The Effects Of Happy, Engaged, Employees On Organizations And Strategies For Developing Happy Workers

2221 WordsNov 16, 20169 Pages
Shaun Achor is a Harvard professor who is at the forefront of research on the effects of happy, engaged, employees on organizations and strategies to develop happy workers. Achor (2016) admits that the reaction he receives from many organizations during his initial consultation when he inquires about their commitment to cultivating an engaged workforce is generally along the lines of, "we don 't need it, we pay our employees to be engaged". Anchor has spent his career proving these individuals and organizations wrong. Achor also notes that from a wage standpoint, these peer-to-peer recognition programs are profoundly cost effective. In working with a slew of Fortune 500 companies, he found that when comparing a small wage increase with a social recognition investment, the cost of the peer to peer recognition program was on average 5% of the cost of the wage increase and was able to provide half of the engagement boost. The return on investment here is extremely telling, though, Achor cautions, he is not advocating for the eradication of merit based wage increase. Instead, he recommends a blended approach that effectively utilizes both tools thus maximizing the ROI on both rewards for hard work and work engagement. (Achor, 2016) Engagement has been shown to be a significant and effective tool to increase the bottom-line. A study by Lyubomirsky, King, & Diener (2005) also notes that individuals that show positive attitude and cheerful characteristics receive more positive

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