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December Newsletter From
Let’s talk work happiness.
As many of you know, I research, write, speak, coach and conduct workshops all about happiness at work, which, by the way, always spills over into life.
I love the Harvard Business Review as one of my research tools for tracking studies about work happiness. I also use other great sources like Deloitte, Glassdoor, Gallup, Forbes, The Greater Good Science Center (My friend Emiliana R. Simon-Thomas is one of the movers and shakers there and she and her team do great work!), College and University studies, and my own research, case studies, interviews and surveys.
Here’s a fact that jumped out at me and what I want to talk with you about today.
It’s called The Joy Gap.
The Joy Gap is a real thing. I know this because I’m in and around companies, meeting with and speaking to employees, all the time.
Why is there a joy gap at work? In my experienced, humble opinion, it’s because too many people still think of work as a job with a paycheck. Not a calling.
You have to LOVE your job. Even the boring, annoying, demanding parts of it. If you don’t, you should get out as soon as you can, because your job is almost the biggest part of your life (apart from sleep). And for many of you reading this, I bet sleep comes second to work. And, work likely comes way ahead of social time with friends, exercise, reading, alone recharging time, and probably far in front of your love life. No wonder the therapy business is booming!
Work that is just a job can be a very lonely existence.
Think about it.
You go through rounds and rounds of interviews (some are really tough).
“Sell me this pencil. We have a client who messed up…how would you handle this terrible situation? When did you fail miserably at something? Why should we hire you? How are you going to make us money?
And then, after you feel like you’re the worst person in the world, you get the offer! Yay! You don’t know how you did it, but you did and you’re excited.
But before you even start, you have to sign a contract that says something like …
We are happy to offer you this amazing position, but it’s really only for 90 days, which we call the trial period, because if you suck or we don’t like you or you wear weird clothes, we can simply say sorry, it just didn’t work out.
That’s not the exact wording, but underneath it all, it’s the meaning.
You start your new job at this (you’re not even sure that you want to be there after all) amazing company, and you have to walk on eggshells for at least 90 days. You would think that through all the questions, personality tests, background checks, peeing in a cup, meeting all the partners, founders, C-level muckamucks, that they would feel strongly enough about you to say, we’re all in too! But they don’t. Hence, a big mistake that companies make on attracting and retaining top talent.
You can rewrite that offer letter in a way that welcomes your new recruit, who you are secretly bragging to everyone you know – I hired that amazing candidate!!!!
And you can onboard in a way that achieves contagious commitment with that star employee you just high-fived the entire office about, but who is secretly regretting their decision based on your we’ll just have to see approach?
How do you do this? You change your recruiting process so that #1, you are sure that you have hired the best of the best sir! Love that line from Men in Black.
And #2, that they will feel like they just made the career move of a lifetime. They feel like they’re all in!
And how do you change your recruiting process? It has a lot more to do with gathering data in a systematic, non-threatening way so that when you finally make the hire, you have no doubt. And, neither does that superstar you are pining for. They become so jazzed about your company that the word JOB doesn’t even enter their minds.
You onboard them with a set process that starts the moment they do. They must feel valued and part of the family right off the bat or you just started a losing battle. You need a set program for each and every employee that includes mentors, teams, openness, learning, fun and celebrated challenges.
What program do you have in place to attract and retain the best talent so that there is no Joy Gap at your company?
Are you wasting time and money hiring the right person but giving them the wrong impression and then watching them leave voluntarily? Guess who loses? You do! How much do you lose? According to Gallup:
You need to head off this problem before it becomes one and your company becomes part of the statistic.
It’s time to start thinking about the state of your workforce over the holiday (and your own aspirations too) if you want to make 2020 your best year yet!
If you’d like to learn more about the secret sauce to recruiting and retaining top talent, reach out to me directly. firstname.lastname@example.org.
I’m working on my next happiness book, booking my next round of podcast guests and secretly working on a second novel in my spare time, of which I have found some in the wee morning hours! OK, so it’s not a secret anymore.
I am writing more for companies too. All sorts of writing. Blogs, Work Happiness Email Campaigns, Employee Happiness Recruiting and Onboarding Programs, Social Media Posts, Happy Job Descriptions, Happy Offer Letters and more. The happy ride continues.
If you have a friend (maybe that friend is you) that is looking for guidance toward a new career direction, I do that too, and have for more than 17 years.
It’s called Priority Career Coach. Click on the link to learn more if you’re interested in how I help you land your dream career – not just a job with a paycheck. I love coaching individuals as well as companies.
Finally, and the last update – promise … I pinch myself on this one.
I am co-hosting a small retreat in Ojai in March for women only. Sorry guys. Will include you next time. It’s all about you and your inner journey and it’s held in a very cool, spiritual space. It’s way outside my corporate comfort zone, but way within what I believe and practice for work/life balance on a daily basis. We all have a sense of spirituality at our core. I’m just admitting it. J If this freaks you out, it’s definitely not for you. If you’re curious, maybe it is…
To learn more and get on the launch list, email me (email@example.com). A website will be up in January to explain in detail and accept applications. Thank you, thank you, thank you!
End of update. Thanks for sticking with me!
Here’s to your work happiness!