Joy is Good BusinessWeekly Insights to Help You Reach Your Business Objectives
Why Joy is Good Business
Burnout, well-being, engagement—none of these concepts are new. Statistics continue to show how important they are to business:
- A positive brain is 31% more productive than a negative mindset.
- Organizations with engaged employees outperform competitors by 202%.
- Engaged employees have 81% lower absenteeism.
Prior to the pandemic, it seemed that a lot of emphasis was placed on the employee to self-manage for stress and happiness. Then the pandemic happened and lines between work and life became very blurred. As a means to support employees and keep business going, organizations responded by greatly increasing their mental health and well-being resources to help their teams survive this incredibly tumultuous time.
As a result, there is a movement for employers to view employees as people, not just workers, and become human-centric workplaces. In essence, we’ve swung the pendulum from one side to the other for who is responsible for keeping employees happy.
But here’s the rub: According to Gartner, 87% of employees have access to mental and well-being offerings, but only 23% of employees use them.
I think there are a few reasons for this:
- Many of these well-being offerings provide assistance for “pain” in the moment but are often more like band-aids than long-term solutions
- The offerings don’t speak to the deeper needs of employees
- Employees are stuck (or worse) and don’t have a path for recovery
Joychiever believes that to truly create positive, sustainable change, individuals need a deeper and more refined understanding of self. To achieve this, organizations need to provide resources that enable team members to identify and make choices that reflect what makes them uniquely themselves. We also need to equip leaders with resources for changing conversations and leadership styles that promote joy, while simultaneously helping individuals and businesses achieve their goals.
Joychiever can be “the” answer.