Do happy employees perform better?

Happy workers perform better! Or do they?

Doesn’t it all depend?

There is the employee who is an independent, goal-oriented, hard-working self-starter who finds happiness at work when given challenging assignments, left alone to accomplish them, and rewarded based on results.

Then there is the employee who is more laid-back, easy-going, fun-loving, conflict-avoiding who is happiest when goals are modest, poor performance is tolerated, and everybody is rewarded the same.

Should leaders really strive for happiness in the workplace?  First and foremost as a leader, you are accountable for results.  Happiness at the cost of no results will not keep you gainfully employed!

But, what about the connection of employee motivation and happiness…your role as a leader is to lead in a way so you understand what motivates each of your team members.  Once you know that, then the next challenge is to create an environment to maintain employee motivation and engagement at the individual and group level.

Does this sound complicated?  It’s really not.  Meet one-on-one with each of your direct reports.  Get them to share what motivates and what does not motivate them.  Most of them want you to know what gives them drive and energy and what depletes their drive and energy! These discussions build trust, open up communications and enable you to maintain an environment of improved motivation and happiness.

You decide – is motivation and happiness for your team members important to get the results you need?

Martha Forlines and Thad Green


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