A business case for joy in the work place. This case answers the questions, is it worth creating a joyful team, who is accountable for joy in the workplace and how does joy at work contribute to the bottom line.

1. Joy at Work!
a case for joy in the workplace
Why Joy at Work?
THECHANGEDECISION©2019

2. Joy at Work!
58%
27% 54%
69%
58%
Current data tells us that the emotional connection people have with
their work, colleagues and company matters
58% say for job
satisfaction,
company culture is
more important
than salary
Source: Glassdoor
58% say they
typically befriend
a co-worker within
a few days or
weeks
Source: Olivet
College
27% say the
opportunity to do
more meaningful
work is why they
accepted a new
position
Source: PayScale
54% cite stress at
work as having a
negative effect on
their home life at
least once a week
Source: Wrike
69% will reject a job
offer if they find out
a company's workers
are generally
unhappy
Source: Hibob
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3. Joy at Work!
The simplest word that describes a positive
emotional connection is joy
“Real support
and
appreciation
from my
manager”
“The freedom
to be
creative”
“Respect,
teamwork,
integrity”
What joy at
work means to
me…
“The ability
to plan my
own day”
“Feeling
excited to
come to work
every day”
“Harmony,
peace,
working
together”
“Finding
connection to
the mission
of the
company”
“Feeling
fulfilled in my
work”
“A positive
work
environment”
What people
have told us
over the last two
decades.
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4. Is it worth the effort to create a
joyful team?
Joy at Work!
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5. Joy at Work!
Consider where people are focused
To survive and thrive, a
group must focus on three
things*…
1
3
2
External Forces
External disruptive
threats, such as,
competitors,
natural disasters,
economic
conditions, etc.
The Work Itself
The value the group
creates, i.e., the
purpose of the
company, the
purpose of the
group
Internal Strife
Internal
disorganizing
threats, such as,
conflict between
members of the
group
*Source: The Structure and Dynamics of
Organizations and Groups, Berne 1963,
p.67
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6. Joy at Work!
The Work Itself
How much are employees
focused on creating value
and achieving the goals of
the company?
3
2
1
Internal Strife
How much are employees focused
on interpreting workplace politics,
managing conflict with colleagues,
protecting themselves from job
loss, etc.?
External Forces
How ready are employees
to focus on threats that
come from outside the
company? How much focus
do they give to a threat
before they recover and
adapt?
Consider where your people are focused
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7. Joy at Work!
Decreases
focus on
External Forces
Increases focus
on
The Work Itself
Decreases
focus on
Internal Strife
The goal is to shift more focus to the work that achieves the
purpose of the company
Increasing joy while building
psychological safety and
emotional capital…
Employees trust
leaders and
colleagues and
adeptly manage
conflict
Employees are ready
to respond to
external forces, then
quickly recover and
adapt
Employees work
together to create
value, solve
problems, learn and
grow
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8. Let’s go a little deeper
Joy at Work!
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9. Joy at Work!
What is Psychological Safety?
Mistakes are primarily
treated as learning
opportunities rather than
a punishable offense
FOR EXAMPLE
Help is offered and
received well between
team members
FOR EXAMPLE
Feedback is frequently
requested and given with
respect and the
intent to improve
FOR EXAMPLE
Sensitive issues are
discussed constructively
to address risks and
solve problems
FOR EXAMPLE
All team members are
encouraged to contribute,
raise concerns,
and ask questions
FOR EXAMPLE
*Source: Psychological safety and learning behavior in work teams, Edmondson 1999
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10. Joy at Work!
What is Emotional Capital?
Team members feel loyalty
to the company
FOR EXAMPLE
Team members are
motivated to apply
themselves to help the
company succeed
FOR EXAMPLE
Team members make
ethical decisions to honor
their relationship with the
team
FOR EXAMPLE
Team members take risks
to help the team succeed
FOR EXAMPLE
Team members readily
forgive mistakes or failures
of leadership
FOR EXAMPLE
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11. Joy at Work!
Joy
Emotional Capital
Psychological Safety
Psychological Safety over time builds Emotional Capital and
cultivates and sustains Joy
Trusting Relationship
Emotional Connection
Interpersonal Risk Taking1
2
3
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12. Joy at Work!
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Intention + Effort + Time =
A Joyful Workplace

13. Joy at Work!
Joy Roles and Accountability
Have the authority,
budget and
accountability to
a joyful
workplace
Have the authority and
accountability to
a joyful workplace
Has the invitation and
accountability to
to a joyful
workplace
Joy at Work!
THECHANGEDECISION©2019

14. Joy at Work!
A Self-Reflection Guide for Cultivating Joy at Work
Joyful
Relationships
Joyful
Teams
Joyful
Company
Joyful
Individuals
My joy
How do I feel at work?
What joy am I bringing to
work?
Team joy
How does it feel to be part
of the team? How am I
contributing to the team’s
joy?
Our joy
How do my relationships feel
with others? How am I
contributing joy to those
relationships?
Company joy
How does it feel to be part of
the company? How am I
contributing to the company’s
joy overall?
Joy at
Work
THECHANGEDECISION©2019

15. Joy at Work!
When employees feel joy…
• High-performing employees stay
with the company
• Employees and teams meet and
exceed their productivity goals
• Employees refer potential future
employees
Joy’s Bottom Line Contribution
When customers feel joy…
• Customers keep their accounts with
the company
• Customers expand beyond initial
products and services
• Customers refer potential customers
When a company has a joyful
workplace…
• The company easily adapts to the
changing industry and business
environment
• The company actively anticipates and
manages risk
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There’s potential for real
bottom line results

16. We are researching
joy at work
through interviews
with CEOs and
Leaders
Joy at Work(er) Declaration
THE CHANGE DECISION

17. Joy at Work!
Interested in Joy at Work? Visit: thechangedecision.com
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