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Study Finds People Who Show Their True Selves At Work Are Happier And More Productive

Study Finds People Who Show Their True Selves At Work Are Happier And More Productive

A recent study has shown that the more people show their true selves at work, the happier and more productive they’ll be.

“To thine own self be true, and it must follow, as the night the day, thou cans’t not be false to any man”. — William Shakespeare, Hamlet

In what is claimed to be the first causal evidence showing that workplace happiness does in fact matter, the study was undertaken by researchers over at the Social Market Foundation and the University of Warwick’s Center for Competitive Advantage in the Global Economy in a bid to understand the happy-productive worker.

The research included four different experiments and over 700 participants. The experiments involved showing random individuals either a 10-minute comedy clip or providing them with snacks and drinks. This was then followed up by a discussion to decide whether the “happiness shocks” (referred to in the report) had a positive impact on the participants.

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According to Fortune, other participants were asked to discuss recent events in their lives, such as family tragedies, so that researchers could determine whether the lower levels of happiness could be associated with low productivity.

The results showed that those that were treated to a funny video or treats had an average increase of around 12% in their productivity –  even going as far as reaching 20% in some. The study also found that there was a link between unhappiness and low productivity in those that discussed less-happier experiences – that could have a lasting effect of up to around 2 years.

Pair this up with the American Psychological Association’s 2008 “Authentic Personality” report that determined whether “authenticity is related to well-being”. The results clearly show that there IS a direct line between being yourself with being happy and productive.

With these studies in mind, you might be wondering what are some of the things that you can do to stay happy – and therefore productive – at work. Here are some great tips.

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Know your strengths, own your strengths

Once you know your own strengths in your profession, you can go ahead crafting them in an effort to own them. By knowing your capabilities, you will reduce the risk of self-doubt. Instead of thinking whether you’re able to do a designated task, you’ll be positively and assuredly able to know that you can do it.

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    Image via Paramount Studios

    According to Marcus Buckingham and LeanIn, there are four key signs to recognizing your strengths:

    • Success – This is the power of feeling in control and effective when doing the task at hand.
    • Instinct – This is the feeling of looking forward to doing the task because you’re aware and confident you can do it.
    • Growth – Knowing that the activity will help you to be focused and remain inquisitive.
    • Needs – Whether the task has knocked you out or not, you still feel fulfilled and have a sense of achievement.

    Don’t always aim to please

    By aiming to please, you’re instantly going against your natural instinct because you’re reaching out to be how someone else wants you to be. Whilst there are times when conforming for the greater good is more ideal in the situation, remember to make sure you’re not always aiming to please.

    It’s okay for people to disagree with your opinion from time to time – it’s your opinion, not theirs. Having an opinion means you have a voice. Even if people decide not to listen, you will ultimately feel proud that you at least spoke your mind and shared your feelings. Don’t be brash about it. Be sure to respect other people’s opinions and even company culture, but don’t be afraid to share your thoughts.

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      Image via Beyonce/Columbia Records

      The folks over at Game-Changer believe that true innovators don’t have a culture that aims to please the boss, and that employee freedom and responsibility go together:

      “The main point is people need freedom, support and challenge to make innovation happen; not to think twice about expressing themselves freely because they fear getting punished. Put simply, if you are afraid to say what you really think in a meeting, you are not free. You are a corporate slave.”

      Reflect on your values and who you are as a person

      To know yourself, you need to find out and realize what it is you are and what you stand for. This is not something that comes easy to many people, and can take years for people to properly figure out. Think of it as a stepping stone. Take the time to jump from one stone to another, learning another value of yours one step at a time.

      An easy way to start figuring your values out is to follow Colin Hile’s 5-step exercise on identifying what your core values are by applying contemplation, choice, and commitment.

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      If all else fails, just remember this, courtesy of RuPaul:

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        image via Logo TV

        Ultimately, if you’re not being yourself then you’re not going to be your most productive self. By figuring out what you stand for and taking steps on improving your situation, you will not only find happiness at work and life, but also boost your productivity.

        Featured photo credit: Rawpixel.com via shutterstock.com

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        Last Updated on February 21, 2019

        The Secret to Effective Conflict Resolution: The IBR Approach

        The Secret to Effective Conflict Resolution: The IBR Approach

        In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

        Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

        Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

        Conflicts are literally everywhere.

        Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

        Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

        Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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        Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

        Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

        Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

        The IBR Approach to Resolve Conflicts

        Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

        Step 1: Prioritize Good Relationships

        How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

        Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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        Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

        Step 2: People Are NOT the Cause of Problem

        How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

        Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

        Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

        Step 3: Listen From ALL Stances

        How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

        Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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        Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

        Step 4: Listen Comes First, Talk Follows

        How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

        Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

        Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

        Step 5: Understand the Facts, Then Address the Problem

        How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

        Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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        Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

        Step 6: Solve the Problem Together

        How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

        Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

        Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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