Episodios
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Alex Kjerulf is the original chief happiness officer and in today's episode shares insights from his 25-year journey, emphasising that true workplace happiness stems from meaningful results and positive relationships; rather than superficial perks.
Alex reveals the growing global interest in workplace happiness, the benefits of remote working, four-day workweeks, and the pitfalls of relentless positive thinking.
Hear practical tips for fostering a happy work environment and to finding joy outside of work distinguishing it from mere job satisfaction.
Alex's tips for a happy workplace
Stop wasting money on the wrong things: focus on results and relationshipsStart with the leaders in your workplace (if they don't get it, nobody will!)Put somebody in charge of the happiness project (have a Chief Happiness Officer)Links and resources mentioned in this episode
Alex's book Happy Hour Is 9 to 5
The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work by Teresa Amabile and Steven Kramer
Alex's video 6 Reasons Why Greece’s New 6-day Work Week Will BACKFIRE
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Emma Halahan is an apprentice who has worked with the Dog Star Foundation and is now at Guy's and St Thomas's NHS Foundation Trust. In this conversation, Emma shares her journey as a Gen-Z leader, discussing her experiences with leadership, the challenges of transitioning between organizations, and the impact of her apprenticeship.
Emma also highlights the importance of empowering her team, developing team members who show initiative, embracing agile methodologies, and practicing radical candor with her colleagues.
Emma's tips for a happy workplace
As a leader, build a culture of multiplyingBuild radical candor: empathy and feedback with team membersTake the joy of joy at work seriouslyLinks
Multipliers, book by Liz Wiseman
Radical Candor, book by Kim Scott
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Learning from mistakes can create a more fulfilling work environment says our guest, Dr. Natalie Nixon, a creativity strategist, who draws upon parallels with jazz music's improvisational nature, to explore the intersection between creativity, organisational culture, and productivity. Natalie advocates for a human-centric approach to problem-solving and balancing curiosity with discipline towards fostering innovation.
Additionally, Natalie challenges traditional work culture by proposing the "motor framework" (MTOR), which values movement, thought, and rest. Her passion for dance exemplifies the joy found in activities outside of work, underscoring the episode's theme of creativity in a happy workplace.
Natalie's tips for a happy workplace
Building cultures of trust in the workplaceModeling self-inquiry as leaders and managersMotor activity is more movement, thought and restLinks
Connect with Natalie via LinkedIn
Figure 8 Thinking (Natalie's website)
The Creativity Leap (Natalie's book)
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Understanding that happiness can be tied to outcomes, and that joy can be connected to the process of growth and potential, in both life and at work, can be key to developing happiness in the workplace.
In this episode, Maja Djikic, an associate professor at the Rotman School of Management, University of Toronto, and author of The Possible Self, shares her "Wheel of Self" framework and explores the distinction between happiness and joy; and the implications of focussing on joy over happiness.
Maja also emphasises the impact of organisational culture on problem-solving and employee well-being, highlighting the role of leadership.
Maja’s tips for a happy workplace:
1. Allow people to pursue their own interests regardless of skill
2. Identify and address draining work elements
3. Recognise individuals needs for fulfilment
Links:
The Possible Self - Maja's book
Gallup
Maja Djikic
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Early and accurate diagnosis of breast cancer, particularly in younger individuals, is important not just in the workplace but to any individual in any team or community and this is at the heart of CoppaFeel's mission: to promote early diagnosis to 18-24 year-olds, which can lead to treatments being more effective and less invasive whilst working towards higher survival rates. CoppaFeel is a breast cancer awareness charity taking a happy and positive approach to serious business.
In this episode, CEO, Natalie Heskall, shares details of the organisation's training programs that enhance communication and teamwork, and the implementation of an approach that puts people first to empower projects and employees. She also shares Copperfield's adoption of a nine-day fortnight work schedule and the importance of playing to individual strengths.
Natalie's tips for a happy workplace:
Understand your purposeFoster by belonging to and building communityProvide autonomy for people to be themselvesLinks:
CoppaFeel
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Embracing neurodiversity in the workplace not only benefits neurodiverse individuals, but creates a more inclusive, flexible, and productive environment for everyone. By understanding and acknowledging different strengths and needs, we can reshape jobs and work cultures to foster a sense of belonging and joy, leading to more effective organisations.
