Employee Satisfaction and Company Success: Ways to Happiness {Review}

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What make successful Company different? Employee satisfaction is an important aspect - but what factors does it achieve? A meta-study has investigated this.

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Here writes for you:

Stephan Lamprecht Stephan Lamprecht

Stephan Lamprecht is a journalist and editor at Management-Journal.de


Sense and happiness come before success

Companies are increasingly looking for ways to keep their employees. An important aspect here: employee satisfaction.

But success leads to happiness - or is happiness the prerequisite for success? An exciting question for everyone and also for the management.

Happiness for the project

Once again a project is flogged, then like to refer to the certainly intoxicating feeling of happiness, beckoning at the end of the project. That would have to be sufficient as a motivation for peak performance, right? No.

A 2005 meta-study on the relationship between happiness and success at Harvard University shows it's the other way round.

Lucky ones are 31 percent more productive

Scientists Sonja Lyubomirsky, Laura King and Ed Diener evaluated 225 studies from the past 35 years, all of which show that happy people are more successful:

Happy people are more productive around 31 percent, they also sell 37 percent more and are three times more creative. What applies to private happiness, also applies to the job. For more business success, employee satisfaction, the happiness of every individual, should become a management task.

Employee satisfaction as an investment

Arne Prieß and Sebastian Spörer demand this and nothing less in their guide “With enthusiasm for top performance and success”. Prieß describes himself as a “deeply happy person”.

In the guide, he combines his experience as a trainer and coach for executives with personal experience: The first part results in “Instructions for staying happy in a dynamic world”. It provides the reader with valuable methods of time and digital overload management, but the recommendations for action are also aimed at the management level itself.

ROI by happy employees

Because happy employees are a valuable asset and an investment with a high ROI, "because successful employees are what all companies want," said Prieß, "the more successful the individual employees, the more successful the whole company will be in the end."

In order to make employee satisfaction a lived value in the company, it has to be deeply integrated into the corporate culture.

Going to the brain of the employee: agile management

Slack time, pair working or bar camps: In the second part of the practice book, Spörer presents some agile management methods and “happiness benefits”. The trainer for managers has specialized in the topics of work-life balance and health management and enriches the practice book immensely.

Spörer combines Prieß's recommendations for action in the section “Neuro-Agile Methods: State-of-the-Art Findings to Stay Happy” with the latest findings in neuroscience, which gives the guide his innovative twist.

Help for companies

"Help your employees in the puzzle of performance," advises Spörer, "Training can support the participants in using suitable tools and changing their lifestyle."

If companies practically apply the results of neurobiology and firmly anchor their methods in their corporate mission statement, nothing stands in the way of a sustained increase in employee satisfaction.

Recommendations for business

The book also explains how excitement, excellence, and success emerge and gives directions to happily staying in a dynamic world. It also treats neuro-agile methods and state-of-the-art insights on how to stay happy.

Finally, recommendations for action for companies for top performance and success as well as a program for increasing performance will be conveyed.

Conclusion: practice book on new ways

“With enthusiasm for top performance and success” is a practical book that is breaking new ground. It impressively shows how important people and their desire for meaningful work in the company are.

Also with regard to the generation change, it is time to deal with the topic of “happiness and employee satisfaction” at the manager level. Prieß and Spörer give the start signal.

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  1. Leo Weiker

    With everything that goes wrong in Germany, it is no wonder that more and more highly qualified people are leaving. Nevertheless, I find your efforts to inform your readers admirable.

  2. Ilona

    Productivity and efficiency are becoming ever more important in our well-organized and fully automated working life, and people are left behind. A pity!

  3. Norbert Ernzen

    I would like to encourage you with my comment that you continue to continue your great work, have a nice morning!

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