Today, many future thinkers are focused on this question. At the state level we see initiatives such as Bhutan’s Gross National Happiness, which includes an index used to measure the collective happiness of the population; last year New Zealand introduced its “Wellbeing Budget,” which included billions earmarked for tackling mental health, poverty and family violence; while each year the UN launches its World Happiness Report, which ranks the citizens of 156 countries by how happy their citizens perceive themselves to be and looks at the contributing factors to what constitutes happiness.
But what about the world of work? After all, we spend one third of our lives at our jobs, so how we feel there can have a major impact on our sense of well-being. And in this current climate of uncertainty, psychological safety, resilience and empathy are needed more than ever. Yes, the usual categories like pay, work-life balance and
flexibility all contribute to our well-being, but do they really capture everything we mean when we think about what really drives happiness and engagement across companies.
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Today, many future thinkers are focused on this question. At the state level we see initiatives such as Bhutan’s Gross National Happiness, which includes an index used to measure the collective happiness of the population; last year New Zealand introduced its “Wellbeing Budget,” which included billions earmarked for tackling mental health, poverty and family violence; while each year the UN launches its World Happiness Report, which ranks the citizens of 156 countries by how happy their citizens perceive themselves to be and looks at the contributing factors to what constitutes happiness.
But what about the world of work? After all, we spend one third of our lives at our jobs, so how we feel there can have a major impact on our sense of well-being. And in this current climate of uncertainty, psychological safety, resilience and empathy are needed more than ever. Yes, the usual categories like pay, work-life balance and
flexibility all contribute to our well-being, but do they really capture everything we mean when we think about what really drives happiness and engagement across companies.