WHAT IT MEANS TO WORK HAPPY
Happiness at work is serious business – it’s not some fluffy, intangible
concept that companies can simply ignore. Happy workers
are typically more productive and make measurable contributions
to their organization’s bottom line. While most businesses
naturally want their employees to be happy, they may not know
how to go about increasing happiness levels. Being happy at work
doesn’t mean every day is perfect or fun – in fact, according to
Robert Half ’s study on workplace happiness, it boils down to six
main drivers:
1. Pride in one’s organization
2. Feeling appreciated
3. Being treated with fairness and respect
4. A sense of accomplishment
5. Interesting and meaningful work
6. Positive workplace relationships
How do HR professionals know if these drivers are present in
their workplace? Aside from evaluating overall job satisfaction
through employee surveys, which is highly recommended, it’s also
worth asking the following:
■■ Does the organization truly offer competitive compensation
and benchmark salaries for the region based on
reliable resources?
■■ In addition to competitive compensation, does the
organization provide in-demand perks and benefits?
■■ Does the organization offer workplace flexibility such as
alternative work hours or telecommuting options?
■■ Does the organization have a meaningful employee
recognition program?
If “no” came to mind for any of those questions, it may be time
to suggest a few changes. For instance, it turns out that 47 per
cent of Canadian workers surveyed by Robert Half said they feel
underpaid. Additionally, many employers and workers aren’t in sync
on popular office perks. In another survey, employees cited flexible
work schedules, a compressed workweek and the ability to telecommute
as the most sought-after non-monetary perquisites. However,
while many companies offer flexible work schedules, fewer than
one-in-five offers shorter workweeks or remote work options.
THE BOTTOM LINE
As competition for skilled workers intensifies, companies are
under more pressure to keep pace with hiring demands and shifting
candidate expectations. To engage top talent, it is crucial
that employers stay up-to-date with local salary and workplace
trends. Robust compensation packages that incorporate the benefits,
perks and incentives that professionals’ value most are key to
attracting highly capable workers and building the strong teams
companies need to support evolving business needs. n
Sandra Lavoy is a regional vice president for Robert Half.
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leadership
Workers in Canada said their ideal corporate culture is supportive or team-oriented
40 ❚ APRIL 2019 ❚ HR PROFESSIONAL
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