Current State of the American Workforce and Happiness

Is it possible to measure happiness?  Gallup, in collaboration with Healthways, developed a well-being index and, based on this index, they surveyed at least 1000 people every day for two years to chart the change in happiness across the United States over time.  The survey includes questions in the following domains:

1. Life Evaluation (overall view of life in the present and future)
2. Emotional Health (happiness, stress, and depression)
3. Physical Health (pain and sick days in the past month)
4. Healthy Behavior (smoking, a healthy diet, and exercise)
5. Work Environment (job satisfaction, using strengths, culture of trust, partnership)
6. Basic Access (safety, healthcare, food, and shelter)

So how are we doing America?  Well, surprisingly the only factor that went down between 2009 and 2010 was “work environment”.  This is not surprising given the state of the economy.  However, even with widespread home financing problems and high unemployment, the overall index of well-being went up.  Why are we behaving this way in managing our workforces?  Is it inevitable to “expect more and pay less” or “get as much from your people” no matter the cost?

In response to a request by the New York Times, Gallup used the survey to come up with a composite of the happiest person in America: he’s a tall, Asian-American, observant Jew who is at least 65 and married, has children, lives in Hawaii, runs his own business and has a household income of more than $120,000 a year.  What’s astounding to me is that they found a person who fits this description living and quite happy in Honolulu!  Hilarious!  Wouldn’t you just love to meet this guy?

Alvin Wong

I must admit though that I have my doubts about the Gallup-Healthways Well-Being Index data.  Survey respondents are asked to remember their behavior from the previous day.  While that might seem like a simple task, human beings are notoriously unreliable when it comes to self-report of emotional and physical health, especially to a stranger on the phone.  Furthermore, surveying different people each time is different from surveying the same people each time.  On the other hand, the survey probably does provide a useful look at America's general sense of well-being over time.  It's a barometer of life in America that should stimulate many interesting questions.

Here’s the bottom line.  Our work-life impacts life in general.  If you are miserable at work, you are likely to be miserable outside of work.  The flipside is obviously that if you are happy at work, you are likely to have more happiness in general.

I know times are tough for many Americans.  My challenge to bosses, supervisors, managers, and company owners is to provide a work environment where your people can thrive and where they can be happy.  Both your employees and your company will benefit from your goodness!

Betrayal of Trust in Business - Has it become the norm?

What do you do when someone betrays your trust in business?

1. Stay true to who you are, what you stand for, and the course you are on in life.
2. Remain professional. Even if others don’t, always control your temper and don’t let words that you cant get back fly out of your mouth.
3. Don’t fight spite with spite.  Retaliation will only make you get down on the low level of your “contender.”
4. Express your reaction to someone that you can confide in – “I’m really sorry to see this person act like this.  Its just not necessary.”
5. Realize that people are accountable for their own behavior. When others mistreat you or betray your trust, don’t take responsibility for their actions … leave it on them.
6. I know this sounds cliché, but learn from the experience. Ask yourself what lessons are there here to learn?
7. Commit yourself to not behaving the way you have been betrayed.
8. Be selective of who you surround yourself with … Build a network of strength by surrounding yourself continually with people that build you up, not tear you down.

Disengaged Employees Can Kill Your Company

Toxic, belligerent, nasty, rude, and mean employees can kill your company!

Employee engagement drives performance in organizations.  It is a proven fact!  Even without the research, common sense says that if you’re pretty sharp, committed and involved — and these attitudes are supported, respected, encouraged and rewarded — you’re likely to do a better job.

The words “supported, respected, encouraged and rewarded” are what’s important here.  Who’s job is it to treat people this way?  Everybody’s job!  When entire organizations embrace this type of behavior as standards, great things happen with employee performance.

Clearly, failing to support, encourage, respect and reward people carries an enormous cost.  Sometimes this failure is a sin of omission but depressingly often it is a sin of commission.  Many managers consciously treat people disrespectfully, belittle their accomplishments and make every effort to “keep them in their place”.  This cannot be tolerated in an organization!

We know what most people want: they want to feel valued.  They want their contribution to be recognized.  One of the consequences of not feeling valued or not being recognized is that people withdraw and do less and less.  This has a major impact on an organization, lowering morale and productivity, draining resources, and blocking performance.  It is also infectious — negative behavior has a multiplier effect on the behavior of others.  And in turn, the bottom line is impacted.

Actively Disengaged Employee

Here are some signs that someone’s disengaged at work

•        Try to avoid being held solely responsible for things.
•        Avoid firm time commitments for getting things done.
•        Keep a low profile on issues.
•        Distance themselves from others’ failures.
•        Avoid sharing information with others.
•        Cut themselves off from people at times.

People don’t behave like this for no reason — it’s a reaction to the way their jobs are structured and, more importantly, the way they are being managed.  Take control of employee engagement by nurturing your people.  Create standards of excellence in your organization that help people be their very best!