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Posted by on Mar 30, 2013 in Engagement, Featured | 4 comments

Is it possible to flourish at work and be happy?

untitled_2_by_mitokafander-d3ddmq0_700x300

Do you punch the clock or do you arrive at work to do your best?
Do you complain about your workplace or do you seek to be part of a solution? And if there is no solution, do you find one – perhaps by leaving?

I’ll stop dancing around the point: is it possible to flourish at work?

Odd question? I don’t think so.

Flourish means to grow in a healthy way, vigorously. It means to thrive, do well, be happy, prosper. Can you see yourself doing this at work? And if not, why not? You have a choice in the matter.

If you’re a manager, imagine employees growing in their work with vigor. Imagine employees happy. That they take such purposeful steps to do good work is worth investigating and finding out how to make it happen.

Can you see yourself flourishing at work? And if not, why not?

The possibility for employees to flourish at work is not a notion for “some other workplace.” It can be a reality you create for your team. You can help employees flourish. You can help employees find happiness at work.

If you’re a manager, imagine employees growing in their work with vigor. That they take such purposeful steps to do good work is worth investigating and finding out how to make it happen.

The possibility for employees to flourish is a management imperative. It can be a reality you create for your team.

Is there, however, business value in flourishing employees?
Answer these questions to decide:

  1. Does quality work matter?
  2. Do you need employees to increase discretionary effort?
  3. Does it matter if your employees are doing well in and outside work?
  4. Do you need employees to challenge their own skills and thinking?
  5. Do you need a solution to find and keep employees?

Answer yes to any of the above questions and you have a business case for helping employees flourish at work. If we spend ⅓ our life working, then help it be characterized by happiness and the outflows of flourishing employees.

See, it’s no longer acceptable to have a work environment that sucks the life out of employees. If it sucks for employees, it likely sucks the life out of you, too.

There are better ways to lead and manage a team. A solution can be found in helping employees flourish at work, feeling happy with what they do and with their work. It simply starts by connecting with employees.

Art by Mito

Shawn Murphy

Change Leader | Speaker | Writer Co-founder and CEO of Switch and Shift. Passionately explores the space where business & humanity intersect. Promoter of workplace optimism. Believes work can be a source of joy. Top ranked leadership blogger by Huffington Post. The Optimistic Workplace (AMACOM) out 2015

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  • http://twitter.com/PASmithjr Al Smith

    Hi Shawn.  Another fantastic post that should be read by everyone, especially leaders, CEO’s, managers, etc. It is so important.

    Thanks again my friend.  I know you CARE !

    Al

    • shawmu

      It’s a topic near and dear to my heart. Thank you, Al, for your continued encouragement.
      Enjoy your weekend.

  • http://www.frymonkeys.com Alan Kay

    Great post. I’d add the qualifier that flourishing at work isn’t a
    steady state. It comes in bursts in between the setbacks. So too with happiness
    – it’s not possible as a fixed state. Many folks aspire to it not realizing
    that matching our complex individual lives with the complex organizations we
    work in will present conflicting goals that don’t always result in happy
    outcomes. This makes them feel that happiness is elusive. It’s therefore important
    to observe and amplify the happiness when it happens, no matter how small.
    Doing this encourages more happiness and allows us to flourish. We can make flourishing
    and happiness a growth mindset. 

    • shawmu

      Great qualifier, Alan. It would be a bit eery if flourishing and happiness were steady state. It will also be found more prevalent in some areas and less in others – a mirror of the ebb and flow of work and micro-cultures. It can be a dominate state, however. It can be one that is integrated into the culture and is more common than not. 

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