Whether virtually or in the office, people spend the majority of their waking hours at work. Many employers ask, “How can positive psychology be used to increase productivity in the workplace?” And the answer is happiness. Successful leaders understand that work cultures that embrace positive psychology are more likely to result in healthy work environments that support employee performance, engagement, motivation, innovation, and job satisfaction.
The PERMA model
Martin Seligman is a leading researcher in the field of psychology and is known as the “father of positive psychology.” He is also the Director of the Positive Psychology Center at the University of Pennsylvania, a prolific author, and an authority in learned helplessness, depression, optimism, pessimism, and character strengths and virtues. As a part of his extensive work on well-being, Seligman created the PERMA model, which outlines five essential components to living a balanced, fulfilled, and happy life:
- Positive emotions
- Engagement
- Relationships
- Meaning
- Accomplishment
Positive emotions
Whether in a personal or professional context, humans thrive when they feel positive emotions such as happiness, hope, joy, compassion, and gratitude. And research shows that experiencing positive emotions on a regular basis may also improve mental health, reduce stress, and enhance resilience, teamwork, creativity, and problem-solving abilities.
That’s why it’s important for organizations to cultivate work cultures that embrace positivity and gratitude to help ensure that all team members feel valued. This can be as simple as sending an email of thanks or calling out the hard work of a colleague in a meeting, or it can be as complex as setting up a system of rewards such as paid time off or bonuses for staff who meet their productivity goals. It can be easy to dismiss the power of a genuine show of appreciation, but to the person receiving the affirmation of their value, it is priceless.
Engagement
When people are engaged in their work, or in a state of “flow,” they are completely involved in the present moment and the specific activity at hand. Findings from Martin Seligman and other researchers in positive psychology indicate that employees are more likely to get into a flow state when they are using their top strengths in new and innovative ways and that doing so is correlated with higher levels of happiness and lower levels of depression. That’s why it’s essential, whether you’re a manager or an employee, to be aware of your unique strengths and be proactive when opportunities arise to put your skills to use on projects or in teams.
Relationships
Positive connections with other people were literally wired into our brains for survival and are integral to happiness. A recent study by the University of Kent found that strong bonds with family, friends, and coworkers can help boost physical and mental health and overall well-being. As you’ve likely experienced firsthand, both positivity and negativity among colleagues in the workplace can be contagious. In work environments where employees lack strong relationships, morale will inherently suffer, but when colleagues share strong bonds, it can reduce stress, improve collaboration, and boost productivity. That’s why participating in team-building exercises and events where colleagues can connect and build rapport is so vital.
Meaning
Having a sense of shared purpose is integral to both productivity and job satisfaction. Employees can find meaning if they can connect their work—and the work of their organizations—with value. In some cases, such as with a charity, nonprofit, or health services provider, that connection may be easy to make. But when things aren’t so clear cut, it is up to business leaders to articulate the values that they stand for, outline the positive difference that their organizations make, and share success stories that bolster employees and help them feel proud of their work. Happy team members who feel a sense of meaning are empowered to spread positivity, collaborate more cohesively, and perform at higher levels that ultimately benefit the bottom line.
Accomplishments
When employees feel a sense of accomplishment and achievement, it can help increase self-esteem and confidence, enhance motivation and passion, and inspire others around them to be successful. While it is the responsibility of individuals to put their strengths and abilities to use at work, it’s also important for leaders to collaborate with their teams to create SMART (specific, measurable, achievable, relevant, and time-bound) goals that align with these strengths. Equally critical is that companies provide professional development opportunities that allow staff members to explore their passions, upskill or re-skill, and advance in their careers. When management takes the time to recognize these accomplishments, it can build trust, strengthen loyalty, and make employees more likely to share innovative ideas and perspectives.
The Science of Happiness at Work
Much of the research in positive psychology, including work conducted by Martin Seligman, embraces the goal of increasing understanding of how positivity helps people flourish. A recent article published by Frontiers cites findings that confirm the benefits of applications of positive psychology strategies in improving well-being and reducing depression, anxiety, and stress; aiding employee performance and productivity; increasing resilience; and promoting self-growth and quality of life. It also covers research that found a positive correlation within organizations between individual, interpersonal, and group trust with creativity and innovation.
And in a recent Harvard Business Review podcast interview, Robert Waldinger, the Director of the Harvard Study of Adult Development, iterated that although findings indicate that doing meaningful work is one of the drivers of well-being, having strong work relationships is even more powerful. In fact, having at least one friend at work can make people feel happier and more engaged and satisfied in their jobs. The study, which began in 1938, also found that when people have autonomy and some level of control over working conditions, they experience less on-the-job stress and more fulfilling work lives.
In other words, happy employees make for happy employers. Not only can a positive work environment result in more satisfied and productive teams, but it also supports the well-being of both employees and organizations.
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