Individual Factors That Create Personal Wins in the Workplace
In my last newsletter, we covered the first level of the Q12 survey, all about the basic needs that need to be met before you can get down to work. In today’s newsletter, let’s focus on something more exciting, you! What factors determine your sense of happiness and engagement at work? What needs contribute to your sense of fulfillment? This next set of questions addresses essential considerations for personal satisfaction in the workplace. Let’s get into it!
As you explore the first next four questions of the survey, pose the questions to yourself and answer using absolutely, somewhat, and not at all. When you find yourself answering with anything below absolutely, it’s time for you to re-evaluate and assess what you can do to change that answer.
Burnout is such a prevalent issue in the modern workplace the World Health Organization declared it an occupational phenomenon. Aligning your Strengths with your work is a powerful strategy for preventing it.
Question #3: Do I feel I have the opportunity to do what I do best every day?
Name your Strengths — I encourage my clients to keep visual reminders of their Strengths at their desks as a bit of positive motivation throughout the day.
Claim them — Your Strengths are your superpowers. Own them. Be proud of them.
Aim them — Turn the knowledge of your Strengths into action every day by channeling them appropriately.
How often do you show or receive praise for work? According to Gallup, it’s important to give or receive recognition every seven days, but not all praise is built the same. Here are the three attributes of effective recognition.
Question #4: I have received praise or recognition for doing good work.
Authentic — It has to be genuine and heartfelt. People will know the difference.
Meaningful — It should highlight the value of the person's work. It should highlight the importance of the work the person is doing.
Motivating — It should tap into what matters most to the individual.
No one wants to feel like a number at work, and feeling seen is a key combatant to that.
Question #5: Someone seems to care about me as a person.
Valued — Everyone should feel like a valued member of the team.
Respected — When employees treat each other with respect, it creates the foundation for a healthy work environment.
Authenticity — When employees feel their supervisor takes a personal interest in them, it creates positive relationships that lead to better trust and better work output.
The #1 reason for leaving a job is employees feel disengaged or stagnant in their careers according to Gallup, which is why a focus on growth is so important.
Question #6: Someone at work encourages my development.
Individualized — Whether it’s in the form of sponsorship, coaching, exposure, or visibility, employees should receive consistent and tailored support towards their development.
Intentional — That support should be directed and purposeful for each person. Individuals want to see the benefit of their efforts.
Ongoing — Genuine growth takes time. It’s a process, not a check box. Schedule regular check-ins and stick by your employees throughout their work life cycle.
Whether you’re evaluating where you are with these topics on your own, taking these to your manager to start a productive and supportive conversation, or a manager yourself using them as a framework to guide employee check-ins, they cover a range of important talking points. As I always say, taking the temperature and getting a discussion going opens the doors to great communication.
How can I help you dive into the Q12 survey? What kind of support would help you take stock in how things are and the kinds of changes you’d like to see. Let’s start the conversation so I can help you on your journey.