How do we inspire people to be superhuman at work? Short of buying them a cape, spandex and a steroid injection, the answer may be unclear at first. That’s why held a themed super lunch event earlier this year, putting Psychology at Work in the spotlight. We’ve pulled together a five-strong speaker list from all walks of corporate life, to help you understand how to get the best from your team.
Here’s a snapshot of the key reasons why psychology at work matters.
Happiness = hard work
Happy people make money, but happiness comes in many guises. Everyone wants to be inspired, but not everyone is motivated in the same way. Successful leaders understand this. They create an environment that lends itself to all kinds of personalities in a team.
There’s a lot of talk about work-life balance, although in our experience people who are motivated at work won’t look for early finishes and more holidays – they actually put more hours and energy into your business.
That’s why it pays to get savvy on psychology at work. You need to boil that word – ‘happiness’ – down to its true meaning to both your organisation as a whole and the people within it.
People engage differently
One style of leadership won’t work for all. Nail down your approach to distinct personality types, and you can motivate and empower any team. Equally, you’ll be able to recognise when employees are struggling and under strain so you can make a change.
People respond to pressure in different ways. Some people have a competitive streak, others prefer to be a team player. Some are driven by incentives, while others take a longer view of their career goals.
Leaders with a grasp of psychology can engage with employees in a way that gets buy-in and loyalty from day one. They can profile people they bring on board, help them get the right start in the business, and then give them room and enough challenges to excel.
Everyone needs a common goal
Individuality is great, but let’s not get carried away. Ultimately, everyone has to be working to a common goal. People need to understand exactly what is expected of them and why you’ve hired them in the first place.
A competent team should come to work buzzing, not stressed. A common goal gives people purpose in what can be a high-pressure environment. Communicate targets in the right way and they’ll be seen as challenges, not problems.
Surround these targets with structure, consistency and support, and your people will thrive. If not, they might not be right for your business, and then the focus should shift to the way you go about your own recruitment…