The fact that companies provide well-being of its employees It is not only a moral obligation, but also a practical one. Happy people increase their productivity and thus help improve economic benefits. To deepen this statement, we will talk about some research that validates it, that is, that show evidence that proves that the happiness of the employees favors the growth of the company.
In this Psychology-Online article we will talk about how to improve workplace well-being
Index
- Personal relationships in the company
- How efficient teams are
- Harvard research
- conclusions
Personal relationships in the company.
The importance of personal relationships and I will do so based on the Gallup Engagement Survey, specifically the Q12 survey. About ten years or so ago Gallup introduced one last question to the poll, specifically question number 10 which says: Do you have any close friends at work?
Gallup polls are surely the most widespread worldwide, a reference in HR. Introducing this question caused a lot of controversy because we all know that for a long time there has been some controversy about whether personal life and life
The responses to Gallup's Q12 poll clearly show that in companies where there is affection between people, that is, in which relationships of esteem or friendship are produced, are companies where productivity is also elderly. When there is relational well-being in companies, people perform more professionally and therefore the company earns more money. It has been shown that it works in a significant way, therefore, favoring it is, in addition to morally, an obligation, a good decision.
How efficient teams are.
The second reference I want to use is an internal investigation into the configuration of efficient teams that she made Google and that she called Aristotle... You can search for her in Google itself! The investigation tried to find a pattern that would define which teams were the most efficient, the most productive.
They thought about many factors, for example, complementary skill profiles, a mix of men and women, or different professional levels. But none of the seemingly obvious reasons was the answer, and the only conclusion they could come to was that the two The factors that determine which teams work best are those in which people have good communication and trust among themselves. they.
Harvard Research.
The research that conducted by Harvard University in 1939 at Western Electric is tremendously relevant in the history of psychology and labor relations since it is the first whose The results were conclusive and, furthermore, it was a paradigm shift: first-time employees were treated as people and not as machines productive.
The investigation dealt with how the level of lighting influences the productivity of people. What did you do? They put an initial lighting level on them and measured their productivity, lowered the level and measured, raised the level and measured... so many iterations.
What happened? It turned out that the workers did not behave in any pattern with respect to light level, but surprisingly, as the study progressed, they became more productive. Why was the result like this? Because what was relevant to the people who participated in the study was the consideration and affection they received from the research team.
conclusions.
If you want to have companies where people are productive, treat people well and with esteem and encourage good relationships. This has to do directly with the concept of psychological safety, a concept that is talked about a lot. A person has psychological security at work when he is not afraid to raise his hand and express his opinion.
They are companies that deal better with innovation, that consider that learning is important, that accept failure of employees as an inevitable part of personal and company growth and that even encourage them to make a mistake. A company in which its employees are afraid of making mistakes hide their errors for fear of reprisals and, of course, without identifying the errors there is no possibility of improvement.
For fear of having one bad personal relationships with their peers and with their bosses. Hide those errors or those opportunities for improvement because in this way the company.
Finally, a brief summary of what three relevant investigations conclude: promoting good personal relationships and individual and corporate well-being, In addition to the impact on employee happiness, it also results in more productive employees, more cohesive teams, and therefore, the company will benefit in its results.
This article is merely informative, at Psychology-Online we do not have the power to make a diagnosis or recommend a treatment. We invite you to go to a psychologist to treat your particular case.
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