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Northern Ireland Branch Committee

Northern Ireland Branch Committee. Employee Engagement “The Science of Happiness”. Supported by:. Northern Ireland Branch Committee. Welcome Donal Laverty – CIPD NI Chair. Supported by:. Leveraging the Science of Happiness at Work ™. Jessica Pryce-Jones

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Northern Ireland Branch Committee

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  1. Northern Ireland Branch Committee Employee Engagement “The Science of Happiness” Supported by:

  2. Northern Ireland Branch Committee Welcome Donal Laverty – CIPD NI Chair Supported by:

  3. Leveraging the Science of Happiness at Work™ Jessica Pryce-Jones The iOpener Institute for People and Performance™

  4. What makes you happy at work? ?

  5. Agenda What makes us happy at work What we mean when we say ‘Happiness at Work’ What issues we help address What our research tells us How we work out the business case How we use our research and analytics What you can do for yourself and others 8. And finally

  6. 2.1 What we mean: Three types of happiness • Emotional happiness • Short-term, burst of positive affect: feelings • Mindset happiness • Relatively stable, sensitive to change and affects behavior • Trait happiness • Generally stable across lifetime: influences mood

  7. 2.2 What we mean: A definition Happiness at work is a mindset which enables action to maximize performance and achieve potential.

  8. 3.1 Common and complex issues today • “How do I push/maintain performance without pain?” • “How do I help people cope with the pressure?” • “How do I create capacity without recruiting?” • “How do I drive change?” • “How do I keep my best people?” • “How do I downsize and still deliver?” • “How do I understand and change our culture?” • “How do I know our people initiatives have worked?” • “How do I get people to be more innovative or creative?” • “How can my people help us grow?” • “How do I get this team or organization to up their game?” • “How do I push my leaders to their next level?”

  9. 3.2 Where we’re located and work

  10. 4.1 What our rigorous research tells us • 14focus groups • 67 interviews • Study 1: 193 • Study 2: 403 • Study 3: 1,940 • Version 24 • Validity and reliability • 30,000 respondents • 68 countries • All levels of seniority

  11. 4.2 IPPA – Philadelphia, June 2009

  12. 4.3 What we base our approach on: Performance-Happiness Model™

  13. 5.1 How do we work out the business case? Compare the happiest at work to the least happy average happy at work quite unhappy at work quite happy at work Happiest at work Least happy at work

  14. 5.2 What the business case is: Intention to quit Comparing the happiest employees with their least happy colleagues

  15. 5.3 What the business case is: Sick leave Comparing the happiest employees with their least happy colleagues

  16. 5.4 What the business case is: Focus on task Comparing the happiest employees with their least happy colleagues

  17. 5.5 What the business case is: Energized Comparing the happiest employees with their least happy colleagues

  18. 5.6 So what? Because Gen Yers/Millenials want something different Gen Yers Boomers Control Risk averse Tell you “how” School of tough love Annual performance management Mentoring • Freedom • Risk takers • Tell me “what” • Praise • On-going feedback • Coaching

  19. 6.1 How we use it

  20. 6.2 The core of an individual report, COO, Healthcare

  21. 6.3 5C findings: the main slide for a team report of senior leaders

  22. 6.4 An organization report: 1 slide Contributionis the effort the team makes

  23. 7.1 The Performance-Happiness Model

  24. Being listened to Getting positive feedback Being respected by your boss Being appreciated at work 7.2 Contribution The effort you make • Achieving your goals • Having clear objectives • Raising issues that are important to you • Feeling secure in your job

  25. 7.3 Contribution: an exercise and a tool for you • Get into pairs: only one of you will do this (rock, paper, scissors) • Unclip one set of cards per pair • Identify the 3 cards which most underpin your Contribution • Identify the 3 which if maximized would help you contribute more (use all 8 cards) • Identify the top 1 and think through what needs to happen for that to be maximized • Return to the 3 you have most of: work out how to best protect the most important one 5 min

  26. 7.4 The Performance-Happiness Model

  27. 7.9 Fair culture: Frans de Waal

  28. 8 And finally White paper? More info? Stay in touch? jessica.prycejones@iopenerinstitute.com +44 (0)1865 511522 (w) +44 (0)7967 010469 (m) happy925

  29. Who our clients are

  30. Northern Ireland Branch Committee Employee Engagement “The Science of Happiness” Supported by:

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