Happy businesses are more profitable

The reasoning is simple and powerful at the same time: the most important and profitable asset of any company is its workers. So what could be better than keeping the most important asset of the organization in its natural state, which is where its full potential shows?

 

This reasoning, however, does not apply exclusively to the workplace. Its connotations are paramount, as all people are workers, at least in potential, whether in the active workplace, post-work field, academic field, or in any other situation. It is clear, then, that happiness transcends all this, and ends up with a common denominator: the human being.

 

The scientific pursuit of happiness

Talking about happiness is nothing new: Aristotle was already giving deep dissertations on it in the 4th century BC. But in recent years, the concept of positive psychology has gained strength. Positive psychology is a current in psychology that studies the foundations of psychological well-being and happiness, as well as human strengths and virtues. The difference with respect to other close currents of psychology and with its historical precedents is that it is based on the scientific method. The psychologist Martin Seligman laid its foundations in the late 1990s, and other authors, such as Mihály Csíkszentmihályi, have made it grow with their contributions. 

At first glance, the purpose of positive psychology may sound too arrogant. Now science seeks to tell us what happiness is? But there are many dissident voices that consider that happiness is much more than just processing a simple set of measurable values in the field of psychology.

Debates aside, we all know, without having to learn it, when we feel good, and most of all, when we feel bad. It is something innate. Our body goes like clockwork with well-being, whereas it begins to give warning signals when we experiment discomfort

 

What do the experts say?

Since companies are mostly sets of people, it may seem basic to ensure the well-being and satisfaction of workers. However, in the business logic linked to the Industrial Revolution (still very much present everywhere), the general paradigm has been quite the opposite: to make them work to the maximum to obtain greater profits. A vision where their personal well-being is far from the concern of the company.

Studies on this topic conclude that the experience of workers who feel comfortable in their organization is much more valuable than even the material goods they can receive as gratification. And this is because this experience has no expiration; it can always be evoked and enjoyed again.

Workers’ happiness as a barometer of business health

So now it is no longer a matter of focusing only on the famous customer experience (CX): the employee experience also plays a key role in the success of the organization, both from the company’s point of view (because a happy, creative, or empathetic employee is synonymous with a more productive worker) and from the point of view of the worker (because we spend almost a third of our lives at work).

A good example of the consolidation of this trend is the emergence of various indices, such as the Global Job Happiness Index, which measure happiness in the workplace. Likewise, the figure known as Chief Happiness Officer consolidates in those organizations that are committed to the value of people and the profitability of a happy employee.

 

Dissemination achieves awareness and involvement

People and companies are a strange mix. People are tangible beings who act moved by gratification; we put our efforts into what rewards us, in whatever form. However, companies are in themselves intangible, although at the same time they are made up of people, and have as their purpose either their own benefit, social benefit (non-profit), or a combination of the two, which provides a sustainable benefit for society.  

A strange mix and, at the same time, what a fruitful synergy when the focus of the organization is on people!

At 11Onze, we have believed in this fundamental value from the very beginning, which is shared by all the people who make up our community. And it’s working! 

 

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Equip Editorial Equip Editorial
    • Lara de CastroLara de Castro says:
      Lara

      D’això es tracta, me n’alegro que t’hagi servit. Gràcies per ser-hi! Seguim!

      3 days ago
  1. Manel LopezManel Lopez says:
    Manel

    tota la raó. La felicitat depén de tot això

  2. Jaume RossellóJaume Rosselló says:
    Jaume

    El benestar emocional dels treballadors/ores no només té una influència directa sobre el rendiment/productivitat de les persones. Un treballador “feliç” també té més salut (biomèdica, psíquica i social) la qual cosa, al seu torn, reverteix també en la productivitat (i en molts altres beneficis, empresarials i personals). Llàstima que la majoria dels empresaris siguin miops.

    • Pere Saus MarinPere Saus Marin says:
      Pere

      Esperem que amb el temps se n’adonin. Pel seu bé i dels seus treballadors.

      1 week ago
  3. Jaume RossellóJaume Rosselló says:
    Jaume

    El benestar emocional a la feina, certament, és cabdal: per al rendiment/productivitat, però també per a la salut integral del treballador, que al seu torn reverteix en la productivitat. I malgrat pugui semblar de sentit comú, cal fer-ne estudis científics, perquè, a vegades, allò que ara ens sembla evident, no ho és pas tant. Hi va haver un temps en què a la majoria de gent li semblava evident que el que funcionava era el pal i la pastanaga. I vés per on, a certs àmbits (com ara el laboral) pot ser una estratègia nefasta. Això ho vam saber, almenys de forma fefaent, per mor dels estudis “científics”. Llavors, es va posar l’accent en la perspectiva dels “incentius” (de la motivació per incentius). Semblava de sentit comú, aquesta nova panacea. Doncs la ciència ha demostrat (i la pràctica en el món laboral, tot i que encara hi ha molts empresaris ancorats en la prehistòria) que no sempre és bo i convenient, motivar una feina amb incentius, sobretot si són materials. Un bon exemple n’és l’èxit de la wikipèdia en front del fracàs “sorprenent” d’alternatives “remunerades” que han fracassat estrepitosament. Per a la gent que li pugui interessar, aquí hi ha un bon article, sobre el tema https://hbr.org/1993/09/why-incentive-plans-cannot-work. I aquí un vídeo que ho explica prou bé, fet per un autor de renom que posa en valor la motivació intrínseca: https://youtu.be/rrkrvAUbU9Y

    1 week ago
    moderated
  4. Josep RuaixJosep Ruaix says:
  5. Francesc Estafanell PujolFrancesc Estafanell Pujol says:
    Francesc

    Çom a treballador he procurat fer les tasques de la manera que m’ha semblat millor, he defensat els motius i si el punt de vista de l’empresari si se m’ha srgumentst l’he acceptat. ,

  6. Joan Santacruz CarlúsJoan Santacruz Carlús says:
  7. Mercè ComasMercè Comas says:
    Mercè

    Hi ha coses tan evidents que sembla mentida que se n´hagi de fer estudis científics. Son bons per saber com funciona el cervell, però no necessaris per aplicar-los a la vida. Com ara que no es pot estar tot l´any 5 dies a la setmana de mal humor o simplement a disgust pensant en el cap de setmana i les vacances . No es bo ni pel treballador ni per l´empresari. Alguna cosa falla.

    • Mireia CanoMireia Cano says:
      Mireia

      Al final els estudis científics no fan més que constatar allò que per alguns pot semblar evident, però que per altres no seria una qüestió prioritària. Tota informació és benvinguda!

      2 weeks ago
  8. Laura CarlúsLaura Carlús says:
    Laura

    Per sort, va canviant el paradigma mica en mica, o almenys és coneix els beneficis que produeix a la millora de la productivitat.

  9. alicia Coiduras Charlesalicia Coiduras Charles says:
    alicia

    Certament gaudir de la feina i anar-hi content fa que es produeixi més i millor

    • Mireia CanoMireia Cano says:
      Mireia

      Són dos conceptes que sens dubte van de la mà, i el més important, on les dues parts poden guanyar!

      2 weeks ago
  10. Manel Miquel MartinezManel Miquel Martinez says:
    Manel Miquel

    Crec que ting la obligació de fer arribar aquet article al meu cap.

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