“Work has got to be play or it doesn’t work.”
– Ray Bradbury
From this interview:
“Work has got to be play or it doesn’t work.”
– Ray Bradbury
From this interview:
We currently have 500 people around the world beta-testing HeartCount, a better way to measure team happiness, and last Friday the system had a couple of fairly serious bugs.
That sucks. We’re only two weeks into the beta period and my biggest fear is that this will make users lose faith in the system.
However, we’ve also previously written about why we should celebrate mistakes at work and this is no exception.
So I just sent out an email to the users where I apologized for the mistake AND asked them to vote on a suitable punishment. Here are the options:
Currently “Sing a song” is in the lead :)
A CEO of a large Norwegian company once told me that “you know a corporate values program is doomed to fail, when they start distributing mouse mats with the values printed on them.”
Many companies today have taken great pains to identify and communicate their core values, but often this kind of thing sinks below the surface like a stone, leaving very few ripples.
In this short video that I shot for one of our clients a while back, I talk about what it takes to create corporate values that have value and I give a great example from one workplace that’s done so very successfully.
The most common mistake people make when they seek happiness (at work or in life) is that they focus on making themselves happy here and now.
This almost always fails because it becomes a meaningless, shallow pursuit of their own short-term pleasure.
True happiness on the other hand, comes from doing things to make many people (including yourself) happier in the long term.
This is illustrated by one of the most consistent findings in positive psychology, namely that if you want to be happier yourself, the best way is to make someone else happier. Not as a quid-pro-quo, but from a realization that we are social beings and that your happiness cannot be meaningfully extracted from the happiness of everyone around you.
And that goes in the workplace as well. If you want to be happy at work, focus more on making others (co-workers, customers, employees, vendors, random passers-by) happy by doing awesome work and by being an awesome person. If your workplace doesn’t let you do that, you will never be happy there.
Recently, a Danish symphony orchestra found out who their new chief conductor would be – and went completely crazy when they found out who it was.
Watch their reaction here:
That’s happiness :)
It got to the point where we couldn’t start a meeting, have lunch in the cafeteria, or even go out for a beer without spending half an hour complaining about him.
We whined about his attitude, his stupidity, his meddling, his spinelessness … hell, even his dress sense came under fire. But then again, he is the only manager who has ever interviewed me wearing a narrow 80s-style purple, fake-leather tie.
But did we ever tell him? Nooooooo! While we were bitching and moaning to ourselves, he blithely went on as usual because no one ever complained to him. Which might’ve made sense when you think about it…
Looking back, I’m not sure that complaining to him would have worked – I think he was incorrigible – but one thing is for damn sure: Out bitching about it, fun though it may have been, did not improve things one little bit.
Because that kind of chronic complaining, justified or not, in the workplace leads to no good. In fact, in can be downright toxic and can make a department or even a whole company a terrible place to work.
Here’s why constant complaining is so bad:
1: It makes things look worse than they are
When people complain, they focus only on what’s wrong. Things may be mostly fine in the company, but complainers only talk about the problems, annoyances and peeves they perceive.
If things in a company are 80% good and 20% bad and you spend most of your time thinking and talking about the bad 20% – the situation will look a lot worse than it really is.
2: It becomes a habit
The more you complain, the easier it gets. In the end, everything is bad, every situation is a problem, every co-worker is a jerk and nothing is good.
The more you focus on the negative, the harder it gets to switch into a positive mindset.
3: You get what you focus on
According to Wikipedia, Confirmation bias is:
…a tendency to search for or interpret new information in a way that confirms one’s preconceptions and avoid information and interpretations which contradict prior beliefs.
In other words, what you already believe influences your perception of everything around you. That’s why constant complaining makes you see everything in a negative light, because your subconscious mind tries to make new observation fit with what you already know.
4: It leads to onedownmanship
A complaining session might go something like this:
The other day, my boss came in 5 minutes before I was leaving and asked me to finish two huge projects for him. I had to stay two hours and missed my football game.
Yeah, well my boss told me to work this weekend AND the next.
Hah, that’s nothing! My boss…
This type of interaction rewards the person with the worst story who can complain the loudest. Not healthy!
5: It makes people despondent
Not only does constant complaining make you see the workplace as worse than it really is, but because you’re constantly hearing stories of how bad things are and how they’re constantly getting worse it also destroys all hope that things can get better.
This of course makes people less likely to take action to improve their situation, because everybody knows it’s doomed to fail anyway.
6: It kills innovation
Because the situations looks so hopeless, people become less creative and innovative. What’s the point of coming up with ideas and implementing them – it’s never going to work anyway.
Also, chronic complainers are the first to shoot down any new idea.
7: It favors negative people
The way to get status among complainers is to be the most negative. To be the one who sees everything in the most negative light.
