Happiness is the workplace of the future. Our collection of comprehensive articles will help you rethink employee wellbeing and create strategies to measure and improve the employee experience across your organization.
Employee engagement is a stagnant idea. And while “How have you felt at work this week?” may feel like an awkward question to ask employees, talking about people’s emotional experience of work — their happiness — and measuring it in the workplace can lead to improved team morale, greater resilience, more innovation and greater productivity.
Happiness is the workplace of the future, but creating a positive organizational culture is not easy. We’ve determined five key ways to happiness at work that will improve your employees' work experience, bring change to your team and grow your company in a post-pandemic world.
We publish regular articles on how to improve your workplace culture keeping track of the latest people trends, so you'll know how to make your company a happier place.
Where once the average response to “How have you felt at work this week?” was happy, the new normal is now “Ok”. The costs of a workforce becoming just “Ok” about work can be high but connecting with your team in better ways may be a feasible solution.
This week is Mental Health Awareness Week. Mental health is a critical part of our business. Our purpose at Friday Pulse is to improve wellbeing in the workplace. It’s our reason for being – now more than ever, as we all navigate our way through the current COVID-19 pandemic.
The week also provides an opportunity for us to reflect on The Five Ways to Wellbeing — how we designed them and their legacy. A precursor to The Five Ways to Happiness at Work, their development would eventually come to shape Friday Pulse, the direction we take and, ultimately, who we are as a business.
Friday Pulse was never designed to pick up global trends — it’s a tool for building positive experiences across the microcultures of an organization. It emphasizes the team experience because, from our data, we know there are as many microcultures in an organization as there are teams.
There is now a growing body of proof on why a positive culture is crucial to the success of a business. But that’s something we’ve known about for a while — happy people do better work. But when COVID-19 struck, our platform found a trend across all of our clients, in every industry, at the same time.
A 5x return on investment in year one is, you may think, both elusive and improbable. Yet, it’s entirely possible when you proactively look after employee wellbeing and team morale.
Putting numbers on what is intangible is, by nature, an estimation compared to other financial drivers within a business. However, that doesn’t mean it can’t be done. At Friday Pulse, we’ve done just that – estimated the return on investment in wellbeing. And when potential returns are so significant, it shows that the investment is worthwhile.
Estimating the monetary impact of a rise or fall in employee experience and morale is necessarily an estimation process. We use the best, most reliable available information from both external and our own proprietary research.
It’s now clear that the Coronavirus pandemic is not going to be a short, sharp emergency. How people cope with the fallout is dependent on the depth and quality of the relationships they had before lockdown.
Lockdown is the biggest shock since the 1920’s. To bounce back, as a priority, businesses need to protect employee wellbeing and team morale.
Today is International Day of Happiness – the irony! Yet, now more than ever, the science of happiness has a place in the world in mitigating the ongoing fear and anxiety sweeping our nations.
We are in uncharted territory with the spread of Coronavirus. What is going to happy to the world of work? How will we all work through the virus? What can the science of wellbeing teach us about dealing with a crisis?
Every company faces changes and setbacks. Organisations inevitably have to pivot without much planning just to survive and stay competitive. Changes in strategy, business models, restructures and closures are the norm.