The science of happiness at work
We’ve spent the last 25 years researching how happy teams improve workplaces and how to build them.
The key principles
Understand: Happiness drives performance
Happiness is dynamic. It signals fit, fuels creativity and resilience - and OK can hold teams back.
Track: Measure what matters
Spot trends early, understand change, and keep teams moving forward by measuring happiness regularly.
Build: Turn insight into action
Build trust, strengthen relationships, and improve performance over time with simple habits like measure, meet, repeat.
Our whitepapers
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.
The latest from Friday Pulse
Oct 2026
How to measure employee engagement - and what your score won’t tell you
Most organizations measure engagement with an annual survey that shows how things were, not how teams are doing now. Here are the main methods, what each tells you, and the weekly question that fills the gap.
Sep 2026
Why celebrating what’s working matters as much as fixing what isn’t
September is a good time to take stock. But while it’s natural to reflect on what needs to change, there’s just as much to learn from what’s already going well.
Jul 2026
Why curiosity might be one of the most underrated leadership skills
We don't often talk about curiosity as a workplace skill. Perhaps we should.
May 2026
Why I challenge people to rethink happiness at work
People might assume my talks about happiness at work are fluffy and light. And they are fun. But they’re often also about something more uncomfortable: the hidden cost organizations are paying for “OK”.
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