Nowadays, the majority of people consider money as the most influential and important factor in choosing the most satisfying job. However, there is a multitude of different additional aspects that can affect workers during the working process, and it is significant to dedicate an appropriate amount of attention to all of them in complex. Showing an employee how the company appreciates, values, and respects them, especially on a personal level, is more effective than just offering different bonuses and perks. Studies reveal that employees with high job satisfaction are more productive, loyal, and more engaged to their companies. Happy employees are of much significance to any organization. When people feel undervalued and unmotivated, the company suffers profoundly. Further studies show that employees who are more engaged in their work perform better and hardly miss work. Besides, they are said to be supportive and adhere to any changes in workplace immediately. However, keeping workers happy, especially in any economy, is hard work since happiness is an individual matter. As a matter of fact, if the workplace is stressful or perhaps if stressful things are happening for gossiping or backstabbing, the employees’ productivity decreases. To avoid such a situation, managers should pay attention to many conceptions which include good treatment, help, providing a possibility to develop workers’ skills, etc. However, the influence of money is undeniable. Happy employees show satisfaction and sense of accomplishment in their work. They even like themselves and their work as well. Such feelings are a major contributor to productivity and reduction of stress in the workplace, and this essay seeks to elaborate the things that big companies can do to make their employees happy.
Being a good manager makes employees happy (Garber, 2004). In this sense, a good manager is one who sets general expectations to his or her employees. The expectations include accomplishing of the task given and its result after responsibilities are completed. In these expectations, the employer should set clear boundaries, provide sound direction, and demonstrate strong leadership in the organizations he/she leads. Thus, this means the employer should establish rules, policies, procedures, and regulations as well (Garber, 2004). Whatever expectations an organization sets, they should all be consistent with all employees.
Employers should provide a comprehensive employee manual which includes information about general regimen, the expected reporting time at work, break times, and lunch hours just to mention a few. Furthermore, the manual should include issues concerning employees’ leave the work before the end of the working day if they reported earlier in the morning. It should also include whether breaks are mandatory and if an employee will be docked in case they consistently take significant time during the lunch break (Garber, 2004). These are some expectations and issues that need to be outlined in the manual. The fewer the problems, the more productivity a company will achieve.
When employees feel valued in the organizations they work for, their level of happiness increases. Employers should always encourage employees and also offer praise whenever it is appropriate. When an employee performs well, applauding and acknowledging them is a way of motivation. On the other hand, whenever something unintended or a mistake occurs, as an employer, do not punish that employee (Garber, 2004). Instead, talk to that person, and if possible, teach and remind them of the correct way of performing their duties, and also offer further assistance and encouragement when necessary. Punishing employees worsens the situation since that person can become bitter and would wish to sabotage their work. However, in the case when errors continue to prevail even after the corrections, the employer needs to evaluate the employee and ensure that he or she really suits that particular job.
Employers are able to influence employees’ lives drastically. Some of the possible ways are very simple and include a smile, asking how workers’ families are, or also question them about their problems and interests. Notably, such things make employees feel valued. If an employer senses that his employee is tensed, they should help that individual get the essential understanding. As a matter of fact, discouraged workers are likely to have higher rates of absenteeism, decreased performance, and increased level of health problems (Garber, 2004). Employers need to realize employees at the office are human beings trying to work hard to ear money in order to feed their families. Therefore, it is of significance to care about each other to obtain best results.
A productive and conducive environment is significant in maximizing company’s productivity thus making clients and staff happy (Hume, 2014). Employees require enough room to work and a pleasant and comfortable environment as well as the correct supplies and materials. All equipment should be designed ergonomically to positively motivate the workers by assisting them with all their needs to do the work. Ecotherapy is also another element towards a productive environment. It consists of several factors. One of them is to ensure that the environment where employees work has live green plants (Hume, 2014). In such atmosphere, employees will feel better about themselves, their jobs, and the work they are performing as well. As a matter of fact, employees who work near windows or plants are significantly more active and happier compared to those who do not receive much of a fresh air.
Creating a clear employee manual is significant for employees (Gore & Lewis, 2015). The manual should entail procedures for handling all plausible scenarios such as family emergencies or health issues. It is also important to ask employees for ideas regarding the manual. This will help them feel a sense of ownership with their company. Besides, regular meetings with staff where they can voice their concerns and opinions makes workers feel involved and valued, thus makes them happy. When employees are involved in the decision-making process, it boosts their confidence (Gore & Lewis, 2015). Employers should also organize special events where the employees’ families are involved, for instance, fairs, picnics, and workshops just to mention a few. It is also significant for a company to have a designated charity where individuals can donate both time and money. According to research, people feel better when they volunteer. Evidently, this also increases employees’ performance and also demonstrates that the company cares.
