What can we do about it? My colleague Tyler VanderWeele, professor and Director of the Human Flourishing Program at Harvard University, shares his recent research on flourishing at work in a January 27, 2021 post in Psychology Today. “Most people want to be engaged at work. The time passes more quickly, and the activities seem more fun. But engaged and satisfied employees are also good for business: they are more productive, less likely to leave the company, and less likely to waste time on the job. Engagement can have a major impact on costs, revenues, and profit.”
The mainstream is starting to pay attention to this. In a December 2020 HBR podcast, Christina Maslach, professor of psychology at the University of California, Berkeley talks about “why burnout happens and how bosses can help. In November 202, the VisualCapitalist provided an infographic of “15 Warning Signs to Identify a Toxic Work Environment Before Taking a Job.” It is no longer rocket science or “that soft stuff.” The numbers are huge, and the costs are very real.
We need to realize that, as human beings, we are each uniquely constituted and contextualized, and therefore we are each uniquely engaged or disengaged. This means that to address engagement–flourishing at work–we need to inquire into each person’s context. We need to ask, listen, and try something, together. While this might seem expensive to do for each person, Tyler’s study showed that the costs of not doing so are far greater. Once we see that the costs of scarcity are far, far greater than the costs of abundance, the investment in Yes!, then we will start to make progress, creating thriving, regenerative organizations and communities. These authors are paving the way.