Ludmila Praslova is an organisational psychologist at Vanguard University in Southern California. Her work focuses on embracing neurodiversity in the workplace and promoting a more inclusive, flexible, and productive environment for everyone. She champions the idea of understanding and acknowledging different strengths and needs to foster a sense of belonging and joy in workplace settings.
Ludmila’s tips for a happy workplaceCreate flexible social environments that allow people to connect in ways that work for them.Adapt work schedules, information sharing, and learning opportunities to suit individual cognitive strengths.Encourage a non-judgmental environment where people feel comfortable expressing their feelings without fear of criticism or misunderstanding.Cater to individual physical and sensory needs, like temperature preferences, noise levels, and work locations.
LinksConnect with Ludmila via LinkedInThe Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work – Ludmila’s bookLiberating Structures Immersion Workshop
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Going from startup to scale-up takes strategic planning and insight, along with a real understanding of employee happiness. Plus, crafting great job descriptions and letting people make their own decisions once they’re in a role are key to developing a team of A players.
Dominic Monkhouse has a distinguished career in scaling up businesses, especially within the IT sector. He successfully built two web hosting businesses from 0 to £30,000,000 within 5 years, and is an author of two books that demonstrate his insight and experience in business growth and people management.
Dominic’s tips for a happy workplaceHire great peopleShow them the destinationGet out of the way so they can do their best work
LinksThe Melting Pot – Dominic’s podcastConnect with Dominic via LinkedInMind Your F**King Business: The No-Nonsense Guide to Making Your Good Business Great – Dominic’s bookThe Founder's Survival Guide: Lead your business from start-up to scale-up to grown-up, by Rachel TurnerThe Jolt Effect: How High Performers Overcome Customer Indecision, by Matthew DixonHiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude, by Mark MurphyEmployees First, Customers Second: Turning Conventional Management Upside Down, by Vineet Nayar
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Employee happiness makes a big contribution to a company's success, as can self-management. But how do you know what’s really working, driving the business forwards, and helping it meet its targets?
This week's guest is Pieter Jelle de Brue, founder of digital agency Statik, a company that values employee happiness and has adopted a self-managing structure with multiple autonomous teams. They’re continuing to grow and evolve, and one of the metrics they’re currently conducting an experiment to find out if what people say about employee happiness really does have a measurable impact on a company’s bottom line.
Pieter’s tips for a happy workplaceTrust people to organise themselves when the purpose and goals are clearRun small experiments to continuously evolve and improveValue employee happiness as a measure of success
Links2024 Happy Workplaces ConferenceConnect with Pieter via LinkedInReinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage in Human Consciousness, by Frederic Laloux
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A four-day work week doesn’t simply lead to longer weekends. When implemented right, organisations can maintain the same level of productivity, and give their employees significant – and measurable – increases in happiness.
The four-day week challenges traditional concepts of work and productivity and encourages companies to measure output rather than time spent working. This shift in approach has led to reduced stress, fewer sick days, and enhanced team cohesion.
Andrew Barnes is the originator of the four-day work week idea, which has now become a global movement and has been implemented in multinationals, governments, and NGOs worldwide. Andrew has written a book on the four-day week and has been involved in numerous implementation pilots in countries and companies of various sizes.
Andrew’s tips for a happy workplaceIntroduce the four-day working weekLook after your buildingPut great art up on the walls
LinksConnect with Andrew via LinkedInThe 4 Day Week: How the Flexible Work Revolution Can Increase Productivity, Profitability and Well-being, and Create a Sustainable Future – Andrew’s bookThe Four-Day Working Week at HappyHappy’s apprenticeships and long-term development programmesHappy’s Level 5 Global Majority Empowerment Apprenticeship programme
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Before chasing the latest technologies or trends, organisations need to focus on building a strong foundation and core capabilities. They need a culture that encourages learning, collaboration, and transparency, and to have leadership that prioritises long-term success over short-term gains.
In this episode, Henry is joined by Howard Yu, a renowned strategist and innovation expert, a Thinkers 50 strategy award winner, and the Lego Professor of Innovation and Management at the IMD business school in Switzerland. With extensive experience studying and analysing companies' longevity and their ability to sustain new growth, Howard is now the author of Leap, a book exploring how successful companies have been able to transform themselves and adapt to new challenges.