Any attempt to be positive or cheerful will be shot down and optimists will be accused of being Pollyanna, naive and unrealistic.
8: It promotes bad relationships
People who complain together unite against the world and can create strong internal relationships based on this. But these relationships are based mostly on negative experiences. That’s not healthy.
It also means that you can only continue to be a part of the group if you can continue to complain, miring you even deeper in a complaint mindset.
9: It creates cliques
Being positive, optimistic and appreciative makes you more open towards other people – no matter who they are. It becomes easy to connect to co-workers in other departments, projects or divisions.
Complaining, on the other hand, makes people gather in cliques with their fellow complainers where they can be critical and suspicious of everybody else.
10: Pessimism is bad for you
Psychologist Martin Seligman showed in his groundbreaking research in positive psychology that people who see the world in a positive light have a long list of advantages, including:
We sometimes think that pessimists and complainers have the edge because they see problems sooner but the truth is that optimists not only lead better lives, they’re also more successful because they believe that what they’re doing is going to work.
Constant complaining in the workplace is toxic. It can drain the happiness, motivation, creativity and fun from a whole company. Wherever it’s going on it must be addressed and handled properly.
I’m NOT saying that we should never complain at work – quite the contrary. If you see a problem in your workplace, complain to whoever can do something about it.
What we should avoid at all costs, is constant bitching and moaning, where we’re always complaining about the same things, to the same people, in the same way, day in and day out.
So what can we do about it? Well first of all, each of us can learn to complain constructively. This means learning to complain in a way that leads to the problem being fixed – rather than to more complaining. Here’s my post on how you can How to complain constructively.
Secondly, we can learn to deal with the chronic complainers we meet at work. Unfortunately, our traditional strategies like trying to cheer them up or suggesting solutions for their problems don’t work because complainers aren’t looking for encouragement or solutions. Here’s my post on how to deal with chronic complainers.
Finally, you can train your own ability to be positive. Just like complaining can become a habit, so can being appreciative, optimistic and grateful. You could declare today a positive day, you could take a few minutes at the end of every work day to write down five good experiences from that day or you could praise a co-worker.
Try it and let me know how it goes!
But what do you think? Do you know any chronic complainers at work? What is their impact? How do you complain, when you see a problem?
Please write a comment, I’d really like to know!
Here are some related posts about workplace complaining:
We are currently working on 4 R&D projects that we hope will generate new important knowledge about happiness at work.
We are really excited about the results and we’re doing the studies under a fairly rigorous scientific approach. It’s not like we’re expecting any of this to be peer reviewed, but we’re trying really hard to conduct the studies objectively.
Here are the 4 projects.
We’re doing a quantitative and qualitative analysis of the effect of the work we’ve done for our clients over the last 2 years.
Some years ago we developed an informal happiness at work survey that we’ve been using with some of our clients, mostly in Denmark. In all, the survey has been taken 15,000 times, giving us some cool data to crunch.
We’re beta testing a new team-based way to measure happiness at work where team members answer 3 simple questions weekly. It’s called HeartCount and you can read all about it here.
What actually makes a team happier? We are testing the effect of 4 different fairly small interventions on 1,200 people in 70 teams from different Danish workplaces. We’ll be measuring team happiness before the study, then each team gets a simple happiness tool which they use for 4 weeks. We measure happiness again after 2 weeks and also after 4 weeks.
Main question we’re trying to answer:
All of this is very much a new direction for us. We’ve been using other peoples’ studies for ages so we thought it was about time for us to contribute some research of our own.
Got any questions or suggestions? Write a comment – we’d love to hear what you think.
Companies have tried many different tricks to make their employees happier. Raises, bonus schemes, promotions, foosball tables, lavish lunches, gyms, massages – even slides and live piano players in the employee cafeteria.
But it turns out those things are not even remotely connected to happiness at work. In fact, in many cases they become distractions that keep workplaces from doing the things that really matter.
So if your workplace has some (or all) of the above and people are still not happy, engaged and motivated, this webinar can tell you what’s gone wrong and what to do instead.
Join us on Thursday September 25 if you’d like to learn about:
The webinar will be short (only 30 minutes) and punchy. We will get to the point quickly and leave you with new information and tools you can actually use.
Date and time: Thursday September 25 at noon US East coast time / 9am pacific time / 5pm GMT / 6pm Central European time.
The webinar will be held live on our youtube channel, so there is no login needed and no software to install. If you can watch youtube, you can join. There will be a chance to ask questions via chat.
And best of all, it’s free :)
We will also make the video and slides freely available afterwards.
Sign up here – all fields must be filled out:
Once and for all: Consistently working more than 40 hrs/wk means you get LESS work done.
End the #cultofoverwork.