An unhappy workplace can harm productivity, morale, employee retention, and ultimately an organisation’s bottom line. This is because a happy workforce is more productive and commercially more successful. Fortunately, there are concrete steps managers and team members can take to turn things around. Addressing a negative work environment requires creating trust, open communication, recognition, and a sense of belonging.
This article will see me examine how employers can transform an unhappy workforce into a happy team, and this is all taken from my new book, Happy Economics. I have over 40 years of experience in business and my focus is now on making employees happier at work to drive commercial success within organisations.
Toxic behaviour
One of the most harmful elements of any workplace is unchecked toxic behaviour. Whether it’s bullying, passive-aggressiveness or gossip, such behaviours create a negative atmosphere that affects everyone. A proactive approach to addressing these issues can make a significant difference.
Managers should have clear policies against toxic behaviours and should be prepared to act on complaints promptly. Creating a safe and anonymous way for employees to report incidents is essential, as people may hesitate to speak up if they fear retaliation. Training on workplace respect and conflict resolution can also equip employees and leaders with tools to handle difficult situations constructively.
Mid-managers play a pivotal role in shaping team happiness. They are the bridge between upper management’s strategic goals and the daily operations of their team, which gives them a unique position to impact morale and create a supportive, engaging work environment.
My Six Steps to Workplace Happiness outlines the key areas that both employees and employers need to focus on to create a happier employee and workplace:
- Reward and Recognition – Every member of an organisation should benefit from its success. A fair salary is essential—no amount of praise can compensate for underpayment. Your compensation structure should meet expectations and motivate employees to go above and beyond.
- Information Sharing – Withholding information can make employees feel undervalued and disconnected from the business. For a team to perform at its best, transparency is essential. Employees at all levels should have a clear understanding of the business, its strategy, performance, customers, and competitors.
- Empowerment – Empowering employees means involving them in decision-making, valuing their ideas, and integrating their feedback into the company’s strategies. Everyone brings unique experiences and perspectives to the table, and only by considering all views can a team achieve the best possible outcome. While individuals may not be perfect, together, the team can be.
- Wellbeing – Employee wellbeing encompasses physical, emotional, and financial health. Addressing all three areas leads to improved engagement and productivity. A positive workplace culture can reduce absenteeism, as engaged employees tend to be healthier and more committed.
- Instilling Pride – Employees who take pride in their work and workplace naturally become advocates, sharing their positive experiences with colleagues, potential hires, customers, and the community. Their pride will be evident when they talk about where they work. Building this sense of pride goes beyond motivational talks or performance reviews—it’s about cultivating an environment where employees truly enjoy and take pride in their roles.
- Job Satisfaction– A range of factors influence job satisfaction, but two stand out; opportunities for personal growth and the quality of the employee-manager relationship. Employees are an organisation’s greatest asset, and high engagement is essential for success. Research shows that respectful treatment and trust between employees and leadership are key drivers of satisfaction. Poor relationships with managers are often the top reason employees leave, regardless of the company’s brand strength.
Turning around an unhappy workplace requires a series of intentional, people-focused strategies. From creating open communication and providing recognition to addressing toxic behaviours, each action contributes to a more positive and supportive work environment. While every workplace has its unique challenges, these practices can go a long way in creating a happier, healthier atmosphere where employees feel valued, empowered, and motivated.
About the author
Lord Mark Price is the founder of WorkL and WorkL for Business, and author of Happy Economics: Why The Happiest Workplaces are the Most Successful (published by Kogan Page, out now).
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