Howard’s three tips for a happy workplaceDocument and share as much as possible, providing access for all employees so they can understand the decisions the company is making.Create a data-rich work environment where openly discussing and documenting failed experiments is encouraged. Capture realtime decision-making processes so everyone can learn from their mistakes.Allow independent teams to operate as micro-enterprises, or adopt Jeff Bezos’ “two pizza” rule.
LinksConnect with Howard via LinkedInLeap: How to Thrive in a World Where Everything Can Be Copied – Howard’s bookBuild: An Unorthodox Guide to Making Things Worth Making, by Tony FadellThe Innovator's Dilemma: When New Technologies Cause Great Firms to Fail, by Clayton ChristensenAmazon’s Two Pizza Rule: one simple rule for maximising meeting effectiveness
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Creating democratic workplaces lead to accelerated growth and a culture that people love. By giving power to employees and treating them with dignity and fairness, companies can tap into the full potential of their workforce.
Transitioning to a democratic workplace takes a specific mindset, democratic leadership skills, and the implementation of systems and processes that value transparency and accountability. But not only does it increase employee satisfaction and engagement, it can also result in significant revenue growth.
Traci Fenton is the author of Freedom at Work and the CEO of WorldBlu, an organisation focused on democratic workplaces. Traci has been working for decades to help build freedom-centred democratic workplaces and has collaborated with hundreds of companies around the world.
Traci believes in giving power to people and creating environments that value transparency, accountability, and the inherent worth of every individual. In her discussion with Henry and Maureen, she emphasises the transformative impact of democratic principles on organisational success, and highlights the accelerated growth and positive culture that democratic workplaces can create.
Traci’s tips for a happier workplaceAdopt a mindset of valuing every individual's worth and giving power to the people. Treat employees with dignity and respect.Develop democratic leadership skills, including meaningful conversations, active listening, fairness, and transparency.Implement systems and processes that support freedom-centred principles, like transparency, accountability, and choice.
LinksConnect with Traci via LinkedInFreedom at Work: The Leadership Strategy for Transforming Your Life, Your Organization, and Our World – Traci’s bookJoin Happy’s Liberating Structures Immersive WorkshopWorldBlu’s Freedom at Work scorecard
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A culture of trust, empowerment and respect towards employees leads to a successful and sustainable business model, higher levels of customer satisfaction, and a happy workplace. That ethos has been key to Handelsbanken’s operation for over 40 years, and has led them to top ratings in UK customer satisfaction for 15 years.
It also makes financial sense. The banking group has been the most profitable within its peer group for nearly 50 years.
Bernard Charles is Chief HR Officer at the UK division of Handelsbanken, a decentralised banking environment that prioritises individual and corporate banking customer relationships. The group’s unique approach to banking includes a lack of individual sales targets and a bonus structure that is equally distributed among all employees, regardless of their position in the company.
Bernard’s tips for a happy workplaceCultivate a culture of trust within your organisation. Believe in your employees' capabilities and trust them to make the right decisions.Provide your employees with the right conditions to make decisions in their areas of expertise. This not only creates engagement but also fosters a sense of ownership and shared purpose.Respect each employee as an individual in their own right. This includes creating an environment where everyone feels like they can bring their whole selves to work and where everyone has the opportunity to be included and heard.
LinksConnect with Bernard via LinkedIn
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Creating a culture of psychological safety is crucial for organisations. By fostering an environment where people feel safe to speak up, share their ideas, and take intelligent risks, companies can promote learning, innovation, and growth. Celebrating failures – especially intelligent failures that result from thoughtful exploration – can encourage individuals to take risks and contribute to the collective knowledge of the organisation.
Amy Edmondson is largely credited as the founder of the Psychological Safety movement. She’s written five books, and her work focuses on the importance of psychological safety in organisations and how it contributes to innovation, learning, and success. She’s conducted extensive research on creating environments where individuals feel safe to speak up, share ideas, and take risks.
In this episode, Amy shares examples of organisations that have successfully created psychological safety, the concept of intelligent failures, the challenges of creating psychological safety in remote work environments and the importance of active listening and inviting participation.
