In the first part, the team identifies the multiple sources of their happiness at work. Jochen’s team’s list included such things as challenging tasks, like-minded colleagues, and an open atmosphere – things that might show up on the lists of many teams – as well as a few items that are more team-specific.
This part of the exercise is valuable for two reasons:
- By naming what team members like about the work and work environment, it helps the team to recognize what is working; what is going right! Too often, the “squeaky wheels” (problems) get all the attention while the well-functioning, joyful aspects of daily activities get overshadowed. Naming the good stuff reminds us of what we like.
- Naming what makes us happy also provides an opportunity to find ways to spend more time and energy on those “happiness” activities, and to spread the environmental factors that lead to happiness. For most people, greater happiness brings greater productivity and energy, so it makes sense to maximize happiness.
The second part of the exercise is to identify those things that make team members unhappy. I was pleasantly surprised to see the team’s list shorter for this aspect than in part 1. It included such items as office noise, repetitive task and interruptions. (The last may be on everyone’s list!)
The critical aspect of Part 2 is for the team to also develop a strategy for minimizing the “unhappiness” factors. For example, to reduce the negative effect of repetitive tasks, the team resolved to better “use technology to automate them as much as possible.”
I have not yet conducted the exercise with any of my teams, but I hope to soon. Take a look at Jochen’s post and give the Happiness Reality Check a whirl. It might just make you happy!
Technorati: happiness, unhappiness, workplace happiness