Happiness Index




The corporate world is increasingly convinced that the happiness, enthusiasm and commitment of employees is a cornerstone of both business and organizational success, and although the issue is not new in these scenarios, it has become a booming trend; very welcomed by big employer brands such as Amazon, Google and Apple because they have joined the welfare paradigm assuming that the happier the company is, the more productive it is and, therefore, more successful, so that there is a proportional relationship between a happy company and its success in the market, which deserves special treatment and emphasis on current organizational policies.

For Seligman (2002), “true happiness derives from the identification and cultivation of the most important strengths of the person and their daily use in work, love, leisure and education of children (p. 3) , so that it is not at all negligible that large corporations have taken a step forward in generating innovative experiences in the universe of organizational well-being of their employees.

In that sense, it can be said that science has been done by having understood that the relevance of happiness at work is key to business success, which implies having looked beyond the entertainment of a holiday for employees and , instead of just that, invest in work spaces where they are generated well-being so that they can fully develop their capabilities.

However, how to measure the happiness, enthusiasm and commitment of employees? How to click on a theme of the uniqueness of employees and that is as controversial as subjective? Given the propensity with which the subject resonates in the business world, the research teams of the business universe have entered into it and have managed to devise a set of tools with which the metric of this common and determining phenomenon is possible of human social life, so the results they show are being incorporated into current organizational strategies after the search for the effectiveness of companies and their growth.

Variables of Analysis of Happiness, Enthusiasm and Commitment of Collaborators in a Company
In general terms, it can be argued that to measure the happiness, enthusiasm and commitment of employees in a company, it is possible to address the following dimensions:

1: Recognition

Being one of the pillars of self-esteem, recognition becomes one of the main aspects that address the mechanisms for measuring the welfare of an employee, since not feeling recognized and paid in the face of the work done is one of the reasons for which many employees end up giving up their job functions, or their effects, generating a climate of discontent that usually ends up leading to more losses than gains in the work environment. The person must be recognized for what he is and does as long as this validates him emotionally, and this validation reinforces other virtues that drive him to achieve goals. Therefore, in an organizational study from the welfare paradigm, it is very important to know if the employee feels that the company recognizes their efforts, capabilities, skills and potentials impregnated with the work done.

2: Feedback

Feedback is absolute communication, so it is also a process of interest in measuring the well-being and motivation of employees, because if they do not feel heard they end up not being considered an important part of the organization so their levels of Work delivery is not usually the most exciting. Companies that use channels to express themselves based on a critical culture of their internal processes, march in a better way towards success, since they have constant listening among their organizational policies and establish diverse mechanisms to channel complaints, suggestions or other aspects of interest in its growth

3. Life-work balance

A company with a real sense of human management seeks that, in their spaces, employees maintain a balance between personal and professional, therefore, it is notorious that in any study measuring happiness, enthusiasm and commitment Of the employees of a company, it is contemplated to listen to what they have to say about it, since there should be no work situations that obscure the personal balance of employees in favor of business success, in this sense, in the study of this dimension emphasizes in being able to determine, from the mouth of the collaborators themselves, how diligent the organization is being in aspects such as time flexibility, recreational activities, time for celebrations, entry and exit times and others under which work it must be life and not immolation of it.

4: Wellbeing in the Company

The well-being in the company is another one of the edges to consider in the processes of measuring the happiness of the employees and not only because it has to do with offering them a healthy physical environment, but it is also about the emotional environment of the organization is conducive to job performance, since, otherwise, serious health problems occur in employees who end up affecting their performance and therefore in the company, so that, above all, the The goal of the organization should be to make its employees feel happy with what they do, because, apart from bringing good results in terms of production, it helps reduce stress, team tensions and absenteeism.

5: Relations with your boss

The healthy and friendly relations between the bosses and their employees are undoubtedly influential in the performance and productivity of the companies, with which, this type of link becomes an indicator to be measured in the analysis of the motivation and commitment of the employees in a company, because it provides information regarding the clarity of the tasks imposed, the autonomy granted to make decisions, the criticisms of the work performed and other aspects inherent to the chemistry that is promoted between the boss and his team.

6: Relations with your Partners

The constant flow of links put in common in favor of building the necessary equipment to generate the synergy of the company’s production processes, makes the relationship with co-workers as important as the relationship with the bosses, in essence, this This type of link is almost essential for the arrival of the objectives of the organizations, therefore, it is imperative to be able to study what is happening at the very heart of the links and bonds that are created between the co-workers from the narratives that they can make them; so, it is not uncommon for this to be one of the dimensions that is also considered as an object of investigation in the processes of measuring the well-being of employees, since it is certain that important information related to the processes of integration of the employee can be extracted personal, the vibration that is generated among the members of the organization, the establishment of the limits that help to reconcile the personal and the labor, the communicative flow between them, the obstacles that prevent the making of “team”, the fraternal ties that are generate, among many others more susceptible to these relationships.

