Felicidad en el trabajo

Why you and your employees are responsible for happiness at work?

Poets, philosophers and artists throughout history have sought to give a definition to the term “happiness”. In short we can say that “it is the state of the person that occurs when it has reached a goal it has set.”

Carita feliz - Happy face. Felicidad en el trabajo

Happiness at work

“Happiness at work” is not just a happy face

If we take the term “happiness” at the  workplace, it entails the successful completion of all the elements and concepts so that we are satisfied with our work. But it would be a good idea if we were to analyze carefully the following points:

  • Although there may be many external factors influencing that there exists a good atmosphere and that the  employees live happily within the company, neither the  excess of amenities nor other facilities will yield happiness. This is something that comes from everyone, you and your employees, with conviction, with courage and determination.
  • Although the term happiness refers to our attitude after obtaining a result, true happiness resides is not in the destination but in the journey. Therefore,in order to feel happy, we should not expect to get what we want, because our attitude begins now at this time.
  • It is necessary for the company to provide a valuable part of the system, so that its employees are happy, but if there are any adverse social or personal situations that may affect happiness, then at this point the responsibility as a company stops. The employees must also have mechanisms to cope with the situation with courage and move forward without affecting their work.The company can only be a source of companionship.

The main asset of the company is the Human  Talent. A beautiful infrastructure, a proper corporate image and the enactment of values, become channels for help, but you are as responsible for so much happiness at work as are your employees.This is because the  infrastructure, the image and the policies, are the  elements that provide the characteristics of the system. Because everyone has in its insides the flame of happiness, this fire is kindled  at every moment, in every adverse situation that can be converted into strength, and on every aspect of our lives.

 

Let’s recall that much of our existence, is dedicated precisely to the company which has become our second home. Why not make our second home a happy place? It starts with you and your work group, and will be possible with a change of attitude and openness to innovation and an enjoyment of the little moments that life brings.

 

If you are concerned with how happy are your employees and what to do with this issue, a team of collaborators at ClarityWave® ,our company, has thought of all these situations and strategies and have designed strategies  to measure and make sound decisions in order to increase levels of happiness in your company. Just simply contact us through our websitewww.claritywave.com  and we will give you the right solution.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™

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Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

Cultura empresarial

Company Culture: 7 Examples of brands defined by their culture

Leave an indelible mark, create a permanent footprint, or a lasting memory that will be impregnated in our retina as an image of a  company or organization.Basically this is what company culture seeks.

To leave an indelible mark, to create a permanent footprint, or a lasting memory that will be impregnated in our retina as an image of a  company or organization.Basically this is what company culture seeks.

 

Just as each nation has a unique culture that differentiates it from the others and has its own characteristic features, likewise Company Culture will seek  to create a unique identity and posture rather than just the name of a company. We all know the Chinese culture, right? And there’s no need to mention the name “China” when we see certain characteristic features (wardrobes,attitudes, religion, etc). We will give you a brief review of some brands that have literally created a cultural niche.

  • Apple:

From its creation, Apple’s directors were engaged in creating a brand culture so that, by just looking at an apple, you would think about the company. Steve Jobs was the forerunner of such innovative ideas that have changed the world of technology and his legacy has continued, even in his absence.

From its creation, Apple’s directors were engaged in creating a brand culture so that, by just looking at the logo, you would think about the company. Steve Jobs was the forerunner of such innovative ideas that have changed the world of technology and his legacy has continued, even in his absence.

  • Twitter:

They have synthesized the idea of a single complete thought in 140 characters and this has revolutionized the world and created a particularly well-recognized brand.

They have synthesized the idea of creating a single complete thought in 140 characters and this has revolutionized the world and created a particularly well-recognized brand.

  • Coca-Cola:

Undoubtedly  the most recognized trademark in the world. In its history it has focused its efforts on providing public appreciation, not only to quench the thirst, but to be creative in reaching people.

  • Johnson & Johnson:

Its personal care products, have allowed to place their brand with high standards, its employees express permanent satisfaction with the company and each year it grows even more.

Its personal care products, have allowed to place their brand with high standards. Its employees express permanent satisfaction with the company which each year it grows even more.

  • American Express:

In the world of finance this brand makes a good contribution that captivates more people each year and becomes a solid franchise.

  • Southwest:

An airline that not only has focused on its  financial outcomes, but also on the satisfaction of its employees, by providing them with lifelong learning in its own academic center.

 

  • Hershey:

With chocolates it conquers the palate with a global brand that, thanks to its products and its brilliant creations, leaves a lasting mark on our taste.

