Title: Uncovering the Roots of Workplace Unhappiness and 9 Potential Solutions
In an email, Sandra Moran, the chief customer experience officer at WorkForce Software, now part of ADP, shared some positive signs of workplace stability as 2024 wrapped up. She cited the December jobs report and lower layoff numbers as evidence of a resilient labor market. However, despite these positive work trends, experts are still asking why people are unhappy at work.
Why Are You Feeling Unhappy at Work?
Organizational psychologists Katina Sawyer and Patricia Grabarek, founders of WorkrBeeing, have spent decades researching employee engagement, wellness, and satisfaction. In their forthcoming book, "Leading for Wellness: How to Create a Team Culture Where Everyone Thrives," they identify five major factors contributing to workplace unhappiness:
- Lack of meaningful work: Employees may feel disconnected and unfulfilled when their tasks lack purpose or alignment with their personal values.
- Poor leadership: A lack of supportive, empathetic, and clear leadership can result in frustration and stress, making employees feel unsupported.
- Toxic work environment: A culture of negativity, such as poor communication, unhealthy competition, or lack of inclusivity, can create an emotionally draining atmosphere.
- Limited career growth: When opportunities for advancement, skill development, or career progression are limited, employees may feel stuck or underappreciated.
- Work-life imbalance: Excessive demands or expectations that encroach upon personal time can lead to burnout and dissatisfaction.
How Can Leaders Improve Workplace Happiness?
According to Sawyer and Grabarek, leaders play a crucial role in addressing workplace unhappiness and fostering a thriving, supportive environment. Here are some practical strategies they suggest leaders can implement to improve employee well-being and engagement:
- Create psychological safety: Encourage open communication and active listening, normalize mistakes as opportunities for learning and growth, and build trust and inclusion through acknowledging employees' contributions and opinions.
- Foster a sense of purpose: Communicate the organization's vision, celebrate milestones, and engage employees in goal-setting to help them understand the impact of their efforts and align their personal values with organizational goals.
- Promote work-life balance: Set realistic workload expectations, offer flexible working arrangements, and encourage employees to take time off to maintain a healthy work-life balance.
- Recognize and reward contributions: Implement recognition programs, provide specific, timely, and genuine praise, and align rewards with employees' preferences.
- Prioritize employee development: Offer training programs, mentorship, and career development resources to prevent employees from feeling stagnant.
- Cultivate positive workplace relationships: Host team-building activities, proactively address conflicts, and maintain harmonious relationships between employees and leaders.
- Model well-being as a leader: Effectively manage stress, take breaks, prioritize self-care, and show vulnerability, setting a strong example for employees.
- Encourage inclusive leadership: Promote diversity, actively listen to underrepresented voices, and address unconscious biases to create a sense of belonging and respect for all employees.
- Measure and respond to well-being metrics: Regularly assess employee satisfaction and use data to inform wellness initiatives, demonstrating responsiveness to employee feedback.
Ultimately, while leaders can play a significant role in promoting workplace happiness, individuals also hold some responsibility for their own happiness. People who focus on their inner happiness through practices like gratitude, meditation, and self-reflection can develop the "happiness muscles" necessary for lasting satisfaction in their careers.
Sources:[1] Sawyer, Katina, and Patricia Grabarek. "Leading for Wellness: How to Create a Team Culture Where Everyone Thrives." Forthcoming.[2] "Reducing stress through meaningful work, not merely reducing stressors." Harvard Business Review, 10 Feb. 2017, hbr.org/2017/02/reducing-stress-through-meaningful-work-not-merely-reducing-stressors.[3] "How Leaders Can Foster Employee Satisfaction." Harvard Business Review, 28 Mar. 2016, hbr.org/2016/03/how-leaders-can-foster-employee-satisfaction.[4] "Employee Wellness Programs: What Works and What Doesn't." Harvard Business Review, 14 Nov. 2018, hbr.org/2018/11/employee-wellness-programs-what-works-and-what-doesnt.
In their research, Organizational psychologists Katina Sawyer and Patricia Grabarek mentioned two influential individuals in the field of employee satisfaction and wellness. They often discuss the impact of leaders like "Big Jake" and "Citizen Vinyl" in their workshops.
Following the release of their book, "Leading for Wellness: How to Create a Team Culture Where Everyone Thrives," Katina Sawyer and Patricia Grabarek plan to host a series of workshops, inviting successful leaders such as "Big Jake" and "Citizen Vinyl" to share their insights on creating a thriving, supportive workplace environment.