7: Personal growth

That companies can ensure that their employees can be more self-confident, more tolerant and empathetic, that they can orient themselves and focus on achieving results, that they obtain higher levels of self-control and mastery of their emotions, that they fully appropriate Values such as loyalty, rectitude, honesty, among other aspects that their personal growth plans and programs offer for the development of their staff, is key in human management processes. Therefore it is very important to know how the employees of a company feel about it, to know if they consider they are being trained in order to improve as individuals, as a collective and as a team amid the daily dynamics to which their centers are subject job. In this sense, a good instrument for measuring the well-being and motivation of employees assesses their feelings in accordance with the processes of personal growth that they experience within the organizations to which they belong.

8: Alignment with the Company

The establishment of objectives is key in business management since these determine the directions towards which organizations are directed, so it is important that the skills of their employees are aligned with the achievement of such objectives, given that, in scope, each one must feel a fundamental piece moving in the same direction and direction as the company, so, to investigate how aligned the employees feel with the vision and mission of the company allows to measure how deep these objectives have penetrated them, and consider new strategies that allow them to hold on to them with greater commitment. For this reason, this other area of the corporate world that also seeks to measure within the framework of the paradigms of employee welfare, since, by unraveling the results of its measurement, critical nodes can be detected in the processes of promotion of the talent of the team, or in the evaluation of the skills and abilities of the employees, as well as in the support so that they improve them, it is also possible to reveal if they are being assertively supported in the development of new competences in various spaces of the company and with this determine where its performance is consistent with regard to institutional goals and purposes.

9: Professional Satisfaction

If a company echoes in a good way in its processes of quality, profitability and productivity of insurance, it will have employees in accordance with the conditions offered by their work environment, so professional satisfaction is nested in the set of working conditions that make the experience of the employees in their work centers are motivating and pleasant to the point of making them feel satisfied. Unsatisfied employees commit end up leaving the company, make mistakes voluntarily, do not feel part of the organizational project and contribute to lower performance and productivity, in that sense, it is necessary to measure employee satisfaction levels as they also This is an important indicator when determining how identified they feel with the company and its development and growth project.

10: Pride of Working in the Company

Happy employees are proud to belong to the organization in which they work, a happy employee is synonymous with productivity as he performs his professional practice in a better way, so, for companies to achieve that their employees glimpse job happiness is It is necessary to arrange the management in the face of the human, so that this allows the work to be enjoyed by ensuring that all aspects of what has been written above converge positively in a single place. For this reason, it is necessary that in the measurements of the happiness and motivation of the collaborators it is possible to delve into the valuations that can lead the employees to feel pride for the company to which they belong, not only because this is number 1 in this or that item, service or product, but also because it bets on the human face for the happiness of these and therefore their customers.

The Felicimeter measures the following aspects:
  • Recognition
  • Feedback
  • Work Life Balance
  • Wellbeing in the Company
  • Relations with your boss
  • Relations with your Partners
  • Personal growth
  • Alignment with the Company
  • Professional Satisfaction
  • Pride of Working in the Company

Measure the Happiness, Enthusiasm and Commitment of Collaborators in a Company

The current world of business begins to witness the birth of new tools to optimize business success, now betting, with a more acute and sensitive vision, on human management processes as potential means of organizational growth.

Next, a brief description of some of the emerging tools that push the happiness, enthusiasm and commitment of the collaborators in a company will be made in order to know succinctly what each one consists of, in general, all of them surveys with Qualification and estimation ranges that vary according to the novelty with which they were conceived, in these the variables referenced above are implicit, on the other hand, it is necessary to note that other forms are currently being developed to measure the employee’s welfare processes since those that there are not many, therefore these are in frank evolution

The Employee Net Promoter Score (eNPS): Some time ago, Fred Reinchheld and his team released in an article from the Harvard Business Review, the Net Promoter Score (NPS), an advanced tool with which you can measure “the enthusiastic loyalty of the customers ”while they were convinced that this was a potential weapon to promote business growth. In summary, the basic premise of what was achieved by this team was to determine that the happiness of customers, with respect to the company, led them to recommend its products or services to other people, which translates into growth and success .

Reinchheld, managed to devise a metric index that expresses the willingness of customers against the experience with companies and their brands, helping to calculate their loyalty and the growth potential of these, so it soon became a fundamental metric of the most used to measure customer satisfaction.

In the same way, the experience with the NPS was taken to another level when Reinchheld and his team discover, in the words of Valencia (2016), that “customers who have extraordinary experiences with a company, fill employees with energy and these in turn they optimize the customer experience with their enthusiasm. ” Important premises of the birth of the Employee Net Promoter Score (eNPS), an indicator that in addition to pressing the motivation and happiness of the employees of a company, also helps measure “their loyalty to it”.

