Why Labor Day is the time to focus on worker happiness

In the era of loud and quiet quitting, here’s how managers can recommit to employee engagement. Happier employees are more productive, better collaborators, and less prone to burnout. This article was originally published by FastCompany .

by Gretchen Rubin

Labor Day is 130 years old.

Back in 1894, it was started as a holiday to celebrate the contributions of workers to the country’s prosperity. These days, however, Labor Day has become less associated with the labor movement; for many, it simply marks the unofficial end of summer, the calendar date when the pace of work and school speeds up. For this reason, September can feel like the “other new year .”

Let’s use this week's observance as a moment to update the significance of Labor Day for the realities of today.?

Here’s my proposal: Managers, use the holiday of Labor Day as an annual opportunity to engage more deeply with your employees, to help them have happier, more effective work lives.?

When we think about building happier lives, work matters—if only because we spend so much of our time and energy at work. Our level of engagement, the quality of our relationships, and our sense of growth and purpose at work have a significant influence on our overall happiness.

Better employee engagement means less quiet quitting

Anyone who pays attention to workplace trends has read the recent scary statistics. According to research by Gallup , in 2023, half of U.S. employees were “quiet quitting” (not engaged) and 16% were “loud quitting” (actively disengaged).?

For employers, this widespread dissatisfaction matters, because research from MIT finds that happiness at work isn’t just some nice bonus, but a driving factor in people’s decision to take, stay at, or leave a job. Happier employees are more productive , better collaborators, and less prone to burnout; less satisfied employees show greater turnover, greater absenteeism, and less loyalty.

If we care about happy employees, the actions of individual managers matter. Gallup found that managers or team leaders have an outsized influence on team engagement. According to new data , almost 70% of people report that their manager has an influence on their mental health that’s equal to their partner, and more than their therapist!

There’s an opportunity here for individual managers to increase employee satisfaction in a way that’s both manageable and effective. And because this discussion would happen outside the official review process, it could have a more personal, wide-ranging tone.

Labor Day action plan for managers

Managers, use Labor Day to remind you to schedule important conversations with employees. To engage meaningfully, consider topics and sample questions such as:

Career aspirations:

• How do you see your career progressing over the next five years?
• Is there anything I can do to support you on your path? Is there anything the organization can do?
• Are there any other projects or teams you’d like exposure to at our organization?

Professional development:

• Are there any specific skills or experiences that would support your career goals?
• Is there any training you’d like to get?
• Can you identify any tasks that you want to delegate or assume??

Manager / Employee Relationship:

• Is there anything I can do to make your work easier and smoother??
• Are you hitting any obstacles that are making work harder or less enjoyable?
• Is there any feedback or training you’d like to get, to foster your professional growth?
• Does our current way of communicating work effectively for you?

Of course, no one needs to wait for Labor Day to have these kinds of conversations. We could—and we should—talk about these issues throughout the year. However, something that can be done at any time is often done at no time.

A catalyst for employee engagement

Labor Day can be the reminder to ask the question, “How can we make things better?” and companies should encourage this. Ninety-six percent of employees highly value the opportunity to develop work-related skills, so it’s important for retention and worker satisfaction.? Encouraging employees to identify their own goals is likely to pay off in increased loyalty, productivity, and purpose.

It’s easy to overlook the larger meaning of Labor Day and think of it as the fun holiday for a neighborhood barbeque. Instead, along with a family trip to the lake, managers can use Labor Day as a catalyst to help employees identify their aims—whether they’re seeking more financial security, opportunity, engagement, or purpose.

About the Author

Gretchen Rubin writes about habits, happiness, and human nature. Six of her books were New York Times bestsellers, including Life in Five Senses and The Happiness Project.

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