Why Joy at Work?
In our experience, joy gets better results, both in responding to a crisis and achieving company goals.
Welcome to the Research
We're investigating this hypothesis:
Joy at Work is a measurable state of being (for both an individual and an organization) that indicates to what extent the culture of an organization contributes to its success.
Our approach is to interview senior leaders at for-profit companies, non-profit, and government agencies of all sizes and apply Grounded Theory to understand the relationship across the already identified 10 Dimensions of Joy at Work.
You're welcome to take a look at our Joy Research Statement.
The Case for Joy at Work
Is it worth creating a joyful workforce? Take a look at this video to see why we think it is, and see the roles that are accountable for creating joy in the workplace.
Experience tells us that it's not what is changing that is most upsetting to people; it's how change is handled.
Even the most difficult change can be done in a way that is respectful of everyone involved, including those directly impacted, the decision-makers, the company, and their customers. With this idea in mind, we can see the potential for reframing change toward an upward spiral for the organization and the people involved in the change.
This Change & Joy Model illustrates the simple idea that how change is introduced and handled will impact the organization’s Joy at Work, which from our research, we see as the dimensions on the right. At the same time, the amount of Joy at Work already present in the organization will impact how well the change will go and whether the value of making the change is ultimately achieved.
Rather than thinking, “how can we get through this change with the least impact on productivity as possible,” you can ask, “how can this change be made and increase our joy in the process.” The first statement is a rational business question but misses the traction you can get through people by asking the second question. Even the most mundane business changes framed this way have the potential to uplift the organization.
Guide to Joy at Work ebook
Get a detailed view into the dimensions of Joy at Work revealed in 10 years of research done to understand what experiencing joy in the workplace means to leaders and employees.
Learn how the dimensions contribute to joy in the workplace and how to recognize the signs they're working well (or not) in a company. See where you have strengths and where you can focus to increase joy, and the results of a joyful workforce, for yourself. Practical tools are included so you can apply the Joy at Work Dimensions to your life at work, both individually and company-wide.eReader Format
Areas We're Currently Studying in Academic Literature
The role of positive and negative emotions on humans, individually and in groups
Upward spiral concept
Decision-making and the role of broad or narrow mindsets
The role of joy in organizational change
Employee agility and resilience and its affect on organizational change
Leader mental health
The cost of leading an organization under stress on leaders
The impact on leaders knowing they are harming employees
The intrinsic pleasure of work
Evolving expectations of work for the employer and employee
The Best Team Experience Research Survey
This is a research survey to collect information about the best team experience people have, either leading or being part of a team. The information collected supports a 10-year research effort to discover what it means to have Joy at Work.
If you'd like to contribute to the research, please share your experience! It will take about 15 minutes.