Amy’s tips for a happy workplaceCreate a culture where people feel safe to contribute their knowledge, questions, expertise, and concerns.Monitor your response and show genuine interest and appreciation for what others are saying.Use tools and technology to facilitate communication and collaboration.Encourage taking risks and trying new things, celebrating intelligent failures that result from thoughtful exploration.
LinksConnect with Amy via LinkedInRight Kind of Wrong: Why Learning to Fail Can Teach Us to Thrive – Amy’s latest bookNew Smart Working Code of Practice announced (PAS3000)Taking Risks, Making Mistakes: How Psychological Safety Drives Innovation
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Ricardo Semler’s radical book Maverick is now 30 years old. Happy was an early adopter of some of its key principles, and when software company cofounder Zahid Malik was looking for implementation examples, Happy was just about the only one he found.
As Semler’s work suggests, implementing a culture of trust, freedom, and autonomy can have a transformative impact on a company. By allowing employees to make decisions, fostering open communication, and providing guidelines and frameworks, organisations can create a happy and productive workplace. But it’s important to strike a balance and ensure that the right people are in the organisation who can thrive in a Maverick environment.
Zahid is the founder of called Risr. They specialise in providing software for education and training organisations to help them manage and run their assessments, exams, and continuing professional development. While he’s faced challenges in implementing the principles of Maverick, he’s striven to create autonomous units within his organisation, allowing teams to make decisions and operate in ways that best serve their customers.
Zahid’s top tips for a happy workplaceHaving freedom and autonomy is crucial for a happy workplace. Allowing employees to make decisions and have control over their work contributes to their overall satisfaction.But not everyone may thrive in an environment like this, so it's essential to ensure that employees align with the company's values and ways of working.Providing employees with clear guidelines and boundaries within which they can exercise their freedom helps bring structure and prevents chaos in the workplace.
LinksConnect with Zahid via LinkedInRisr – Zahid’s companyMaverick: The Success Story Behind the World's Most Unusual Workshop, by Ricardo SemlerCreating joy at work – Episode 2 with Cathy BusaniReinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage in Human Consciousness, by Frederic LalouxBullshit Jobs: The Rise of Pointless Work, and What We Can Do About it, by David Graeber
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As an organisation expands and new people come on board – either remotely in or in satellite offices – it can be hard to ensure everyone’s aligned with the same values and goals. This can lead to a lack of cohesion and a sense of disconnection among team members.
So organisations need to find creative ways to maintain their culture as they grow. TLC, a relationship charity based in Greater Manchester, which invests in its employees’ wellbeing. They give staff the freedom to plan their own career paths and make decisions across the organisation rather than working in a purely hierarchical way.
This week, TLC’s Chief Executive uncovers how the charity creates a happy workplace by promoting a sense of community, and giving employees the opportunity to shape and lead the organisation.
Michelle’s tips for a happy workplaceBe authentic and encourage others to do the same.Always listen and be open to ideas from anyone.Be willing to fail and commit to learning from it.
LinksConnect with Michelle via LinkedInTLC – Talk, Listen, ChangeHappy’s Level 7 Senior Leadership apprenticeship programme – the “Happy MBA”
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Creating a truly inclusive and happy workplace means understanding and addressing the unique needs and feelings of each individual. This involves actively listening to and communicating with employees, recognising and addressing implicit biases, and creating a culture of trust and fairness.
Creating connections between teammates and increasing knowledge and understanding of each other's backgrounds and strengths will help foster greater inclusion and happiness in the workplace.
Femi Otitoju is the co-founder of EW Group, an equality, diversity, and inclusion partnership. She’s been helping organisations become more inclusive since 1988. In her conversation with Henry and Maureen, she tackles unconscious bias and how it can be addressed through training and recognition.
Femi’s tips for a happy workplaceAssume good intent when people make contributions. Even if someone makes a mistake or uses terminology that might not be comfortable for everyone, start by assuming that they did not intend to offend anyone.Combat micro-aggressions with micro-affirmations. Consciously use small positive statements and gestures, like acknowledging people's presence, welcoming their contributions, and congratulating them on a job well done.When receiving feedback or criticism, assume good intent and respond with graciousness. Thank the person for their feedback and take the time to understand their perspective. Avoid getting defensive or dismissive, and recognise that feedback is a rare and precious gift that can help improve workplace happiness.
