Positive Psychology & Wellbeing at work
How to create a psychologically healthy workplace.
Happiness and well-being in the workplace is an increasingly high priority for business leaders. Our values-based programmes demonstrate that employees thrive and are more capable of realising their full potential when they work in an environment that sets them up for success. When we apply positive psychology in our communication, we promote psychological safety in our relationships and teamwork, creating a workplace where everybody can speak up without fear of embarrassment or punishment. It creates an environment that focuses on strengths, collective results and healthy dynamics, rather than problems and mistakes. Any situation that deals with being human and imperfect might seem vague and a bit daunting, but that doesn’t mean you should ignore it. What are some of the first steps to fostering inclusion and a speak-up culture in the workplace?
The role of positive psychology and happiness.
It’s not as wishy-washy as it sounds. Positive psychology is when you examine and understand how positive experiences can help individuals thrive in a working environment. It’s about taking the time to understand what makes your team flourish, feel good, and perform at their best. We often review the negative experiences, but do we place the same importance on understanding how the positive ones affect feelings and performance?
The PERMA model, developed by American psychologist, Dr. Martin Seligman, is a five-element formula and a practical method for boosting happiness and well being. The model comprises five elements that Seligman deemed essential to human well-being; Positive emotions, Engagement, Relationships, Meaning, and Accomplishment. The PERMA acronym is useful to aid leaders who want to improve their team's engagement and well-being.
Positive Emotions: If we feel good, consequentially, it positively impacts our behaviour at work. Focusing on positive experiences and emotions helps us perform better. Did something work well? Make sure you discuss and share some of the reasons why. How did people work together? What were some of the behaviours that contributed to it? Introducing more discussion on positive experiences may see your team feeling more hopeful, even taking more risks and opportunities.
Engagement: If you’re engaged in a task, you can feel genuinely content and immersed in the moment. Being bored and idle doesn’t breed high performance. Take the time to identify your team’s personal strengths and abilities, and match these to the tasks at hand. Cultivating confidence, productivity, and value takes time. However, team members are likely to reach their full potential when they’re fully engaged with activities that absorb and inspire.
Relationships: We’re inherently social beings, craving love, emotional connection, and physical contact. Pay attention to the role of relationship building and maintaining plays in the work environment. Are there any unhealthy relationships in your team? Do you know which relationships are the strongest? Some relationships struggle because of a lack of communication or not making enough time for each other. Create balance in your team’s relationships by offering more time to listen and share, with a view to strengthen those connections that need a little support and also to maintain healthy dynamics.
Meaning: Human beings need a sense of purpose. As individuals, we flourish when we feel part of a community pursing positive, common goals. If we believe our tasks are worthwhile and contribute to something greater than ourselves, we feel a greater sense of happiness and well-being. It helps us to feel as though we’re using our time and energy for the greater good. How can you create greater meaning? Incorporate more discussion by referring to the business values that often echo the organisation’s broader purpose and demonstrate the more profound mission of everyday tasks.
Accomplishment: Creating and working towards objectives and goals, and celebrating our achievements gives us a sense of accomplishment. It means enjoying the path to success, just as much as the achievement itself. When we achieve success, we’re more positive and hopeful about the future. Identify your team’s ambitions and cultivate the skills needed to achieve their goals. Performance reviews should centre of long term goals as well as appreciating the smaller accomplishments along the way. By discussing both the setbacks and failures alongside any successes, you’ll cultivate greater long term resilience.
As leaders, if we take important and necessary action to connect as human beings, incorporating the PERMA model into our daily routines, we create a more psychologically safe, engaged, and healthy workplace. It means our team members can express themselves freely and feel valued, without any fear of retribution. The emotional contagion translates to health, productivity and performance. Please reach out if you’d like some training and advice on improving your organisation's psychological safety.