As we can see, all these brands focus on two main themes: externally as a projection of culture and places it targets, but also internally, so that the corporate vision and mission are linked to human resources as an integral part of business policies. Our company Clarity Wave, is able to assess the level of corporate culture from the existing talent, meet your criteria, moods and perceptions of the company, in order to give results that allow you to optimize your brand so as to gradually reach global brand recognition. Do not be left with curiosity or concern about this valuable service that we are able to offer.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™

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Empleada satisfecha

Is the employee involvement synonymous with job satisfaction?

Let’s take an example:

We have a great team, a great leader who coordinates the process and continually motivates its employees and values their results, optimal working conditions, that make you want to work and a company that is constantly giving good incentives and worker benefits that allow you to be satisfied. This results inevitably in excellent results for the company because the employee feels identified, happy and involved in his work and strives to do so.

If you were in this case, does this represent for you job satisfaction?

This is where we wonder if these two concepts are synonymous. In practice they are, since it is not appropriate to think I can perform my job well and have the motivation to do it the best way and not be satisfied. We cannot separate one concept from the other as they are tied; satisfaction equals involvement.

It is also likely that situations may arise in which I do my work very well but only to receive a good financial reward, or to achieve a particular monetary objective, but unfortunately this stops to be called involvement. Why? Because when we are really involved as employees, we give our utmost, not only for obtaining personal results, but also in search of the key objectives that the company seeks.

This is where we think that both our satisfaction and the feeling of being involved, represents a comprehensiveness, that concerns all areas of personality, together with the policies and objectives of the organization. A clear example of this is seen in companies like Google, where workers are so much involved that it results in a state of permanent innovation. The creative factor is a key asset in this company, which never gets tired of designing strategies so that its employees remain satisfied and involved with their work.

Is it the responsibility of the company that involvement and job satisfaction be synonymous?

Largely yes, but also the personal contribution is essential. If the company provides all the means, but the attitude of its employees is far from what the plotted objectives and the goal of the company were, then we do not find job satisfaction, and the people are undermining the good name of the company. This is why ClarityWave, an enterprise created to help you look at the degree of satisfaction of your employees, offers your company a complete package of options to determine the degree of satisfaction and involvement of your employees and what to do about how to make good decisions to help improve your productivity, and that of your employees, reducing the permanent rotation which represents large sums. We are looking forward to serving you.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™

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Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

Miedo a la retroalimentación

Why do we fear feedback? (and what to do about it)

We are working an the company. We receive a call or we get an email asking  us to come to the boss’ office in order to give him some feedback. Our forehead begins to sweat and a hole in the stomach runs inside us while we walk slowly trying to calm down, because we fear terribly the place we are going to. Why?

Feedback’s bad reputation

We have formed in our minds the idea that, to give feedback, is equal to a letter of dismissal and all our paranoid syndromes start to take effect in our mind. This is a false image that has been given to the companies, about these processes that, what they really want to do, is to confront those weaknesses, deficiencies and/or attitudes that may be affecting certain processes, in order to find solutions, implement and track corrective actions. That’s the fear we feel about feedback: that it will be followed by a sanction, a suspension or worse yet, a pink slip.

It’s not not easy, because really no one likes to receive a warning or a slap on the wrist. However, it is part of our overconfidence, where we believe that we are doing  everything well and there is no room for failure. When we receive feedback, the whole world collapses around us!

However, we can change that awful mentality, set against a process that has been created precisely in order that employees gain an awareness of their work, their temperament, their behavior or ways of interacting. Feedback creates a reason to perform an honest self-assessment that may lead to substantial improvements in productivity and personal fulfillment.

This then leads to an increase in personal skills, after identifying the reasons which led to feedback. It also allows for a continuous improvement in areas of conduct that precisely led to its fulfillment.

How do we Change this Perception?

In order to change the fearful perception towards this valuable tool, it is necessary to consider these aspects:

  • Make it look like an opportunity for improvement, but not as a punishment. The company should focus its efforts on training those who perform this feedback, as a support or guide that allows for  better interaction, so that they see it as a friendly encounter. The person should know which are the objectives to be achieved and which are the assertive words that will allow the employee to be more effective.
  • Find in the employee, not someone whom to censure, but find in it, someone that will determine with its contribution for a good continuity.This will  form a link with what will happen after the feedback is given.

It’s good to know what your employees think about this procedure, frightening  for many. Our company ClarityWave™  has a powerful tool that will help you make a diagnosis so as to make this process friendly and rewarding for your employees and your business. Give us the opportunity to assist you  and provide you with the answers to all your requirements in order for your staff to be contented.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™

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Mal clima organizacional: Empleados Callados

Workplace Climate  – Why employees don’t tell what they think?

Harmony in the workplace is one of the most important factors in order to improve the organizational climate issues, because, in an enterprise we find that it’s not only important to just generate a profit based on work, but we often depend on the integration and communication of the employees within the organization. That is why effective communication becomes a very important element for conflict resolution and sound decision-making. This communication also means that employees can express themselves freely. Here are some reasons why the employees do not communicate and what can be done to fix it.

