This Valentine’s Day, consider saying, “I love you” to a coworker. No, seriously.
“Love” isn’t a word that’s typically uttered in the workplace, at least not without getting HR involved, but expressions of love at the office are actually more common than you might think.
According to a study conducted by researchers Sigal Barsade and Olivia A. O’Neill, “The more love coworkers feel at work, the more engaged they are.” They’re not talking about romantic love, of course, but what they called “companionate love,” which is characterized by warmth, affection, and connection rather than passion.
In their initial study, Barsade and O’Neill surveyed 185 employees, 108 patients, and 42 patient family members at two points in time, 16 months apart, at a large, nonprofit long-term health care facility and hospital in the Northeast. They explored the influence that emotional culture has on employee, patient, and family outcomes, and what they learned was that employees who felt they worked in a loving, caring culture reported higher levels of satisfaction and teamwork. Those employees showed up to work more often, and the loving culture also improved patient outcomes.
Noting that their study took place in a long-term care setting, which might naturally be more “emotional,” Barsade and O’Neill performed a follow-up study, surveying 3,201 employees in seven different industries from financial services to real estate, and the results were the same. “People who worked in a culture where they felt free to express affection, tenderness, caring, and compassion for one another were more satisfied with their jobs, committed to the organization, and accountable for their performance,” the researchers say.
So why don’t we show affection more often around the office?
Jim Jeffers, metro market manager for the Robert Half staffing agency in Madison, says there’s a certain level of professionalism in the workplace that both employers and employees uphold, and most of the time expressions of affection are not an appropriate gesture in the workplace.
“With that said, there’s definitely more shows of friendship and camaraderie in the workplace today versus years ago,” Jeffers notes. According to a survey by The Creative Group, 54% of executives said hugging coworkers is at least somewhat common in the United States, up from 30% five years ago. However, 77% said they rarely, if ever, hug clients or business contacts, up 1% from 2011.
“Hugging among coworkers may be more common as employers promote more casual office environments,” explains Jeffers. “At some offices and in some countries, it’s natural and even expected to greet colleagues with a hug; in others, such behavior can be off-putting or offensive.”
When greeting business contacts, it’s important to carefully observe your audience and the environment, Jeffers advises. Even if you’re a natural hugger, it’s best to err on the side of caution since not everyone may welcome your embrace. A handshake is a safe bet as it’s a standard greeting in many parts of the world, and one that isn’t apt to offend.
In pursuit of happiness
Much of what companionate love comes down to is making sure employees feel happy when they’re at work — and appreciated for more than just the work they do.
“Happiness at work is serious business — satisfied workers are more productive and help build a great corporate culture,” says Jeffers. “Most businesses naturally want their employees to be happy, but they may not know how to go about increasing happiness levels.”
Robert Half conducted its own “Work Happy” research, which showed having pride in one’s organization is the No. 1 driver of happiness overall for survey respondents. Those who feel proud of their organization are three times more likely to be happy than those who are not. The second and third top factors driving happiness are feeling appreciated, and being treated with fairness and respect.
Jeffers offers the following tips to help managers “show the love” to employees in lasting ways:
1. Make sure they have a defined career path
Top employees are always looking to take the next step in their career, and many companies are working to make sure they do. Sixty-three percent of CFOs in a recent Accountemps survey said they’re promoting top employees to keep them from jumping ship. “If you want to retain your best employees, you have to provide your employees a clear career path and communicate that path to them,” notes Jeffers. “Better yet, work with them to define their long-term objectives and provide them with challenging assignments and skill-building opportunities that will help them reach their goals.”
2. Offer competitive compensation
If your top performers think they can get a better salary somewhere else, they’ll probably start looking around for a new job. Periodically evaluate your compensation package to ensure it’s in line with other firms in your industry and region. Bonuses also help show employees they are valued.
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3. Help them maintain work-life balance
In another Robert Half survey, workers were asked which perk they’d put at the top of their wish lists. The top two choices pointed at a desire for better work-life balance: 35% said they’d like more time off, and 17% cited a desire for schedule flexibility. If you can, it’s a good idea to consider both perks, as both can improve employee retention. “Vacations allow workers to relax and recharge, and they often return to the office with renewed enthusiasm for their jobs,” explains Jeffers. “And flexible hours can help workers better balance their jobs with their family, friends, and other personal obligations, which can boost employee morale.”
4. Provide professional development opportunities
Of course, providing company-subsidized training to your top performers can help them develop or refine their skills, which in turn can help increase productivity and innovation in the workplace. It can also improve retention because firms that pay for professional development show that they care about their workers’ career paths, which can make employees more loyal.
5. Take time to recognize their achievements
Take every opportunity you can to celebrate with your employees — whether it’s company growth, a new client, or a colleague’s anniversary. It’s imperative to constantly improve your employee appreciation efforts. When your team hits a major milestone, consider scheduling a lunch or another get-together outside the office, or provide your staff with an afternoon off. “Alternately, applaud a major success with spot cash bonuses, movie tickets, or gift cards to the local coffeehouse,” Jeffers suggests. “But don’t forget that a heartfelt thank-you note, as well as sharing an employee’s success story in front of their peers, are sometimes the most meaningful types of recognition an employer can provide.”
To hug, or not to hug?
So, should you automatically start each day with a hearty embrace of your coworkers?
All employees are different, and creating a more loving work environment means different things to different people, notes Jeffers.
“Some folks may be completely fine with a more casual workplace environment, one that perhaps includes more casual get-togethers outside the office, hugs, sharing personal stories, etc. But some workers may prefer a more formal workplace setting, and that’s okay,” Jeffers says.
“Managers need to determine what type of office environment will work best for their team and their organization. As a manager, the relationships between all employees on your team are never going to be perfect, but the most important thing you can do to create positive relationships is remain in close communication with your employees to obtain regular feedback. Creating an all-inclusive environment where everyone on the team is encouraged to attend group outings is also a great way for employees to strengthen those team bonds.”
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