员工幸福作为业务战略

越来越关注员工幸福正在开始对公司的压力承认其业务重要性。为此,他们将需要更多的数据和明确的财务论点。让我们在员工幸福中进行回顾,看看它是如何转化为业务战略的。

Wellbeing economics

幸福的兄弟,福祉是一个很长一段时间在经济学中讨论的概念。与幸福相比,在用“测量”一词时倾向于提高许多眉毛的想法,可以更容易地分析福利。最初,主观幸福也被视为很大程度上不可衡量。但是哪里有意志,有一种方法。经济合作与发展组织将福祉恢复为三大概论:生活评估,影响和兴奋,或心理蓬勃发展。(资源)

Life evaluation is a reflective estimation of how we perceive our lives to be. It’s never an objective assessment because we know our brain processes an experience according to the peak-end rule. We’ll only remember and evaluate the most intense emotion associated with that experience, the peak, and the emotion we felt at the end.

另一方面,影响我们在特定时间点捕获的感觉,与特定的经验有关。这是我们的感受,而不是记住它的感受。正如您可以想象的那样,影响比生活评估更难以转化为统计数据。测量它的一种方法是通过录制它在发生后的感觉或在发生后的非常接近的时间点。HPPY使用此跟踪和测量方法来记录和将情绪转化为幸福指数。

最后,Eudaimonic Wellbeing是一种更深层次的概念,包括生活中的意义或目的,以及生活界不包括的其他主观看法。

Now, here’s how this information is relevant to you and your company: Wellbeing economics is a new way of measuring success. Subjective wellbeing or employee happiness is what’s keeping your talent engaged, by directly impacting turnover rates and productivity.

让我们谈谈业务

Happiness makes people more productive, as confirmed by a recentstudy. In three different styles of experiment, randomly selected individuals are made happier. The treated individuals measured a 12% increase in productivity.

“Companies like Google have invested more in employee support and employee satisfaction has risen as a result. For Google, it rose by 37 percent; they know what they are talking about. Under scientifically controlled conditions, making workers happier really pays off.”

Andrew Oswald, author of the study

根据另一个最近的report在福利和政策上,工作满意度在大多数先进国家的长期下行趋势上。该报告详细信息四项普遍商定的工作场所的特征提供高福利:

Employees must have a clear idea of what is expected of them and how it relates to the bigger picture.

他们必须合理地自由于“如何”他们的工作。

They should be consulted over things that impact them directly.

Employees should be rewarded in ways that make them feel personally valued by their employer. Tip: non-financial incentives are equally effective as financial ones, often surpassing them.

“If worker morale is so important for an employer it must be in the employer’s interest to measure it.”

In a more pragmatic translation,unhappy employees are expensive.根据美国国家事务,1美元1 Billion is lost annually due to employee turnover.(资源)

gallestimates the costs at $450 billion to $550 billion a year in lost productivity, for the US economy. Their findings also conclude that companies with engaged employees outperform those without by up to 202%.

“具有高度参与工人的业务部门(在所有业务单位的顶部四分之一)与较少工人(底部四分位数)相比,利润更高的利润达到了22%的利润”

Jim Harter, chief scientist of workplace management and well-being for Gallup(资源)

一个大胆的策略:亚马逊支付不幸的工人戒烟

At one point, Amazon was offering $ 5,000 to its warehouse employees if they decide to leave. As crazy as it might seem at first, there is a logical trail of thought behind it.

In a letter to shareholders, Chief Executive Jeffrey Bezos outlined the details of a rare human resources strategy the online retail giant has attempted. (资源)

“In the long-run, an employee staying somewhere they don’t want to be isn’t healthy for the employee or the company. (…) The goal is to encourage folks to take a moment and think about what they really want. In the long run, an employee staying somewhere they don’t want to be isn’t healthy for the employee or the company.”

Amazon Chief Executive Jeffrey Bezos

在Zappos模型之后,亚马逊决定在员工幸福中全力以赴,因为他们认为它具有很大的经济意识。

And they’re not the only ones. According to the same source, Netflix is another company that offers employees a large sum of money if they decide to quit.

这只是你如何利用员工幸福作为企业战略的一个例子,以确保贵公司的成功。像任何解决方案一样,它只适合某些业务,在某些情况下。

更多数据正在进行中

Built on the well-known concept of ROI, Return on Values is a three-year, $1 million dollar research project that asks the question, “What is the relationship between culture and profit in small and mid-size businesses?”

该研究包括纵向调查,发送给25,000多家美国;和深度潜水案例研究为30个样品。Rov是Inc.的小巨人社区的一项倡议,位于本笃大学的价值观推动领导(CVDL)。密歇根大学的积极组织奖学金中心是该项目的研究伙伴。(资源)

2014年1月,他们开始了第二轮调查分布,其次是2014年8月的成果即将分析。该研究在2015年8月的总调查结果进行最终分析后结束。

我们建议依靠这种大胆和原始的倡议,这肯定会改变我们看到员工幸福和基于价值的公司文化的方式。

结论

先驱者有奢侈的思想。制作自己版本的员工幸福业务战略,并基准您的思考。

Make sure you track and measure your efforts, to ensure a proper ROI or ROV.

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