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This Is A Custom Widget

This Sliding Bar can be switched on or off in theme options, and can take any widget you throw at it or even fill it with your custom HTML Code. Its perfect for grabbing the attention of your viewers. Choose between 1, 2, 3 or 4 columns, set the background color, widget divider color, activate transparency, a top border or fully disable it on desktop and mobile.

This Is A Custom Widget

This Sliding Bar can be switched on or off in theme options, and can take any widget you throw at it or even fill it with your custom HTML Code. Its perfect for grabbing the attention of your viewers. Choose between 1, 2, 3 or 4 columns, set the background color, widget divider color, activate transparency, a top border or fully disable it on desktop and mobile.

Want To Be Happy At Work?

Want To Be Happy At Work?

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Want To Be Happy At Work?

May 1, 2015

The science is in, recent studies published in the Harvard Business Review are proving once and for all that your emotions do affect your performance at work. Experts around the world are now acknowledging that our emotions cannot be separated from how the mind works, that work is personal and that happy people make more productive employees.

So it seems gone are the days of leaving your baggage at the door when you get home and bottling up your personal issues at work – it’s all related. However, before using this as an excuse to air your dirty laundry around the office, Annie McKee of the Teleos Leadership Institute says achieving happiness at work is a shared responsibility between individuals and leaders.

So, what can we all do to increase our own happiness at work and the engagement of our teams? According to that author of Becoming a Resonant Leader people everywhere, across industries and around the world, all want the same three things at the end of the day.

1. A meaningful vision for the future

People want to know they have a plan and a career path. They want to understand how they fit into their organisation’s long term vision. In response to this, individuals are said to mould themselves around this vision, learning and changing as required to move toward this shared goal.

This means Leaders need to paint the big picture for their employees, invite open discussion about the opportunities for the future and link these to the teams’ goals. Individuals must be clear on what they want for their career, where they’re headed personally and consider what’s possible in their current role. Asking the questions and building rapport with leadership will ensure they know where they stand.

2. A sense of purpose

People want to know that what they’re actually doing on a day to day basis is meaningful. They want to know that they matter, and what they are doing matters (and not just to the company shareholders).

To achieve this, Leaders can broaden the economic scope of their team discussions and where possible, its goals. Discuss the ripple effect, the benefits and the consequences of increased levels of service and productivity. Individuals can take the time to understand the impact of their role within the industry, developing an outside interest by keeping up to date with the news and through continued learning.

3. Great relationships

It’s safe to say the employees of Initech did not have a great relationship with their boss and we know what happened there. They say people join an organisation and leave a boss. People need close, trusting and supportive relationships which encourages them to want to contribute to the team.

Leaders can encourage great relationships by focussing on the big wins, showing your team that you trust them by minimising the tendency to micromanage, and sharing credit generously when it’s due. Individuals can show they’re reliable by doing what they say they’re going to do, trustworthy by displaying loyalty and discretion, and being supportive by lending a hand when it’s not necessarily going to be publicly acknowledged or repaid.

Aside from a never-ending packet of Tim Tams, is there anything else you think is key to happiness at work? Share with us in the comments below!

Steve Revins

Senior Tech Talent Manager
  • author
  • author

An Irish cat living the dream in Sydney I don’t know what to tell ya! Even though I’m a long way from the homeland I’ve successfully built up 5 years of local industry knowledge specialising in emerging technologies. I have a strong JAVA and Ruby on Rails following in NSW and VIC. I also have extensive experience sourcing specialist software development teams for technology companies with highly transactional, high volume, data intensive environments. Let’s catch up for a pint, but do send me a message and we’ll see what happens!

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  • Steve Revins

    Senior Tech Talent Manager

IT & Digital Recruitment Without Guesswork

"Our strength lies in understanding the complete client environment, which includes not only the technology but also the mindset of the individuals working in IT environments. We provide a hiring solution that serves both the needs of its clients and candidates. We provide a premium IT talent management service supported by well thought out business processes and operating methodologies." - Steve Wilson, Founder CITI Recruitment

  • Steve Revins

    An Irish cat living the dream in Sydney I don’t know what to tell ya! Even though I’m a long way from the homeland I’ve successfully built up 5 years of local industry knowledge specialising in emerging technologies. I have a strong JAVA and Ruby on Rails following in NSW and VIC. I also have extensive experience sourcing specialist software development teams for technology companies with highly transactional, high volume, data intensive environments. Let’s catch up for a pint, but do send me a message and we’ll see what happens!

    Steve Revins

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