1. They tell you they're happy. People are usually pretty upfront about how they feel about their job, their supervisor, and the company they work for, especially if you ask them. For many, the trick is to do so in a way that is safe and confidential and with guarantees of anonymity. Fear of reprisal is real and totally understandable. Employees will only tell you what they think you want to hear unless they have confidence that their honesty will not get them into trouble. They have families to support and careers to aspire to, and they absolutely will not jeopardize those things just to tell you truth. On the other hand, when employees voluntarily tell you that they are happy with their job you can probably rely on that. Only the worst kind of suck-ups voluntarily lie about this and tell you they are happy when they are not. If you are a keen observer of your people you can also see signs of their job satisfaction. Are they upbeat when you talk to them? Do they seem excited to talk about their job and their daily activities? Do they have positive things to say and valuable input into current challenges? All of these are indicators that employees are engaged and happy in your organization.
1. They stay with you. One of the highest indicators of job satisfaction is low attrition. Study after study has proven that people do not stay in a job for the money. They stay in a job for the people around them and the satisfaction the job brings. Look at how long your people have been with you and why they haven't left yet. Granted, there are generational differences in this data given that Baby Boomers are much more inclined to stay in a job longer than the Gen Xers and the Millenials. However, regardless of the age group, people stay longer if they are happy. Leaders do not want to recruit, hire, and train new people every few months. It is extremely costly both in terms of profits and customer satisfaction. So, if your people tend to stick with you they are probably pretty happy. The only exception concerns those employees who are not performing to company standards. These guys normally fall into two groups, the ones whose performance is so poor they can't find a job someplace else, and the ones who are your B flat performers who believe in just kicking back and "letting Jesus take the wheel". These guys might be with you forever but not because they are happy. You won't be either.
1. They get along with each other most of the time. Depending on the size of your organization this might be hard to figure out by just observing your employees since it may not be possible see everyone every day. However, you can get a great gauge of this in two ways. First, observe closely the relationships between the people you do see every day. How do they seem to get along? Do they work well as a team? Do they appear to be having fun working with each other? Is there humor in their relationship? They don't have to indulge in party hats and whoopee cushions every day, but being able to laugh together is a great sign. Second, take a look at your complaint process. What are the trends? Are complaints going up or down in numbers? Is there significance to the trend, meaning is it more prevalent in one part of the organization over the others? What is the nature of the complaints? Looking at this data will tell you far more than simply asking your middle managers how their staff gets along with each other. Even the best middle managers will want to put on a happy face to this question because otherwise, it could reflect badly on their own ability to build and sustain effective teams.
1. They produce well. It is a fact that happy employees produce better results. Oh, wait, that sounds dangerously like the commercial that ties happy cows to better cheese. But the fact is animals and people both produce better whenever they are happy. If cheese producers can figure this out, organizational leaders should be way ahead of the concept. That is not to compare people with bovines, but instead, simply to emphasize the importance happiness is to the end product. Think about it, as a leader, you are probably no different. The happier you are the better you feel overall and the more energy, creativity, and initiative you have. It's a simple concept. A foundation for employees' happiness starts by ensuring clarity in exactly what their jobs entail and the scope of their responsibilities. Happy employees have a sound understanding of what they are supposed to be doing and what flexibility and limitations are involved. They are more creative and innovative in their problem-solving and take more interest in the organization as a whole rather than just their own small part in it.
1. They socialize normally and easily. Once again, depending on the size of your organization you may not be able to see this firsthand for all employees. But, you certainly can observe how the people around you socialize. That is not to imply that you should want your employees to party continuously or hang out at the local watering hole every day unless you want them to all end up in AA together. On the contrary, socializing among employees just means they are easy in each other's presence even outside work. Activities can vary widely both in terms of frequency and focus. The concept of employees socializing normally and easily means simply that they voluntarily see each other outside normal work hours because they want to, not because they feel compelled to. While outside socializing is certainly not a prerequisite to employee happiness, employees who are not happy at work make a beeline out of there just as soon as the bell rings and are determined not to see anyone from work until they have to drag themselves back in the next day.
