Why We Need Happy Employees
The desire to have happy employees is not just a social endeavour that is highly praiseworthy. Employee well-being also has to be promoted proactively from an economic point of view because:
Every HR employee is familiar with the challenge of finding qualified specialists. Depending on the position, qualified applicants are literally spoiled with choices between different job vacancies. Benefits and evaluation portals such as Kununu can play a decisive role here.
Satisfied employees represent a company positively towards the outside world. Corporations such as Google also rely heavily on the emotional connection of employees with the company because few things are more valuable than qualified employees with the appropriate corporate knowledge. Company commitment and loyalty should be a goal when defining an employee well-being programme.
Since the industrial revolution, workers have been fighting for fair working conditions. Fortunately, today almost all companies are aware that motivation has an impact on productivity and efficiency. However, this motivation cannot be sustainably achieved through threats or rewards, but only with sincere measures to strengthen employee satisfaction in the long term. In the end, satisfied employees are not only more productive and efficient; they are also more resilient.
Chronic headaches, depression, burnout. Sick employees quickly cost companies a lot of money. The fact that investments in occupational health and safety pay off is confirmed by a study commissioned by the German Social Accident Insurance in 2013: A Return on Prevention (ROP) was determined similar to the familiar Return on Investment. It was concluded that two euros could be saved for every euro invested. The comprehensive report on the study can be found here.
Now that we have established why employee satisfaction is so important to a company, the question arises as to how we can ensure that satisfaction. Many companies are introducing an employee well-being programme.
With the introduction of an employee well-being program, the company recognises the importance of the topic. This kind of programme can be integrated well into the business strategy of the company. The programme is designed to analyse risks and problems, establish goals and expectations, set limits and define actions.
The introduction of an employee well-being programme should also define how the programme’s performance is measured. Some indicators can be:
Which KPIs make sense depends on the goals, expectations and measures.
How employee satisfaction can be increased depends heavily on the existing corporate culture. Sustainable satisfaction is not achieved with short-term solutions. Some starting points are presented below:
HR departments and management should proactively promote the well-being and happiness of each individual employee. This assignment can be implemented and monitored with an employee well-being programme. At HR Campus, we are already testing a variety of softwares that can help businesses with this mission, and we look forward to working with our customers to develop and implement custom programmes.
Published: 27. August 2019