Happier @ Work


The employee experience covers many things including:

  • Salary & Benefits
  • Perks – Ranging from free food to tuition reimbursement
  • Awards – Ranging from plaques to trips
  • Mid-Year & Yearly Evaluations
  • Annual Parties
  • Quarterly or Annual Rah-Rah Meetings
  • Annual Employee Engagement Surveys

However, assuming the basics listed above are industry competitive, the biggest factors that impact a team’s performance, therefore your organizational goals, are often considered to be Important but NOT Urgent by frontline managers.

It’s not that frontline managers don’t want to improve the employee experience, it’s that they lack the time to implement these important leadership practices on an ongoing basis.

Sometimes organizations create employee engagement or activities committees
to assist leaders with the employee experience.

The CARE Keys Program is an excellent tool for this committee.

What are these important, but not urgent leadership practices? They are the CARE Keys:

  • Communication
  • Activities
  • Recognition
  • Encouragement

Most leaders understand that consistent communication, actions, recognition, and encouragement improve employee engagement. Although these leadership skills are difficult to measure, they are the keys that make team members feel valued, included, and engaged on an ongoing basis.

Higher employee engagement or a better employee experience improves bottom lines including productivity, reduced absenteeism, fewer accidents and lower turnover.

Improved employee experiences increases employee retention or the expense of replacing employees. Consider:

The main factor in workplace discontent is not wages, benefits or hours, but the boss (Gallup)

Frontline managers are the key to improving the employee experience. Consider:

  • Employees who are supervised by highly engaged managers are 59% more likely to be engaged. (Gallup)
  • 91% of workers say they feel motivated to do their best when they have leadership support (American Psychological Association)
  • Companies that increase their number of talented managers and double the rate of engaged employees achieve, an average, 147% higher earnings per share than their competition (Gallup)

Obviously, the overall employee experience is critical to successful organizations, so why aren’t frontline managers more focused on it?

56% of managers say they are unable to actively manage culture because they lack leadership support; 45% say they don’t have enough time or resources (CultureIQ)

Happier @ Work Can Help

The Happier @ Work CARE Keys Program provides leaders with the tools to make engaging with team members easy, effective and yes, even fun.

Here’s How Happier @ Work Helps

I am really enjoying your newsletter! The thing I’ve found the most useful so far has been the exercise on making a list of things that bother you at work, and deciding whether or not you can change each one. That has been helpful! Thanks again for all you do!


from TX

I share some of the Happier @ Work suggestions with our company’s Events Committee to help create camaraderie and boost morale.

Paula Crandall

Meridian Behavioral Health | St. Paul MN

I love Happier @ Work. It’s a regular discussion topic at our staff meetings to get staff thinking differently and more positively. We also use it to plan little pick me ups throughout the month. It is a wonderful tool that has improved my skills as a supervisor and our team as a whole.

Thank you for all your hard work on this and congratulations on your continued successes.


Controller | ME

Finding a Happier@Work email in my inbox brings a smile. It keeps me aware of new ideas to help make our workplace a happier one. My team laugh together a lot and our work is stronger for it. Thank you, Happier@Work.


Children’s & Women’s Hospital | Vancouver, BC

CARE Keys Program

Teams that address engagement needs in their everyday work outperform bottom teams by an average 20% in sales and 10% in customer engagement (Gallup)

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