Happier @ Work
Designed for front line people leaders and
employee activity – engagement committees.
The employee experience covers many things including:
- Salary & Benefits
- Perks – Ranging from free food to tuition reimbursement
- Awards – Ranging from plaques to trips
- Mid-Year & Yearly Evaluations
- Annual Parties
- Quarterly or Annual Rah-Rah Meetings
- Annual Employee Engagement Surveys
However, assuming the basics listed above are industry competitive, the biggest factors that impact a team’s performance, therefore your organizational goals, are often considered to be Important but NOT Urgent by frontline managers.
What are these important, but not urgent leadership practices? They are the CARE Keys:
Most leaders understand that consistent communication, activities, recognition, and encouragement improve employee engagement. Although these leadership best practices are difficult to measure, they are the keys that make team members feel valued, included, and engaged on an ongoing basis.
Higher employee engagement or a better employee experience improves bottom lines – including productivity, reduced absenteeism, fewer accidents, and lower turnover.
Positive employee experiences increase employee retention and lower the expense of replacing employees.
Something To Consider:
The main factor in workplace discontent is not wages, benefits or hours, but the boss. (Gallup)
Frontline managers are the key to improving the employee experience. Consider:
- Employees who are supervised by highly engaged managers are 59% more likely to be engaged. (Gallup)
- 91% of workers say they feel motivated to do their best when they have leadership support (American Psychological Association)
- Companies that increase their number of talented managers and double the rate of engaged employees achieve, an average, 147% higher earnings per share than their competition (Gallup)
Obviously, the overall employee experience is critical to successful organizations, so why aren’t frontline managers more focused on it?
56% of managers say they are unable to actively manage culture because they lack leadership support; 45% say they don’t have enough time or resources (CultureIQ)
The Happier @ Work CARE Program provides frontline managers and employee engagement / activities committees a monthly program to positively enhance the employee experience.
Managers with high or basic talent levels account for 48% higher profit to their companies than average managers do (Gallup)
The CARE Program Includes
Informational Interview – We will ask about your company, current employee experience programs, and goals.
Pre-Training Survey – Confidential surveys will be given prior to training the team members of participating leaders.
Training – A customized half-day interactive presentation will introduce people leaders and employee engagement committee members to the CARE keys, and explain why and how to implement them as part of employee experience.
Post-Training – Each leader participant will receive a 12-month subscription to:
- Monthly CARE Guide that includes leadership insights and customizable activities, recognition and encouragement tips. Activities that appeal to virtual and millennial team members are identified.
- Happier @ Work Monthly Leadership Newsletter
- Monthly Happier @ Work 5-Minute Motivational Podcast
What People Are Saying About Happier @ Work
Professionally, I often include the links provided in your emails into our monthly mental health newsletter and have had nothing but great feedback about them! Personally, your emails give me inspiration and encouragement for when I’m having a not-so-great week!
I’ve always been an advocate of having fun at work. I love 5-10 minute games; decorating workplace; bringing in special foods for Popcorn Day or Mint Chocolate Day to name a few. Happier @ Work has been a blessing helping me find new ways to be Happy at Work & share them with my co-workers.
I send the Daily Happiness emails to my office staff and have heard comments from them about how much they enjoy reading them every day. Our job involves interacting with the public during a time when they are doing the third most stressful thing in a person’s life: buying a home. Sometimes the phone calls we receive are difficult. I like my staff to start the day on a high note so they are better able to handle those difficult calls.
We started sharing a few Happier @ Work tips with our team in 2017. Our team has become more cohesive and communication has improved tremendously since then! Thank you for your great tips!
Get Started Today
12-Month CARE Program Investment
12-Month CARE Program Investment:
Since each organization has unique needs, your investment is based on the number of leaders or departments participating in the CARE Keys Program.
Teams that address engagement needs in their everyday work outperform bottom teams by an average 20% in sales and 10% in customer engagement (Gallup)