Nearly every facet of the human experience can be enhanced by happiness. Positive emotions have been shown to improve health and extend longevity, increase cognitive functioning, improve short- and long-term memory, enhance innovative and creative problem-solving skills, and promote helpfulness, generosity and effective cooperation.(McCraty & Childre)
For businesses, having a happy employee not only improves their level of performance and productivity, but also helps to minimize costs: A high rate of employee contentedness is directly related to a lower turnover rate. The company costs associated with staff turnover (severance pay, hiring and training new employees) are prohibitive -- the best way to avoid these costs is to prevent turnover, and the best way to prevent turnover is to invest in your employees' level of job satisfaction.
Not only is it important for lowering staff turnover, but employee satisfaction also has an impact on a company's bottom line. In his book, The 7 Hidden Reasons Employees Leave (2005), Branham cites the following from survey-collected data:
“Gallup studies show that businesses with higher employee satisfaction also have: • 86% higher customer ratings • 76% more success in lowering turnover • 70% higher profitability • 78% better safety records.”
Other studies regarding focused attention on increasing positive emotions in the corporate setting have been undertaken in high-tech companies, government agencies, global oil companies, hospitals and law enforcement agencies (2002, the HeartMath Institute). Collectively, this research shows significant, measurable improvements in both employee health and well-being, plus organizational performance. Relevant outcomes documented include: increased productivity, goal clarity, job satisfaction and reductions in employee turnover, plus communication effectiveness . In addition, emotion-focused intervention programs can help organizations effectively meet the demands of specific challenges like down-sizing and restructuring initiatives. Almost everyone already intuitively knows that they feel best and operate more efficiently and effectively when experiencing positive emotions. Why is it that they do not more consistently engage such states in their everyday lives? Why do genuine positive emotional experiences remain transient and unpredictable occurrences for most people? Research suggests that a main factor underlying this discrepancy is a fundamental lack of mental and emotional self-management skills. In other words, people generally do not make efforts to actively infuse their daily experiences with greater emotional quality because they sincerely do not know how.
Introducing the Happyness Unlimited program for corporate groups: This is a program designed to bring positive emotion back into the workplace, to benefit employees and employers alike. We've always known a happy employee is a more productive employee. Now, we have evidence that a happy employee is also cost-effective: ROI studies for programs of this type have revealed a return on investment at a ratio of 1.95/1, based on costs associated with sick-days and health insurance claims alone. It no longer makes sense, financially or logistically, to try to fix staffing problems once they've already occurred. By taking a more proactive and conscious approach, your company will enjoy a more robust bottom line, while at the same time improving the quality of life for all those who work there. Bringing Happyness Unlimited into your business simply makes good sense.
OPTIONS: 1) Lunch and Learn: Cost: $500 plus food. 2) Half-day or Full-day workshops: $2,000 for 1/2 day, $3,500 for full-day 3) 8-week Happyness Unlimited program: Send up to 5 employees: $697 each ($100 off). Send 6-20 employees: $597 each. More than 20 employees, hosted at your company: $497 each. 4) Wellness Retreats: depends upon location and size of group.
References: 1. McCraty, R & Childre, D. (2002). The Appreciative Heart: The Psychophysiology of Positive Emotions and Optimal Functioning. Boulder Creek, CA: Institute of Heartmath. 2. Branham, L. (2005). The 7 hidden reasons employees leave: How to recognize the subtle signs and act before it’s too late. New York, NY: Amacom.