How to Increase Employee Engagement

Finding and Producing Joy in the Workplace

Employee engagement is a result of people finding joy in the workplace. The Harvard Business Review published the following piece in their 2017 Jan-Feb edition.

How Trust Creates joy

Experiments show that having a sense of higher purpose stimulates oxytocin production, as does trust. Trust and purpose then mutually reinforce each other, providing a mechanism for extended oxytocin release, which produces happiness.

So, joy on the job comes from doing purpose-driven work with a trusted team. In the nationally representative data set described in the main article, the correlation between (1) trust reinforced by purpose and (2) joy is very high: 0.77. It means that joy can be considered a “sufficient statistic” that reveals how effectively your company’s culture engages employees. To measure this, simply ask, “How much do you enjoy your job on a typical day?”

One of our goals at SparkBDM through The Joy Division, is to help businesses create high performance cultures and consider the employee first. How do we do this?

Joy at work comes from doing purpose-driven work with a trusted team.

Joy for our people isn’t found in DIY tactical solutions alone. Like putting bean bags out in the sun or a table tennis set-up in the kitchen area. It comes about when businesses develop, communicate and act on strategies around why they exist, and give people an opportunity to play their part within a trusted environment.

The Joy Division

Purpose Driven Cultures

Step 1: Write out your companies mission statement, (make sure it is in italics for extra effect),

Step 2: Print it out large and put it in a frame, (starting from $12 at k-mart),

Step 3: Put it up on the wall in your workplace.

Purpose driven work achieved.

Right? …. Oh wait no, it turns out that doesn’t work at all. People used to think that it would.

It isn’t that easy. Although there can be many things that help build purpose driven cultures, both strategic, tactical and relational.

One is to provide purpose in work. Communicating WHY the organisation exists and then creating strategic direction to achieve this. Employees then have the opportunity to buy into this mission, invest, play their part and have meaningful impact.

Trusted Teams

Spend time on building team. Yes, team building exercises may have a ‘lame’ stigma about them. But they don’t have to be an average waste of time. People want to build community and relationships with people, especially when they are going to be with them everyday. Spending time on building team doesn’t have to look like getting the group together and practicing trust falls for 36 minutes. It can be far more enjoyable as well as being conducive to regulating real relationships. Don’t overthink these…and don’t just get everyone together for afternoon tea either, and think your job is done!

Before you do anything as a team, you must build trust within the group.

According to research conducted by the Center for Neuroeconomics Studies, compared with people at companies which had low-trust cultures, people at high-trust companies report: 74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, 40% less burnout.

Create clear direction, equip people with what they need to see it through, and then empower them to do it. How, by getting out of the way and trusting them.

SparkBDM, has a bespoke design process which reveals the most valuable employee experience for brands. We look at the entire business and how it can create high performance cultures. Of which employee engagement helps produce. Talk to us today about how we can help you bring joy to your customers through your brand and people.

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