Like the previous one, this indicator shows strong results based, according to Reichheld (2012), on a decisive question accompanied by a reason to “help see if it has been successful in the mission of enriching the lives that are touched” (p. 41). The simple procedure starts by generating a question: Would you recommend this company as a place to work for a friend? which is accompanied by another with which it is intended that the employee can argue why the answer to the previous question, the question may be of the type: What is the main reason that leads you to give this assessment? The first response is measured with a scale from 0 to 10, in which 0 means “very unlikely” and 10 “would recommend it for sure”, at the end, the results allow classifying employees into three types: promoters, liabilities and detractors.

In summary, the Employee Net Promoter Score metric aims to point out that if the employee’s work experience is optimal and embedded in nearby human management processes, he will feel free to recommend and invite others to experience his workplace, which evidences how much wellbeing it generates to collaborate and be part of the company.

The Corporate Happiness Scale (EFC): Under the technical support of the Data Group, a coalition with the Employee Net Promoter Score (eNPS) and the fusion of approaches wielded by positive psychology; emotional intelligence; behavioral economics; neuroplasticity and intrinsic motivation; Ismael Cala has been developing the Corporate Happiness Scale initiative as a happiness proposal with which it is possible to measure the quality of the work experience of employees in a company.

The premise is to go beyond the traditional theories of human management of leadership, the organizational climate, the culture of audits and business commitment, to approach, in a unique way, new levels of sensitivity and empathy with the use of a method that helps to measure variables such as personal motivation, commitment and purpose, positive emotions such as hope, gratitude and enjoyment, as well as good relationships between co-workers, also explores achievements, creativity, Healthy stress and willingness to recommend to the company.

In this sense, the scale, applied to a questionnaire of 29 questions for the members of the organization, seeks to measure “the level of well-being and potential for organizational growth, based on the state of happiness experienced by its employees”, for this purpose the aforementioned variables so that the results help organizations to recognize themselves and detect the potentials on which they «must leverage» to grow from their competitive advantages.
CELPAX: Brands such as Huawei, Yahoo, Forbes are using CELPAX to measure the happiness, enthusiasm and commitment of their company’s employees, this is a device that helps measure the work environment every day through pulse surveys, it is strategically placed at the exit of the workplace. In a panel that clearly reads, how was your day? The employee can choose between two buttons, one green and one red, the green presses the expression of pleasant daily work experiences and red for the opposite.

The device is connected to an online console that shows the work environment, and with it it can be determined if greener or red days are being achieved at work, or if the organizational climate increases when activities, meetings and others are organized. The premise is that with the results obtained, organizations can talk about them and find solutions that allow them to improve in favor of overcoming obstacles that limit the potential, development and growth of their employees and their productivity.

LUXAFOR: This tool from the world of devices helps to indicate the level of personal productivity, in addition, it is considered one of the new tools and technologies that have appeared to improve the internal communication of companies. On premise, LUXAFOR is a light mechanism that companies use to indicate, by means of colored lights, when a team member is busy and needs to be concentrated, so he deserves not to be distracted or not annoy, it also helps employees to be aware of what is important by receiving instant notifications.

The device is not a direct measure of employee welfare, but it allows organizations to measure how they are communicating, the moments of productivity they are having, create collective rapport in the organizational climate and receive feedback using lights in communication. . Corporations such as Google, YouTube, Facebook, Bank of America and others have housed the device as a way to focus management on teams and not on people, which is important in the arrival of institutional achievements.

Succinctly it has been possible to appreciate some of the mechanisms to measure the happiness, enthusiasm and commitment of employees in a company, in essence, it is facing Gamification mechanisms, a modern trend that is incorporated into corporate research processes to know the skills of the employees and extract from them and their experimentation by the processes of the company, those useful information that allow to redefine it from their potentials, since, as Seligman (2002) states, “the key is not to find the job adequate, but in finding, through a reorientation, a job that satisfies ”.

The above begins to force organizations to use endomarketing as a way to include, among their marketing strategies, campaigns that reflect the preferences of their employees, as well as their commitment and well-being to their workplaces, going well beyond the usual and no less important, customer-centric campaigns, since, added to this goal, the goal is also to have happy employees, while, as mentioned above, this generates benefits that translate into growth corporate, satisfied customers and therefore better positioned brands, employers and productive.

So, under the welfare paradigm, as stated by Valencia (2016), “the main factor that makes a company a great place to work is precisely the frequency with which employees have the opportunity to be proud of the way they treat customers and therefore receive a deserved ovation in the form of a 9 or a 10 from them ”.

In that sense, systemically intelligent organizations will cause Human Resources departments to reinvent themselves in divisions capable of taking on the challenges imposed by the strategy of generating happy employees who are behind the happy clients required by the successful and productive company. which then demands to present itself as an organization always lends itself to learning, since, according to Senge (1990), «The art of systemic thinking consists, among other things, in assessing the consequences of the act we choose.» When people say “No one can stop us” or “We are on the rise”, there is a reinforcing cycle that is heading in the “virtuous” direction that everyone prefers. When people say «We go to hell», «We roll downhill» or «We sink more and more», is caught in another kind of reinforcing cycle, a vicious circle.