The secret to being happy at work
Est. Read Time: 3 min.
We've all been sold a really harmful lie, by a lot of people. That lie is, to be truly happy at work, you must do what you love (or some variation of the same theme). It's complete garbage that's usually told to you by ultra-rich people who can do anything they want! Someone who really doesn't have to earn a living because they have a spouse earning a living for them, or someone who just flat out got lucky. Right place, right time, and does something they actually love for a job. Still, most of us define our happiness like this:
Step 1: Work really super hard.
Step 2: Really super hard work will make you successful.
Step 3: Being successful will make me happy.
I hate to break this to you, being successful will not make you happy. It will allow you to buy a lot of stuff, and let’s face it no one is ever sad riding a jetski! You might even feel good about your success, but if you're not happy before all of that, there's a really good chance you won't be happy after you gain success.
Let's start with this concept: Work Success ≠ Happiness
Have you ever met someone working a dead-end job, a just-not-going-anywhere type of job, but they're completely joyous?
I have. I envy those people. They don't define their happiness in life by the level of success they've obtained in their career. Their happiness is defined by a number of other things: Are their basic needs met? Do they enjoy the people they surround themselves with? Do they have a positive outlook on life? These individuals don't allow the external world to impact their happiness. Their happiness is derived from within.
In HR, I've been forced to learn this because I've had people try to sell me on the idea that engagement = happiness, which is also a lie. I've had incredibly engaged workers who are very unhappy people and very happy people who weren't engaged. I've found over time that I can do almost nothing to "make" someone be happier. I'm an external factor to their life. Don't get me wrong, as a leader I can give praise and recognition, I can give merit and bonuses, etc. While that might have a short-term impact to one's happiness, it's not truly lasting happiness that comes from within.
So, how can you help someone find their happiness? I think we have to start realizing that you don't have to "work" at something you love to have happiness at work. Putting work into the perspective of life is key. I like what I do a whole bunch, hell, I blog about it! But if I really thought about it, I don't "love" it. I love my family. I love floating on a lake on a warm summer day. I love listening to my sons laugh in pure joy. I find my happiness in many ways, only part of which I gain through my career.
My secret to happy work is finding happiness in a number of aspects in my life. That way if I'm having a bad day at work, or a bad day at home, I still have pockets of happiness I can adjust my focus to.
What is your secret to being happy at work?
You May Also Be Interested In:
An HR Leader’s Guide to Employee Retention After an Acqui-Hire
Sometimes, when you need to hire hard-to-find talent, the fastest and most cost-effective route is to acquire a company where that talent currently works. Known as acquisition hiring (or “acqui-hiring” for short), this practice also allows companies to add new products and services to their repertoire if they choose—but the driving factor behind the transaction is always human capital.
How COVID-19 Has Heightened the Need for Employee Engagement Surveys
In the early days of the COVID-19 pandemic, the idea that this unprecedented situation could be anything other than temporary was almost inconceivable. Employees talked about “when things get back to normal,” and managers planned for short-term disruption, rather than long-term change.
3 Ways to Increase Employee Survey Response Rates and Minimize Bias
The COVID-19 pandemic has highlighted the need for robust, nuanced, and responsive employee engagement surveys. With employee needs changing rapidly, it’s critical for HR professionals to understand how their workforce is feeling in the moment and over time. But while employee surveys can provide these answers and more, the quality of the data obtained is often directly proportional to the quality of the surveys themselves. Surveys that are poorly worded or not fully thought through can be more susceptible to a range of response biases, such as the desire to present oneself in a positive light or the tendency to gravitate toward categories expressing disagreement. These biases can skew the survey results, presenting an inaccurate picture of life at the company. But even if every response obtained is truthful and balanced, if few employees actually finish the survey, that picture will always be incomplete.
About Tim Sackett
I’m a 20 year HR/Recruiting Talent Pro with a Master’s in HR and SPHR certification, currently residing in Lansing, MI. Currently the President at HRU Technical Resources – a $40M IT and Engineering contract staffing firm and RPO. Prior to joining HRU, I was the Director of Employment at Sparrow Health System, Regional HR and Staffing Director with Applebee’s Intl., Retail Health Recruiting Manager and Regional HR Mgr. with ShopKo Stores and Pamida respectively. I’ve split my career half between recruiting and half between HR generalist roles – also split half between the HR vendor community and Corporate America – So, I think I get it from both sides of the desk.