Happy low cost trabajo
People don’t have jobs. brainly
The development of personal and professional skills, personal fulfillment, having a good boss and the acquired suitability to the functions of the position are also aspects valued by workers.
For 75.4% of the workers surveyed, the responsibility of a higher position and the salary received for performing this position are not synonymous with “greater” job happiness if they are not supported by other factors that are better valued.
Although the majority of the workers surveyed consider that there is no great difference in the increase in happiness whether one works for others or is self-employed, 41.1% believe that having one’s own business does bring greater happiness because “one has more freedom to organize one’s time”.
Vocational work is for most of those surveyed the greatest satisfaction, while for 20.2% vocation is not important to be happy, but “what is valid is to be comfortable with the work you do”.
There are companies that ensure that, in order to establish a good relationship with their consumers, they need to have it first with their employees, so these have become their focus of attention. We tell you how.28 Nov 2016
For Daniel Segarra, a professional in SEUR’s Customer Experience department, it is clear that this is not a mistake: “We must start from the idea that our collaborators must be treated and managed as if they were another type of customer, the internal customer”. In this way, employees and consumers are given equal importance, and become “a new lever of differentiation with respect to the competition”.
Whether they are called internal customers or employees, what seems to be increasingly clear is that their experiences and those of customers are interrelated. David Barroeta, People Director at Opticalia and member of the board of directors of the Association for the Development of Customer Experience, speaks of Customer Experience and Employee Experience as two sides of the same coin: “It is very difficult, if not impossible, to deliver a certain experience to our customers if internally we do not also live a series of values aligned with what we want to project externally”.
Japanese visionary Kazuo Inamori, creator of KDDI, one of Japan’s leading telecoms valued at $65 billion and with more than 30,000 employees, suggests that managers should focus on making their staff happier rather than working for their shareholders and customers. Inamori’s philosophy is “if you want eggs, take care of the chicken”. To generate positive emotions in customers, you need to have provoked them in your employees first.
Ask any leader and he or she is likely to say the same thing, but the key is to put it into practice. No one doubts anymore that happiness and increased productivity are two concepts that go hand in hand, but how do you really make your employees happier?
Trying to bring this concept to the company involves the development of corporate programs with formulas to promote well-being, salary or recognition. After all, health, money and love are the three aspects that traditionally provide happiness to the individual.
Recognition is important, but so is individual commitment, loving what we do, having a proactive way of thinking makes us better personally and is reflected at the collective level.
I believe that it is not necessary an exaggerated recognition, it is enough with a good word like “I love the presentation you made”, “very good job”, “I congratulate you because you are very proactive”, “thank you very much for being always attentive”, these and other phrases gladden the soul and motivate a lot, they can change a day completely. and not necessarily must be in public.