How to unlock a secret for success in business.
This is what it feels like when someone asks you “do you have what you need to do your job”, listens, and then makes sure you get it.
Sometimes it is as simple as a shovel, as in this case, sometimes it is being helped to solve a problem, sometimes it is being heard and allowed to share your idea of how best to do your job.
We all have needs at work, fulfilling needs is motivational, it feels good to help and be helped.
What conditions create the opposite of Joy? Futility, hopelessness, lack of support?
What is the impact of employee experience on their ability to work, and therefore the organization’s ability to function and retain the people that make the organization work?
First, some background from a struggling industry from Forbes:
Plan to leave? Is there a link between unhappiness and how we perform?
Obviously, yes!
So, are you comfortable being treated by unhappy healthcare professionals?
While Healthcare is just one industry with an apparent cultural crisis, does your organization suffer engagement issues?
We know how to make great things happen: Happy people do great work!
It has been proven, many times, that working hard at something you do not love creates negativity in our minds. Working hard at something you love creates positivity. Negativity and stress reduce our ability to make good choices, positivity gives us the energy and clarity of thought necessary for making good decisions.
“Working hard for something we don't care about is called stress: Working hard for something we love is called passion.” Simon Sinek
So, should we focus on “joy at work”, what does that mean?
Stone age programming 1.0 tells us that we are social creatures, and we must contribute to the tribe or get left behind. We cannot survive alone, we need help, different members of the tribe have different skills, and being inclusive of diverse skills maximizes our chances of survival. But who we decide is “in” the tribe depends on who we think helps us deliver our tribe’s purpose.
If we look at HR, Procurement, Finance, Safety and decide “you don’t help me do my job”, we view “them” as if “they” belong to a different tribe. Their purpose is different; therefore, they are different. We willingly engage people that help “our tribe”, avoid those that do not help.
Purpose, meaning and contribution to social wellbeing.
There are so many articles about communicating organizational purpose, about creating a clear message on how we align to that purpose. We make a subtle distinction.
Psychosocial risk, psychological safety and trust are social risk assessments.
If I say this, will I get help or harm? How will my information be considered as a contribution to the tribe? Stay quiet if harm follows, share information if help follows: fear over trust or trust over fear.
Adding granularity to the term tribe, to what extent do you believe each department (tribe) supports every other department (tribe) to create mutual benefit in pursuit of shared purpose?
Departments that use their knowledge and experience to help us make more informed choices that in turn help us contribute more to our tribe, we view as being in the same tribe.
Can you measure the gaps in “tribal” purpose?
What does it look like?
At www.OrgTree.Me we have unique cultural metrics that link employee experience to alignment in social purpose. This visual shows if organizational energy goes to collaboration or is lost in the effort to be understood, heard or even to undermine other groups’ purpose.
Misalignment drains organizational and personal energy, joy is lost and the organization loses not only efficiency and the ability to make good decisions, but misalignment also creates high turnover and the conditions for error.
We gain energy from departments that support us on purpose, it makes us feel good, even happy, we learn and grow where we have collaboration, we can be innovative and creative because ideas are shared when we create trust and mutual benefit.
Joy at work is being supported to contribute your purpose.
You can continue to look for errors and their many potential causes, or you can contact us to find out how we can guide you in co-creating the conditions for sustainably good decisions, ones that make you happy and want more!
We believe doing the right things together is far more powerful than working out where errors come from.
Contact us via curious@orgtree.me, register for our free webinars on Eventbrite, download our free guides at www.orgtree.me or book an appointment, master class or workshop.
We’d love to help you unlock performance and discover the power of joy at work.
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