Imagine that you come to work and the people in your group all seem to be in a better mood! They complain less and seem less stressed. AND they get more done! You can make this dream a reality by learning about the 5 Key Areas for Creating a Positive Performing Workplace.
Instead of addressing these areas, many organizations play the blame game. They blame their people for not being engaged, motivated, or productive enough. But how easy do you make it for your people to bring their best every day?
I’m guessing that you consider yourself a motivated person who cares about your work. But have you ever been in a situation that made it hard to get things done? Or have you ever felt like your work situation drained your energy? Take a moment to think back and consider how your work experience impacted you.
Now think about a project, team, boss, etc. that you enjoyed; that was just the right amount of challenge, that made you feel like you were having an impact. How did that situation affect your productivity?
Now consider the people on your team, in your department, or in your organization. What kind of work situation are they having? Do you even know? Do they feel included? Are they reminded about why their work matters? Do they feel heard?
Don’t blame your people!! Make sure you’re creating a positive work situation so they (and your organization) can maximize their success.
Here are five key areas that can make a BIG impact on your organization’s work situation. Consider each of these to find more ways you can help your people to be their most positive and engaged selves.
The 5 Pillars of a Positive Work Situation
Research reported by Rochester experimental psychologists Edward Deci and Richard Ryan, research summarized by author Daniel Pink in his book Drive, and research from Gallup, can be summarized in five main categories that impact our experience at work.
- Autonomy (feeling they have some influence and control in their work)
- Mastery (feeling they have opportunities to grow and use their strengths)
- Purpose (feeling alignment and a sense of meaning with the organization and their work)
- Belonging (feeling a connection with the organization and their colleagues)
- Physical & Psychological Environment (the surroundings are functional and uplifting and the overall attitudes of other people are encouraging and helpful)
Although there are many “guaranteed” systems in books and programs that claim to have the answer to motivating employees and improving engagement, there is no “one size fits all” formula that works in every company or industry. Your organization is unique in its personality, goals, challenges, and people so it’s important to find what works for you.
That’s why it’s critical to use these areas as a guide. Explore what your organization is already doing to promote each of these areas. Then consider what areas are the weakest and could use the most attention. Who else can you talk to that has a good feel for these areas?
Sometimes leaders and managers have limited information on the work experience of their people. Make sure you’re not assuming you know if they have strong feelings of autonomy, mastery, etc. Find reliable sources that give you accurate feedback.
Want more ideas on how your organization can use each of these five areas to create a more positive performing workplace? You can sign up for a series of articles at the top of this page that dive deeper into a variety of examples in each of these areas and will help you apply them to your unique situation.
Tina Hallis, Ph.D., is a positivity speaker, trainer, author, and founder of The Positive Edge, a company dedicated to sharing the science of positivity to improve the quality of people’s work lives and the quality of company cultures.