This document provides strategies for creating a happy and engaged workforce. It discusses the ROI of employee happiness and engagement, including higher productivity, sales, and creativity. It emphasizes aligning company vision, mission and values with employee work. It identifies seven facets of engagement: feeling valued, meaningful work, good relationships, an enabling environment, effective leadership, opportunities for growth, and appropriate rewards. Specific tactics are suggested for each facet, such as collaborative performance management, flexible work, and recognition programs. The document also discusses onboarding best practices to build engagement from the start.

1. How to Create a Happy Workforce in
Today’s Ugly Social Climate
Catherine Mattice Zundel
MA, SPHR, SHRM-SCP

2. Catherine Mattice Zundel
MA, SPHR, SHRM-SCP
www.CivilityPartners.com
Info@CivilityPartners.com
619-268-5058
Speaker, Author, Consultant and Trainer
Catherine Mattice Zundel | Civility Partners

5. Agenda
• ROI of employee engagement and happiness
• Leaning on your vision, mission and core values
• Interview questions that ensure culture fit
• Seven facets of employee engagement and turn-key ideas
• Onboarding that builds engagement and happiness

7. Happiness is a state of well-
being that encompasses
living a good life - with a
sense of meaning and deep
satisfaction.
Psychology Today

8. Happiness is a combination
of how satisfied you are with
your life and how good you
feel on a day-to-day basis.
Happily.com

9. of positive experiences is a much
better predictor of happiness
than intensity.
A dozen mildly positive
experiences will make you
happier than one promotion.
Frequency

10. Altruism
Increases happiness

11. Keeping a "2*3" journal
Increases happiness

12. ROI of Happiness
31% Higher
productivity
37% Higher sales
3xs Higher creativity
A meta-analysis of 225
academic studies found
happy employees have:

13. Engagement is being
involved in, enthusiastic
about and committed to
the work and the
workplace.
Gallup

14. A profound connection to
work tasks, teammates, and
the mission.
Me

16. ROI
OF ENGAGEMENT
Employer Brand Performance Profitability
Customer
Satisfaction
Companies
with a strong
employer
brand enjoy
50% cost-per-
hire savings.
Engaged
employees
outperform
disengaged
employees by
202%.
From 2011-2015
Scripps Health
focused on building a
culture of trust and
saw increased
profitability of $62m in
those four years.
Engaged
employees
increased
customer
satisfaction
levels by 80%.

17. Lost time
Employees
who feel
bullied spend
52% of their
day talking
about it.
Performance
Of workers on
the receiving
end of incivility,
48%
intentionally
decrease their
work effort.
Profitability
$13 billion is
lost annually
due to
workplace
bullying.
Commitment
Of workers on
the receiving
end of incivility,
78% say their
commitment
declines.
Cost
OF A YUCKY ENVIRONMENT

18. How do you drive engagement and happiness?

20. Your vision, mission and core values
should be profound and emotional,
driving people to feel something when
they recite them, and feel a sense of
importance when they live them.

21. •Don’t skimp on the chili
•Don’t skimp on the service
•Don’t skimp on the quality
•Don’t skimp on the fun

22. “Don’t Skimp on…”
• Quality work: Always goes the “extra
mile” to complete work; self-starter of
tasks; work does not need to be re-
done; it is clear a strong effort went into
tasks.
• Fun: Always perceived to be in a good
mood; clearly enjoys others; engages
peers and customers in conversations;
seen with a smile regularly.

24. Feeling Valued
Contributions
Ideas
Mission critical tasks

26. Feeling Valued
1. Say thank you
2. Talk about how tasks
link to mission often
3. Listen and implement
ideas

27. Work
Autonomy
Flexibility
Job satisfaction

28. Work
1. Offer flexibility and
autonomy
2. Provide challenging
work
3. Assist in personal &
professional goals

29. People are happiest when
they're appropriately
challenged - when they
are trying to achieve
goals that are difficult
but not out of reach.
Harvard Business Review

30. This is due Friday.
I don't think most
could get this
done by Friday,
but I know you
can.You always
come through for
the team.

31. Team
Teamwork
Trust
Feedback
Communication
Decision-making

33. 4 Mechanisms for
Thriving Employees
1. Decision-making
discretion
2. Transparency
3. Civility
4. Performance feedback

35. Team
1. Train everyone on giving
feedback
2. Train managers on
collaborative
performance
management
3. Do something crazy with
onboarding

36. Collaborative
Performance
Management
1. What skills/talents do
you have that you’d like
to use more of?
2. Are there any projects
you’d really like to work
on?
3. What do you need from
me that you’re not
getting?
info@civilitypartners.com
for more questions

37. Environment
Culture
Place of work
Pride in company
Workspace

38. Environment
1. Redecorate
2. Create opportunities
for people to interact
3. Talk often about
values
4. Create a culture
committee
info@civilitypartners.com
for more questions

39. Leadership
Trust that leaders have
employees interests at
heart
Trust that leaders make
good decisions
Leaders provide resources

41. Leadership
1. Offer mentor/protégé
programs
2. Blog about internal
issues
3. Include leadership in
onboarding
4. Apologize when you
make a mistake

42. Growth
Advancement
Training
Learning
Innovate
Meet own goals

43. Growth
1. Book clubs
2. Budget for training,
professional
associations, etc.
3. Matrix teams
4. Lunch n’ learns

44. Reward
Performance rewards
Compensation
Benefits
Recognition

45. Reward
1. Ask how people want
to be rewarded
2. Reward with more
challenging work
3. Create wall of great
ideas
4. Use social media

47. How would you deal with an irate customer?
How do you do under pressure?
What are your strengths/weaknesses?
Traditional Questions

48. Culture Fit Questions
Describe the management style that will bring forth your
best efforts.
What did you like and not like about the culture at your
last job?
Which of our core values resonate with you the most?

50. 58% OF
EMPLOYEES
are more likely to stay at an
an organization for more than
than three years if they
experience structured
onboarding
Source:Wynhurst Group
Employee Onboarding

51. Ask the new hire's team to create a basket
of goodies.
Record a video of the new hire's team and
send it out before the first day of work.
Take new hires around the property to see
the layout. Then set up a scavenger hunt
on the second day.
Give the new hire a BINGO card with
information about employees. They have to
get BINGO by the end of the week.
Figure out ways to make sharing company
history interesting.
Fun
Onboardin
g Ideas

52. Celebrate
Involve Everyone

53. It’s easier to act your way
into a new way of thinking
than it is to think your way
into a new way of acting.
The Great Workplace
Burchell & Robin

54. IF YOU WANT A
STRATEGIC PLAN,
HOLLAR.
(And the 19 questions for 1 on 1’s and the
20 ways to live your core values.)
www.CivilityPartners.com
Info@CivilityPartners.com
619-454-4489
Speaker, Author, Consultant and Trainer