Workers want sunlight over ping pong tables, a happiness formula and more top insights

What’s happening in the world of work: The Saturday edition of the Daily Rundown highlights the business trends, perspectives, and hot topics you need to know to work smarter. Read on and join the conversation.

What employees want most from their workplaces? Light. While ping pong tables and ball pits are swell, the typical office worker’s most heartfelt desire is far simpler: Like flowers, we long for natural light, according to a survey by HR advisory firm Future Workplace. Over a third of employees say that their workspaces don’t include enough natural light. And dim lighting can lead to dim workers: 47% of employees say they feel lethargic and 43% say they feel gloomy because of a lack of illumination on the job. ? Here’s what people are saying.

We have the happiness-success formula backwards. Happiness often leads to success, not the other way around, according to researchers from UC Riverside and Chapman University. Those who express positive emotions tend to perform better at work, earn slightly more and set more ambitious goals than their less happy peers. No, the unhappy aren’t doomed, the researchers note. But the research suggests that it pays to cultivate happiness — at work and beyond — rather than expect it to appear after hitting a career milestone. ? Here’s what people are saying.

You Asked: “What is the best way for the business community to help women and minorities gain the necessary experience to transition into senior or executive level roles?” — Brandy Walton

• “I love the word ‘intention’ in this question. Without intention, planning and hard work, women and minorities will never get the necessary experience to transition to the C-Suite. Here are some specific strategies for leaders who are serious about changing the makeup of their companies: First, play the long game. If there aren’t enough women and minorities in mid-level positions, there is no chance you will reach your goal of having them in senior or executive roles. Also, leaders need to engage with their employees and ask them how they want to develop. If leaders don’t know what their employees truly aspire to, they will never be able to help them develop. And, finally, coach, coach, and coach some more. Coaching used to be offered as a perk to C-Suite executives. Smart companies offer coaching to employees at all levels in the organization.” — Erica Keswin is the author of “Bring Your Human to Work: Ten Sure-Fire Ways to Design a Workplace That is Good for People, Great for Business, and Just Might Change the World”
• “To make sure everyone gets an equal shot at gaining experience, business leaders must first make sure everyone gets an equal shot to learn new skills. This means encouraging all employees to set development goals for themselves, and checking in on their progress. It means making sure they’re given time and resources to engage in learning. Once they’ve picked up new skills, leaders need to make sure employees have chances to put them to practical use — either within their unit or through a cross-functional project. It will open up avenues to new professional opportunities, and can go a long way toward leveling the playing field.” — Kelly Palmer, chief learning and talent officer at Degreed and coauthor of “The Expertise Economy”

Looking for career advice from the pros? Submit your questions in the comments with #YouAsked and we’ll take care of the rest.

When who you’re hiring tops what you’re selling: Luggage startup Away quintupled its sales in 2017, selling more than 500,000 pieces. While the startup could have doubled down on growth and brought in an experienced marketing hand as its first senior hire, CEO Steph Korey hired a chief people officer instead. In the wake of scandals at firms like Uber and Theranos, Korey’s move reflects the heightened sensitivity among the latest wave of fast-growing startups to ensure their culture is strong enough to grow. ? Here’s what people are saying.

One last idea:  When we’re toddlers, it’s our favorite question to ask. When we’re adults, it all too easily becomes an afterthought. But Kellogg professor Robert Wolcott reminds us of the importance and power of asking why.

“People often don’t sufficiently consider … why they’re doing what they’re doing. We repeat standard processes, received wisdoms and orthodoxies, typically because they work. By asking why, we might find a better way or even new destinations.”

 What's your take? Join the conversations on today's stories in the comments.

 — Scott Olster