The Importance of Happy
Do you find it strange that when you ask someone to tell you about him or herself, they almost always lead with their occupation (assuming they are employed)? This is because we often base our identity on our occupation. We spend a lot of our life efforts on our career, which is great, if you are proud of it.
The irony of this is that Gallup surveys show that worldwide, ‘actively disengaged’ unhappy workers outnumber those who like their jobs 2-1. Therefore, most people do not like the way in which they gain their identity. This is seriously tragic. From the perspective of businesses it is even worse: more than 2/3 of all employees are actively disengaged from their job. Is it possible that an actively disengaged person is yielding optimal results? I will go on a limb and say the answer is no.
So digest this: 2/3 of all employees are actively disengaged and thus either performing with low yield: or worse, having a negative impact on their company. Maybe your company is different. Maybe you have a way to hire better people and keep them happy. Statistically, that is unlikely though. This figure of 2/3 of the workforce, dragging their employers and companies down must be spread out pretty well or the employers could not stay in business.
I don’t cast the blame on the employees, I strongly believe it is the employer’s responsibility to hire the right people for the right jobs - and make them happy so they perform at their best. So the question is, what exactly does your organization do that is so unique to hire the best employees and keep them happy?
The Epica Way blog posts are meant as a vehicle to create a backlog of potential Epica candidates, and hopefully to inspire other organizations to take ownership of their employees happiness. By creating a backlog of qualified. motivated and interested candidates, we can get to know a person at their core, their talents, motivations and their drive to join our Epica Family. It allows us to be very selective. If they maintain their interest and demonstrate that they fit our culture over time we have a much better likelihood of hiring a better than average employee who will be a happy, contributing member on our team.
This is a bit of a “chicken/egg” scenario; employers can only create a backlog of potential candidates with an already happy team of employees that is visible to the outside world.
At Epica, we do this though a variety of practices and philosophies. We push employees to lead balanced lives and demonstrate that we value them as individuals. We don’t just talk about these philosophies, we practice them daily.
The rest of the methods will serve as future posts, but include:
- Clear and positive vision
- Provision of adequate tools and support
I challenge you to take an honest assessment of your organization. Would 2/3 of your employees answer an anonymous survey saying they are actively disengaged? If so, the first step toward fixing the problem is realizing that the organization is responsible for every single factor that lead to the current situation and can only fix it with a dramatic overhaul of methodology. I wish you luck and happiness.