When employees feel that they are a dynamic part of an organization, they become more productive. Besides, they will also be willing to go extra miles for their co-workers and customers. Thus, it is important to give praise openly. For instance, always take employees’ needs seriously and set appropriate goals to work. Listening and respecting workers provide them with a motivational push (Hsieh, 2010). As a result, this will make them stay committed and loyal to the company’s goals. With a productive and happy workforce, any organization, no matter how large or small it can be, can overcome any economic storm.
What matters to all the smart job seekers most, except the value of salary package or the lifestyle the job offers, is the professional development an organization provides them with. Most motivated employees should have accepted your job despite the many opportunities available. For this reason, as employees work, the employer should regularly reaffirm them that they made the right choices in assisting them to progress in their careers and as well develop new skills (Pride et al., 2010). Training sessions play significant roles in helping workers develop new skills.
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When employees are treated like an active part in their organizations, this makes them happy. In any company, no matter how well it operates, there must be a place for failures or misconceptions. These can refer to either the organization or an individual. Employees should be treated with a respectable and straightforward manner (Ton, 2014). When people are restricted from being aware of current situation during hard times, this can cause severe fallout. When employers lack knowledge, consequences may influence overall performance even more negatively.
Nonetheless, critics argue that the only thing that makes employees happy at work is money and power. According to them, money sustains increased level of productivity in the workplace (Dunn & Norton, 2013). Besides, money and power also motivate employees across different industries. In fact, the companies that use financial incentives for staff are rated positively in its productivity. Since every individual needs money, it is the most useful and common way of motivating and making workers happier so far. Another way in which money makes employees happy is broad options of its usage (Dunn & Norton, 2013). From commission pay or special bonuses to cash rewards and gift certificates, money can be used in various ways to make employees happy.
Critics also argue that money can appeal to all demographics and thus can motivate all employees at different ranks: either the lowest paid worker or the chief executive officer. The sum an employee gets as his/her salary motivates them to work harder to make extra dollars in their paycheck. Most people have made money their biggest and best motivator in their workplaces. Further, most employees also become more productive when they think of money. In fact, the reason why people work for money is that it can buy anything (Dunn & Norton, 2013). However, companies ought to be cautious when using money entirely as a way of motivating and making staffs happy since this method can eventually lose its effectiveness since people always tend to desire more and more which may cause unpleasant result. Furthermore, money cannot make people dedicated to their professional duties and bring them satisfaction from working process. Notably, companies also need to be more creative in using money in motivating staff.
For those in the business of money making, whether they are non-profit or for-profit organizations raising funds for a cause, the employers should note that an engaged and happy employees make a company profitable. Appreciating and keeping promises to staffs encourages happiness and engagement. Thus, this also saves the company costs on recruiting and training other employees thus improving satisfaction and retention (Lloyd, 2006). It is a fact that making clients and employees happy is the pinnacle of any business success. Thus, managers need to understand that happy employees mean productive work cultures and staff which in turn results in more satisfied customers. Nonetheless, making employees happy can be challenging for organizations since happiness is more of a very personal matter than the outcome of someone work.
Many organizations tend to leave their workers out of the customer service equation. However, if an employee is not happy, neither the customers will be. It does not matter what an individual builds, sells or invents, because organizations need all people to move. Company founders, CEOs, and managers worldwide understand that keeping employees beneath them together in harmony brings the difference between dying and moving.
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In conclusion, it is important to have happy employees in the workplace. When employees are happy, productivity increases. Ways in which employers treat their employees matters a lot. Some of the things that motivate people in the workplace and also make them happy include being a good employer, getting staffs involved, creating an encouraging atmosphere, and committing to workers’ professional development. Additionally, once employees are treated with as much honest as possible, they become more confident and trust the managers more. However, critics argue that money is the ultimate source of happiness and motivation for employees. They claim that all individuals work to receive money at the end of the day because money is a source of joy. Once employees feel safe and well provided, money can play fewer roles in an organization. Notably, money does not inspire drive, commitment, and passion. In summary, it is important for employers to use complex system and approach in order to ensure that employees are happy.