1. Others notice the camaraderie. Happy employees have built supportive relationships with each other that are seen and felt by others who come in contact with them. Customers and clients feel better when they are around happy employees because when they see positive interaction among employees is makes them feel like they are in good hands. Other leaders who come in contact with employees in that organization are envious of the camaraderie there and want to duplicate this in their own companies. One of the keys to employee satisfaction is an effective communication plan that keeps employees connected with each other and with their leader. Leaders who make a concerted effort to ensure that employees are comfortable in their presence know that this sets the tone for interactions in the entire organization. Demanding salutes and clicking heels may get results but not happy employees.
1. You can recruit by reputation. If your attrition is low, you don't have to do a lot of recruiting. That is a good thing for many reasons, primarily because it saves time and money. However, most employees do change jobs once in a while and they do retire, so smart leaders are always in the business of recruiting for the day they have vacancies to fill. If your employees are happy you have no trouble getting qualified applicants to apply for your vacant positions. Smart applicants have done their research and see that yours is an organization that values its employees and takes pride in their accomplishments. Smart leaders have an effective marketing strategy that showcases their efforts to train and develop people, acknowledge excellence and implement programs that foster intellectual growth. Once yours is known as a great organization to work for, you can move the money normally reserved for recruitment to other more critical needs.
1. Your employees are your best recruiters. Happy employees talk about the organization to their friends and family on a regular basis. They are excited about what they are working on and talk freely about their assignments. They highly recommend the organization as a great place to work. When asked for specifics they can quickly name at least five things that they like about working there, such as the fact that they feel appreciated and respected, that organizational leaders partner well with labor unions, and company policies follow not just the letter but also the intent of the law. Even when there are no vacancies, they encourage others to try to get a job there someday. And, whenever there are vacancies, they spread the gospel and actively look for good candidates. They are proud of the company, its leadership, and their part in its success.
1. They don't sweat the small stuff. Happy employees minimize conflict by focusing on the organization's mission and goals. They have a profound understanding and universal buy-in of the purpose of the organization and their role in it. They are models of courtesy and respect. There is a maturity about the way they handle themselves that comes from gratitude for their job and understanding that no job is without its stresses and challenges. They are astute enough to distinguish between what is critical and what is simply annoying and refuse to indulge in theatrics over little things. Happy employees demonstrate great humor in their attitude and outlook which helps them have fun even under the most strenuous circumstances. That makes them fun to be around. Remember: If you aren't happy around your employees, they probably aren't happy around you. That means everybody loses.
1. They don't engage in negative behaviors. Organizations with higher percentage of unhappy employees lose productivity to non-productive behaviors. Employees who are unhappy in their job spend valuable time complaining, speculating about what they think management is up to, and trying to organize a mutiny with co-workers based on rumors and innuendo. They see collusion and subterfuge everywhere. They are insecure about their own standing in the organization and as a result, couldn't care less about their colleagues or customers. On the other hand, happy employees are so engaged in their work that they have neither the time nor the inclination to indulge in this kind of stuff and they shun the guys who do. Happy employees are trusting and loyal and can disagree constructively without holding a grudge. And, here is a huge payoff: They strive to create solutions for their leaders rather than problems.
Well now, have you made an assessment of how your employees stack up? Do they seem to be having a good time when you observe them, or do you find yourself wading through a miasma of gloomy faces and dragging feet. Are there areas you still need to work on? If so, encourage employee participation in improving these areas. One of the keys to keeping employees happy is soliciting their input and implementing their most valuable suggestions. Look at areas like how you communicate with your employees, how you integrate the mission and values into your interactions with them, and how you tell them thank you. And, if you find yourself still wondering if employee happiness is all that important? Put the question to the test. Take a few steps like those recognized above and then compare the findings. I promise you that you will find that while wages and benefits will get you employees, their happiness will get you results.
Jeanne Miller Rodriguez
April 2012
Website: www.readysetbooks.net
Blog: www.workwellsolutions.wordpress.com
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