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Working on happiness at work
Our #strongpeople
The Group Jansen HR service is running at full capacity. We regularly roll out the red carpet for new talents and our Jansen Star Academy treats our brand-new staff members to an unforgettable onboarding process. But of course, it doesn’t stop there. We don’t lag behind when it comes to well-being. Annelies and Lotte are happy to tell us more about how HR stands up for happiness at work, which pillars are key to this and what contribution their team makes.
To get down to the heart of the matter, how do you go about increasing happiness at work at Group Jansen?
Annelies: “It starts right at the very beginning. Our Jansen Star Academy welcomes new staff with open arms.
With a strong onboarding process – including a buddy formula, breakfast with the CEO, site visits and more – these colleagues treat them to the best start ever. And it works, because during the post-boarding discussions last quarter, our starters gave us a score of no less than 8.23 out of 10 for happiness at work after three months with Jansen.”
A killer score of 8.23 out of 10! And what else do you do?
Annelies: “From our department, we focus as much as possible on talent and well-being for all our staff. We don’t just do that on the basis of our gut feeling. It’s underpinned by a number of academic studies.”
Lotte: “The manager’s role is important here. He or she has a finger on the pulse at all times. Based on a good connection with mindfulness of the team and each team member, a manager can sense whether a staff member’s happiness at work is on even keel or not. Trust lies at the basis of a strong team, so we firmly believe in an open-door working atmosphere, where the manager gives feedback and is receptive to feedback about how happy a staff member is.”
What about formal feedback?
Annelies: “Once a year, we arrange a formal feedback time. The manager looks at how things are working and requests a re-commitment. In HR, we think it’s very important to tell all our colleagues that getting valuable feedback lies largely with yourself. Make it clear to your manager what feedback you would like to avoid getting the ‘wrong’ feedback causing unnecessary frustration.”
Lotte: “Are you looking for recognition/appreciation or feedback on assigned tasks/performance, or are you looking for coaching/support. Be clear about this with your manager. And don’t wait to ask about it. That way, you keep space for yourself.”
Is your happiness at work off balance nevertheless?
Annelies: “We are the bridge between all parties. Both managers and staff members can come to us. We provide support among other things by defining roles in specific terms, helping colleagues to grow with a growth path, if necessary underpinned by training courses via our Jansen Star Academy, providing sessions with our coach Liesbet Jansen, pulling up the sports calendar and so on. We don’t have a magic wand, but we will always listen and strive for maximum workability for all parties.”
“Our starters give a score of a whopping 8.23 out of 10 for job happiness after three months of service at Jansen.”
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