People expressed a sense of contentment at work because of learning new projects, having a stable job, or having a positive view of their work demands. About half of the employees in the workplaces “complained about hectic work demands as the main reason why people left the company.”?
It makes sense to think that the way people view their job tasks (either negatively or positively) determines whether they will stay or leave the company. It also determines their productivity level and psychological well-being, such as their contentment level. As we consider why contentment is very important in the workplace, we should also consider what we can do to make the workplace better. Here are three ways to increase our sense of contentment in the workplace:
- Experience is a great teacher. Experience drives impact. The way people relate with their supervisors and co-workers either informs or distorts how they view their workplace. This is particularly important for organizational leaders to know because their interactions, or lack of them, could shape how their employees behave daily at work. What showed up in my study repeatedly was how workers referenced their supervisors’ support, or lack thereof. Supervisors’ support with their employees ranked very high in employees’ experience of contentment.
- The stories we tell ourselves about our work environment can make a difference. How people translate their experiences determines how they engage or their level of contentment in the workplace. people who stayed with the company admitted staying because they had a good rapport with their supervisors, had their family’s support, and hoped to retire with the company. Also, they claimed that the fact they can take care of themselves and their family and were experiencing a sense of staying healthy was fulfilling to them. Because of the positive stories they were telling themselves about their supervisors’ support, family support, and hope to retire with the company, work demands were not the only determining factor for whether to stay or leave the company.
- Everyone appreciates recognition and promotion. As the popular saying goes, “Hard work pays.” People who appreciate their work experience, develop rapport and support with their supervisor and co-workers, have family support, and hope to retire at the company give their all to the company and hope to be recognized and promoted for their dedication and hard work. In my study, another way people expressed contentment was by helping other co-workers achieve their goals. For those in positions of authority, it makes sense to value team members’ work experience and how those experiences show up in their interactions with their supervisors and co-workers.
When people combine these factors (experience and interpretation), it shows in their behaviours, especially how they treat their co-workers, the leadership of the company, family, and their community at large.
Contentment is a driving force in how we respond to our work environment. When the work environment is discontenting, employees are disengaged, supervisor and employee relationship is affected, and high turnover becomes inevitable.