Worker wellbeing is a growing concern for employers. From more flexibility to yoga retreats and walking meetings, leaders are trialling new and inventive ways to make people happier, healthier and ultimately, more productive. And now, some employers are turning to a holistic field of study — positive psychology.
Positive psychology is the study of happiness and flourishing. Developed in the late 1990s by Martin Seligman, a professor of psychology at the University of Pennsylvania, it has roots in humanistic psychology, an approach popularised by the likes of Abraham Maslow that focuses on an individual’s potential for growth. Believing that this framework lacked scientific evidence, Seligman set out to explore what really makes people happy.
“Positive psychology is the scientific study of what makes life worth living, focusing on strengths, virtues, and factors that help individuals and groups thrive,” says Dr Elena Touroni, a consultant psychologist and co-founder of The Chelsea Psychology Clinic.
Unlike traditional psychology, which often focuses on addressing mental health problems, this branch of psychology emphasises boosting well-being, resilience, and fulfilment. And by doing so, aims to promote positive positive emotions, meaningful relationships and a sense of purpose.
Although Seligman’s framework has been around for several decades, employers are only really just clocking on to the benefits it can bring to the workplace. In a 2019 study — in which employees at a company completed questionnaires — positive psychology concepts and individual positive traits such as optimism and personal strength boosted people’s performance.
Positive psychology has been found to reduce stress and anxiety, and boost resilience and self-growth — regardless of culture and contexts.
“Positive psychology can improve morale, productivity, and employee satisfaction by focusing on what helps people flourish professionally and personally,” explains Touroni. “Applying its principles encourages a strengths-based approach, where employees are supported in using their talents and skills to their fullest potential.”
So what elements of positive psychology can employers bring to workplaces — and how? According to Seligman’s PERMA theory of well-being, there are five building blocks that enable people to thrive — positive emotions, engagement, relationships, meaning, and accomplishment.
Positive psychology has been found to reduce stress and anxiety, and boost resilience and self-growth. ·Gorica Poturak via Getty Images
Encourage positive emotions
“Positive emotions like gratitude, joy, and optimism foster resilience and creativity,” says Dr Carolyne Keenan, a registered psychologist.
“Practical strategies include starting meetings with gratitude-sharing sessions, where team members acknowledge something positive about their work or colleagues. Celebrate small wins regularly to maintain an uplifting atmosphere.”
Touroni suggests starting weekly meetings by acknowledging successes or expressing appreciation. “Providing positive feedback regularly, even for small accomplishments, helps build morale and fosters an atmosphere of encouragement,” she says.
Engagement
Disengagement is a growing problem among employees, with more than 60% of people mentally switching off from work, according to a global Gallup survey. Yet even in difficult circumstances — for example, economic recession — employers can boost engagement by improving communication and transparency, and giving people flexibility.
“Help employees find tasks that align with their strengths and interests, enabling them to experience ‘flow’ — a state of deep focus and enjoyment in their work,” says Touroni. “Offering opportunities for skill development or creative problem-solving can also increase engagement.”
Anna Shears, a positive psychologist and founder of the Authentic Imposter Co, recommends job crafting, which is where employees fit their jobs to their personal knowledge, skills, preferences and needs — where possible, of course.
“Allowing employees to shape their own roles leads to increased job satisfaction and reduces burnout,” she says. One practical way to give workers more autonomy is to give them flexibility over where or when they work, or allow them to work on new projects.
Relationships
Considering we spend around a third of our lives at work, our relationships with managers and colleagues are important. Not everyone enjoys — or has time for — extracurricular activities, but building relationships can be as simple as encouraging employees from different teams to interact or bounce ideas around.
“It’s about creating a culture of active listening and open communication,” says Keenan. “Strong relationships at work foster collaboration, trust, and job satisfaction. Set up peer mentorship programs or team-building activities.”
Employers can create a culture of active listening and open communication to foster strong relationships at work. ·Drazen Zigic via Getty Images
Meaning
Ask workers what’s most important to them in a job and first on the list tends to be pay. But in close second, as research suggests, people want their work to have meaning. According to a survey by McKinsey & Company, 82% of employees believe it’s important their organisation has a purpose.
Moreover, as many as nine out of 10 people in the US are willing to earn less money in order to do more meaningful work. And research shows that when work feels meaningful — when we believe our work contributes to others in ways that matter to us — we perform better.
“When employees understand the purpose and impact of their work, productivity increases,” says Shears. “Implementation strategies include connecting individual work to organisational mission, sharing stories of the positive impact on customers or clients, creating opportunities for employees to see the end result of their work, and regular communication about how daily tasks contribute to larger goals.”
Accomplishment
“Celebrating achievements helps employees feel competent and motivated,” says Keenan. “A practical way to do this is to recognise individual and team accomplishments in meetings or newsletters. Provide clear goals and feedback to ensure employees see progress.”
And while positive psychology can have tangible benefits for organisations, it’s important for employers to recognise that it’s not only about increasing productivity.
“It’s about creating an environment where employees feel empowered, supported, and inspired,” adds Keenan. “A commitment to fostering well-being benefits not only the individuals but also the organisation as a whole, leading to stronger collaboration, innovation, and long-term success.”
