero
• Autonomy positive
• There is a lot of research that shows it is relative pay (particularly the ordinal rank of pay) that matters.
• Who controls the pace of work is important. It is OK if customers and colleagues do. Not when bosses or machines do.
• Some evidence that it pays to give employees small freedoms (like the ability to move their desk slightly).
• There is also an intriguing life-cycle pattern
• Watch out for mid-life, and dont be too hard on yourself.
• This mirrors a general mid-life psychological low period (or crisis) that is normal in humans.
• We recently published this finding in the Proceedings of the National Academy of Sciences of the USA (joint with A Weiss et al.)
• Do you, and should you, want to be promoted?
• Leadership is associated with lower levels of stress, Proceedings of the National Academy of Sciences of the USA, 2012.
• Gary D. Sherman et al.
• Using unique samples of real leaders, including military officers and government officials ... leaders had lower levels of the stress hormone cortisol and lower anxiety.
• Yet new longitudinal research sheds doubt on the causality.
• Extra Status and Extra Stress Are Promotions Good for Us?by David W. Johnston, Wang-Sheng Lee(June 2012) published in Industrial and Labor Relations Review, 2013, 66 (1), 32-54
• Yes, promotion improves job security, pay perceptions and job satisfaction in the short term...
• However, promotions have negligible effects on workers' health and happiness... mental health seems affected with .. a deterioration two years after promotion.
• Is work getting more stressful?
• Work by Francis Green, Keith Whitfield, et al.
• But should organizations want their workers to have high job satisfaction?
• Very probably, yes.
• Happiness makes people more productive.
• Edmans, A. 2012. The link between job satisfaction and firm value, with implications for corporate social responsibility. Academy of Management Perspectives 26, 1-19.
• Bockerman, P Ilmakannus, P. 2012. The Job Satisfaction-Productivity Nexus A Study Using Matched Survey and Register Data. Industrial and Labor Relations Review, 26, 1-19.
• To address reverse causality, I measure firm value by using future stock returns ...
• ....Companies listed in the "100 Best Companies to Work For in America" generated 2.3 to 3.8 higher stock returns per year than their peers from 1984 through 2011.
• The Bockerman paper studies data on 1000 establishments in Finland.
• It finds a strong correlation between job satisfaction and value-added-per-worker 2 years later.
• We studied 500 people in the laboratory doing a white collar task under timed pressure.
• Those with recent family bad life events were less happy and less productive.
• A random sample were made to laugh for 10 minutes first they were then 12 more productive.
• Just before I close
• Job satisfaction and mental well-being at work are of interest in themselves.
• But, more broadly, there seem to be deep links between mind and body.
• The Cohen laboratory trials show less-stressed people have a stronger immune system.
• Author(s) Ebrecht M, Hextall J, Kirtley LG, Taylor A, Dyson M, Weinman J
• PSYCHONEUROENDOCRINOLOGY    
• Volume 29    Issue 6    Pages 798-809    Published JUL 2004 
• In other words, happier human beings heal more quickly.
• We need to understand these interconnections better.
• 1 There are clear patterns in job satisfaction found across the industrialized nations.
• 2 High job satisfaction seems genuinely valuable for organizations.
• 3 It is probably also valuable for peoples physical health.
• 4 Bosses do have lower cortisol and higher job satisfaction, but it is not clear that promotion does that to them.
• 5 There is some evidence that mental strain at work is a growing problem in Europe.
• 6 Giving people small freedoms probably pays off commercially.

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Get Your Message Across with Impressive Visuals

• A beautifully designed graphic with eye-catching vectors depicts how happiness at work looks.
• A tree-shaped pattern presents the seven optimum conditions for happiness at work.
• An innovative building-shaped pattern with appealing icons showcases the four pillars of happiness at work.
• Ten tips for being happy at work have been given in a comprehensible manner.

A Plethora of Useful Features

• The users can conveniently edit these slides without extensive technical skills or prior editing experience.
• You will not encounter copyright infringement issues.
• You can use the visuals in this PPT for your in-progress and future presentations.
• We have incorporated high-resolution and vector-based graphics in the set to render excellent quality and undisturbed resolution.
• If you find it challenging to use these designs, you can contact our support desk.

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Create compelling presentations in less time