It's startling, but true: only 10% of British workers are ‘engaged’ with their job, while 11% are actively disengaged, according to research from advisory firm Gallup. This not only affects teams but also spills into personal lives, creating an atmosphere of unhappiness.
The benefits of employee happiness go beyond individual wellbeing. Research from job site Zippia in 2022 showed that happy employees are more likely to stay with their employers up to 44% longer than their unhappy counterparts. This reduces turnover and helps to build connected, thriving communities.
Read more: Empower employees to be happy at work
However, in today’s business world, there's pressure to be endlessly adaptable and agile, much like a chameleon constantly shifting to fit its environment. While flexibility is key, over-adapting can be exhausting and damaging. Like overstretched Play-Doh, people eventually break under the strain.
Adapting to others’ perspectives is of course useful for reducing conflict, but too much of it can strip away the individuality that makes people thrive. We’ve all experienced moments of feeling out of place, trying too hard to fit in and feeling awkward. In contrast, when people can embrace their true selves at work – whatever that might look like – it’s liberating and leads to a happier workforce.
This is what we should strive for in our workplaces. So here’s how organisations, with the support of the HR function, can help employees embrace their uniqueness and thrive:
1. Build self-awareness
Self-awareness is the foundation of personal and professional growth. It’s about knowing your strengths, weaknesses and motivations, and understanding how these qualities fit into a team. Tools like Insights Discovery, which uses the common language of colour (Fiery Red, Earth Green, Cool Blue and Sunshine Yellow) help employees understand themselves and others. One-on-one coaching and constructive feedback from trusted confidantes can also facilitate deeper self-reflection.
Read more: Three ways to create sustainable employee happiness
When employees know themselves deeply, they perform far better. In particular, HR should ensure that managers are giving regular, meaningful feedback that highlights not only where individuals excel but also where they might be stretched too thin.
2. Develop self-esteem
Knowing your strengths is crucial, but employees also need to believe in their value. Organisations can nurture this confidence by recognising individual contributions, not just team-wide achievements. Celebrating diverse working styles and offering mentorship programmes helps employees feel appreciated and supported.
Creating a culture of celebration, where even small successes are acknowledged, shows employees that their work matters. Over time, this builds self-esteem and a sense of belonging, enabling employees to bring their best selves to work.
3. Promote purpose
Purpose gives work meaning. Organisations can help employees align their roles with their broader life goals by offering career development programmes that encourage exploration of different paths. Managers should engage in purpose-driven conversations with team members, connecting their work to both personal fulfilment and the company’s mission.
4. Encourage authenticity
True engagement happens when employees feel safe to be their authentic selves. A culture of psychological safety is essential, where individuals feel comfortable sharing ideas, thoughts, and even mistakes without fear of judgment. When employees know they won’t be penalised for being open and honest, they’re more likely to contribute meaningfully. Storytelling is also a powerful tool for encouraging authenticity. These moments of vulnerability and sharing individual stories bring teams closer together and encourages others to embrace their true selves.
5. Nurture resilience
Resilience is vital for thriving in today’s fast-paced work environment. When employees are resilient, they feel more confident in navigating challenges and using their unique qualities.
Read more: Retaining talent with leadership that cares
Our organisations can support resilience through mental health resources, such as counselling, stress management workshops, and mindfulness training.
Encouraging a growth mindset is another way to build resilience. When employees see difficulties as part of the learning process, they become more adaptable and confident in their abilities.
By Ian Brett, who specialises in learning and development at Insights