LinksConnect with Femi via LinkedIn
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Psychologically safety isn’t just about creating a comfortable climate, but about embracing discomfort. That’s because discomfort helps us grow and address complex problems, which in turn leads to greater psychological safety.
This means shifting from a parent-child dynamic to an adult-to-adult relationship within teams. That involves relating to people's potential, treating them as competent professionals, and involving them in the decision-making process.
A psychologically “safe” environment without a level of discomfort can hinder people’s growth and professional development, which can affect innovation and creativity.
To create a more psychologically safe environment, this week’s guest, Lisa Gill, suggests staying curious for longer, asking good coaching questions, and being honest and open about our challenges as leaders.
Lisa’s tips for a happier workplaceAllow space for people to be something other than happy if that's what's real for them.Create a climate of psychological safety by embracing discomfort as well as safety.Practice adult-to-adult conversations by relating to people's potential and being curious and empathetic.
LinksEpisode 10 – Beyond Budgeting, with Bjarte BogsnesConnect with Lisa via LinkedInWhy Psychological Safety is Important for Productive Teamwork, by Shane SnowJessica and Douglas Rauch from Aquadec on tradesmen and teal – from Lisa’s Leadermorphasis podcastThe Advice Trap: Be Humble, Stay Curious & Change the Way You Lead Forever, by Michael Bungay StanierBrave New Work: Are You Ready to Reinvent Your Organization?, by Aaron DignanLiberating Structures
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Co-management is a radical and fair way to run a company. One company’s approach of having no hierarchy and no bosses has allowed for a more collaborative and communicative environment, where teams can solve problems together.
Matt Perez is the co-founder of Nearsoft, a software company that practices co-management. Instead of having bosses, they have leadership teams that solve problems and make decisions. They also have a unique approach to dealing with poor performance before it comes an issue.
Matt’s tip for a happier workplaceWorkplace happiness involves being true to oneself and respecting others' boundaries. By finding common ground, differences can be resolved, creating a more collaborative environment. Face-to-face conversations are especially effective in resolving issues and finding common ground.
LinksConnect with Matt via LinkedInRadical Companies: Organized for Success Without Bosses or Employees – Matt’s bookMaverick: The Success Story Behind the World's Most Unusual Workshop, by Ricardo Semler
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Happiness is not just a feeling, but an action that can be intentionally built within an organisation. By prioritising happiness and promoting engagement, pride, and appreciation, companies can create a culture that leads to profitability and success.
Dr Pelè developed the concept of "profitable happiness", which centres around the notion that organisations can create a culture of happiness that leads to engaged and productive employees, and ultimately, profitability. Dr Pelè emphasises the importance of eudaimonic happiness, which focuses on engagement, meaning, and purpose, rather than just seeking pleasure.
With this framework, managers can create habits of profitable happiness by providing appreciation, autonomy, and recognition to their employees.
LinksProfitable Happiness: The 5 Key Habits of a High-Performance Organization – Dr Pelè’s bookThe Profitable Happiness PodcastEudaimoniaTry the Profitable Happiness software betaGo Kaba Monate – Dr Pelè & Mash Macaroni (closing music)
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Budgeting is time-consuming, can lead to quickly-outdated assumptions, and can stimulate unethical behaviours like resource hoarding. Beyond Budgeting is a management philosophy that challenges traditional management practices, specifically the budgeting process.
In this episode, Henry speaks with Bjarte Bogsnes about the problems with budgeting, and how some companies have broken free of the budgeting mindset. Bjarte is a senior advisor at the Norwegian company Statoil, now Equinor, and has been a key figure in developing and promoting the Beyond Budgeting philosophy.
Bjarte’s tip for a happier workplaceFollow the 12 Beyond Budgeting principles around governance and transparency, accountable teams, goals and rewards, and planning and controls.
LinksBeyond Budgeting: Business Agility in Practice – Happy’s event on July 12thConnect with Bjarte via LinkedInThis is Beyond Budgeting: A Guide to More Adaptive and Human Organisations – Bjarte’s book
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