We live with an AI revolution. Boards are green lighting pilots and buy AI licenses to increase employee productivity. However, the strongest performance arm in modern work is not algorithmic, but a person. When people are happier than work, they create, collaborate and stay. In the absence of them, the best technology in the world will not stop the value of leakage from your organization.
Gallup estimates that the tale of the low-employee’s fairy tale will increase $ 8.9 trillion in the global economy. The engagement reminded me of the global scale in 2024, the culture moved in the wrong direction for many companies.
Happiness is a measurable productivity system not soft. A well-known OXFORD research, more happy employees, thousands of BT (English Telecommunications) Contact Center determined that 13% more productive based on six-month analysis.
And in Workl, we see a surprising example by drawing millions of survey answers in more than 100 countries. National work-happiness points are approaching national productivity. Happy teams are higher teams.
AI can reduce a job, but people can grow a job. Higher security and positive mental health cultures accelerate the AI study and take time for higher valuable work. In civilians established by fear or fatigue, the AI are just squeezing, increases and not burned. Therefore, the continuous edge is originally coming from the happiness of engineering and then allows technology.
Review the work week and how it can affect the happiness, productivity and commercial success. The British’s four-day weekly pilot, including 2,900 employees, 35%, including 35% average income growth, 57% lower and 92% of the models are designed to continue. If we take into account the employee’s happiness, there is no doubt that will help you increase the success of a job. I call Happy economy.
Happiness and how six steps to execute
Leaders often ask me “Where do we start“After the management of large teams and now measuring a workplace that measures a scale, I advise my six steps in the work of happiness. These are both employers and employees.
- Reward and recognition
The payment should be fair and transparent, or something else lands. But do not expect annual reviews, thank you. The weekly recognition ceremonies were not “non-presented” and tied to the results. Managers should set clear goals with teams and are identified, so many recognitions and specific ones. - Information exchange
Sharing breeds lack of rumors and allocations. A monthly meeting of a monthly meeting is a “Show your work” a “job”, which is a “work-level” to see the real dimensions of a roadmap and everyone. When people understand the context, customers, competitors and restrictions, they make better decisions without increasing. - Reinforcement
Strengthening employees evaluate their opinions and evaluate their views and evaluate their opinions and involve the company’s strategies. Everyone brings unique experience and perspectives to the table, and only given all the ideas, the team can achieve the best result. Persons may not be perfect, together can be a team. - Welfare
The welfare of employees covers physical, emotional and financial health. To apply to all three areas, lead to improved engagement and productivity. A positive workplace culture can reduce the expression because employees work healthier and more.
- Pride you are in the spiral
Employees who are proud of work and workplaces are naturally converted to lawyers, share their positive experiences with colleagues, potential rentals, customers and society. It will be clear when they speak when they work. It is released to build a sense of pride, and the motivation goes beyond the performance opinions, and the cultivation of an environment in which the employees actually enjoyed and are proud of their roles. - Work satisfaction
A number of factors affect work satisfaction, but there are two differences; Opportunities for the quality of personal growth and employee management relationships. Employees are the biggest asset of an organization and is important for high engagement success. Research shows that the employees are the main satisfaction of the leadership and the main satisfaction of confidence. Weak connections with managers are the highest reason why employees leave employees, regardless of the company’s brand power
What to do right now
If you have a revolution, application should be practical. Three moves can do any company immediately:
- Set the happiness base. Segment by a short, anonymous pulse survey and team and manager covering the six steps above. Share the results and share two actions in the team within 30 days. In Workl, we saw the transparency only lifted the scores on information exchange and powers.
- Re-design a business experience for time and trust. Kill or cover status meetings; Instead, publish written updates. Pilot “quiet hours” or non-meeting blocks.
- Stock a well-being as a growth initiative. Choose from a high impact interference, manager mental health education, access to tips and measurements of results. Financial work is firm; Employers usually pay a lot of dollars for a dollar.
Add technology now. When the teams are reliable, recognized and welded, the AI has a good force for the health of the work. Employees are wrapped in conversations because workers have helped employees and practice workers with employees, because employees are not tempted and practice, because failure is not punished. In unhappy cultures, on the contrary, the AI can increase control and anxiety.
Leaders do not have to choose between AI and happiness. Initially, the engineer is strengthening the human advantage you set up after the happiness, reward, information, authority, authority, pride, pride and job satisfaction. This is the Revolution of a real workplace. And it’s something you can start today.