The BEST way to measure employee happiness - The Chief Happiness Officer Blog

The BEST way to measure employee happiness - The Chief Happiness Officer Blog Measuring happiness at work is a great idea and every workplace should do it because: It shows employees you care about them It identifies problem areas and strong points in your culture It shows you what exactly to do to make employees happier and more productive In short, if youre not effectively and reliably measuring happiness at work, youre missing out on one of the most effective tools to create a happier culture. Sadly, the way most organizations do it just doesnt work, because they measure too rarely (typically once a year) with too many questions and fail to follow up on results quickly. We desperately wanted to fix that, so we created HeartCount a tool that measures employee happiness weekly with very few but very relevant questions so that the organization can follow up immediately on any issues. Its incredibly simple: Every Friday all employees get an email with 3 questions about their week. They reply to those questions directly in the email. No login, no apps, no additional hassles. Employees see immediate results of their input and management/HR can immediately access the data and act on any problems or wins right away. Learn all about HeartCount and sign up for a demo here. Disclaimer: I am a cofounder/co-owner of HeartCount and the one who came up with the idea for it, based on all the frustrations I noticed with the regular way of measuring satisfaction. Related posts 10 reasons why job satisfaction surveys are a waste of time How to measure happiness at work and how not to 20 ways to measure happiness at work that are better than satisfaction surveys Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related