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How to create a culture of High Performance Happiness

In Where the Happy Talk About Corporate Culture Is Wrong Cliff Oxford makes the case that there is big difference between Human Resources Happy and High Performance Happy in organizations:

Here’s how I define H.R. Happy: Bosses are at least superficially nice and periodically pretend to be interested in employees as people. These employees can count on birthday-cake celebrations and shallow conversations about what their hobbies are outside of work. This approach allows H.R. people to do the job they love — compliance and regulations — instead of the job they should be doing — finding and recruiting the best available talent.

And the flipside:

High Performance Happy is an attitude with a skill set that says we are on a mission that is bigger than any one of us. We find our happiness in being on a world class team that is making a difference.

I don’t agree with all of Cliff’s advice on how to foster cultures of High Performance Happiness, but the distinction is certainly spot-on. As for how to get to a culture like that, I still think Jocelyn Glei has one of the best summaries in her article What Motivates Us To Do Great Work?:

For creative thinkers, [author Daniel Pink] identifies three key motivators: autonomy (self-directed work), mastery (getting better at stuff), and purpose (serving a greater vision). […]

As creative thinkers, we want to make progress, and we want to move big ideas forward. So, it’s no surprise that the best motivator is being empowered to take action. […] In short, give your team members what they need to thrive, and then get out of the way.

(link via Marcelo Somers)