  1. Fear

This is perhaps the first and foremost cause of a quarrelsome  and strained organizational climate. It has various origins such as fear of rejection, fear of acceptance of your opinions or simply shyness.

2. Lack of identity

When employees do not have a clear identity, they care little or nothing about making suggestions. They are not interested to express their ideas towards enhancing the workplace and usually they  are those who just come to work to do what’s asked of them and collect their check.

When employees do not have a clear identity, they care little or nothing about making suggestions. They are not interested to express their ideas towards enhancing the workplace and usually they  are the type of employee who just comes to work to do what’s asked of him and collects his check.

3.Disagreements

When the work environment and the  organizational climate are tense and conflicting, especially among the same colleagues, bosses, superiors or outsiders, then the employees prefer to enclose and encapsulate themselves so as to avoid creating more problems for themselves.

4. A poor attitude

Mediocrity also generates silence, since this attitude results in the person accepting  everything as it is established and not having a critical and proactive attitude.

5. Low self-esteem

This is another sign by which, people believe that their words and their actions have no value to others.

What can we do in order to improve the workplace atmosphere?

  1. Generate more spaces where employees can share their opinions, such as creating regular meetings with established groups, and providing suggestion boxes, electronic channels or complete systems for the assessment of the business climate.
  2. Improve corporate identity and  infuse more institutional values, in order to enable the employee to feel as an active part of the organization.
  3. Create or establish a Committee for Coexistence where discord cases can be brought and  where concrete answers to all kinds of internal conflict solutions can be found.
  4. Link with spaces where people feel more at ease, outside even their own work; make agreements with institutions where they can instruct them in the arts, music or other areas, so the employees will feel the need to do more and give more and therefore gradually leave aside their mediocrity.
  5. Conduct training sessions where they are taught the power of speech, self-acceptance and how valuable it is to express your feelings and emotions, all focused on self-esteem and on expressing your thoughts.

 

 

These are just some possible reasons why employees do not speak off their minds. There may be others in  your organization and if you want a more thorough diagnosis ClarityWave, our company, offers an excellent service where you can identify and evaluate all these flaws that may exist. Simply contact us and we will give you a timely response to your requirements.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™

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Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

 

Engaged Employees

10 Ways to Get Engaged Employees

In the workplace, in order to have engaged employees, one of the predominant factors for improving productivity rates and have a better work environment, is promoting ways so that employees feel comfortable and perform their tasks with more zeal and enthusiasm. To ensure that employees are more involved with their work, it’s a good idea to use a series of basic recommendations which are fundamental. Here are some of them:

1- Promote comfortable workplaces:

Look, not only for good ergonomics and postural places, but also suitable areas, good temperature and lighting, and that the work tools are available without much displacement to perform the work.

2- Permanent motivation:

Many employers and bosses think that the mere fact of paying a salary, or financially reward a job, is enough for workers to perform properly. Also important is the verbal motivation that instills, in the team, a sense of connection that allows it, not only to be in tune with the performance of the assigned tasks, but to keep track of the work assigned, and exalt the achievements. All of this results in a good motivation.

3- Create incentive plans:

that, by fulfilling achievements, may have access to certain benefits. These may be of economic nature like bonds or money, or you may create a plan with points to exchange for,  among other things, prizes, free days or public recognition. All of this will depend of course on the nature of the company and obviously will be based on finances too.

4- Ongoing Training:

There’s nothing better for your  employees than the feeling that their work is valued, as they learn more of the same or other related business activities or human development areas. This increases self-esteem and belonging.

5-Recognition of the work:

When an employee is recognized and valued for the work done, he/she will feel committed morally to be more involved in his/her work. The recognition can be done on a billboard posting the best employees, by giving him/her a diploma, or through the corporate website or intranet, among other means.

6- Promotion program:

To consider promoting someone for their achievements, makes that person to feel happy to belong to an organization that highly values the work done.

7-Days of distraction:

To implement, from time to time, integration meetings with the employees, where the values, the sharing and other activities are promoted, allows them to be motivated to perform their work with eagerness.

8- Relaxation:

When the company provides an area for workers to have the possibility to relax the mind, with relaxing couches or music, it becomes a very effective location for active results..

9- Ideas that propose:

Have the employees propose effective changes as to how to carry out their work.This will be beneficial for the company.

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10- Delegate:

Is to provide confidence and strength for the employees to take responsibility for certain tasks and make a positive assessment of them when performed satisfactorily.

 

These are just some ways. But with personal and group ingenuity you can devise other strategies that will result in greater involvement of the  employees in  their work.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™

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