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Workplace Engagement

Posted in Business Programmes.

EMPOWER YOUR WORKFORCE

EXPERTS IN WORKPLACE ENGAGEMENT AND HAPPINESS

Our workplace engagement and happiness programmes will improve workplace mood, develop employee motivation and increase satisfaction. They build stronger communications and relationships in the workplace. And they are fun!

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Engagement & happiness in the workplace

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The five workplace happiness drivers

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ENGAGED AND HAPPY ORGANISATIONS WORK

Engaged and happy people are an asset in the workplace

Any progressive workplace that values productivity and loyalty should take engagement and happiness seriously. Thankfully, while both these factors were once seen as fringe interests in a commercial world driven by the pursuit of results at any cost, today they are recognised as intrinsic elements to success.

Build a long-term engagement strategy

Engagement and happiness should be a long-term strategy and the achievement of them should be a primary goal which aligns to the vision and mission statement that an organisation lives by.

They cannot be achieved through one-off workshops or through ad hoc random initiatives. Free pizza Friday is great, but what happens when the free pizza runs out? If it’s back to miserable Monday and business as usual, your engagement and happiness levels will never improve.

Taking a scientific approach to happiness

Happiness also doesn’t mean being happy all the time, which is impossible. We recognise that emotions such as stress, anxiety and frustration are natural and impact on the way people work.

We approach happiness from a scientific perspective. We understand that realistic happiness is as much about an individual’s capacity to cope with difficulties and overcome challenges than it is about developing feelgood initiatives.

THE LAUGHOLOGY HAPPINESS REVOLUTION

Laughology has been at the forefront of the happiness revolution. We are arguably the country’s most experienced, informed and successful learning and development organisations when it comes to delivering programmes that embed a culture of engagement and happiness in workplaces.

A CIPD recognised wellbeing and happiness workplace strategy.

We use current research along with our unique CIPD-recognised Laughology Happiness Model to build robust programmes delivered in fun, engaging ways.

Relationship with managers and leaders

We work with people at every level in an organisation because happy, engaged teams and workplaces are created from the bottom up and the top down. Relationships play a key role in engagement and happiness in any organisation, particularly the relationships people have with their managers and leaders.

Vision & Culture

Vision and culture are also key elements to an engaged, happy workforce. Words are nothing without actions and organisations should put strategies in place to ensure the vision is shared and lived, otherwise it becomes an empty promise and people will become disengaged and unhappy. We help you put all these measures in the place.
We use our expertise and unique delivery style to:
  • build a strong vision and narrative
  • improve relationships
  • increase satisaction
  • develop self-motivated individuals
  • close the gap between what your organisation says and what it does
Stephanie Davies Laughology CEO
Stephanie Davies
Laughology CEO

THE UNIQUE LAUGHOLOGY HAPPINESS MODEL

Our bespoke programmes start by identifying the underlying factors that make your people happy, unhappy, engaged and disengaged.

Money and workplace happiness

Studies show that salaries and financial perks are not the main drivers of workplace happiness. Instead development and progression, workplace relationships and challenges are just as important.Instead  development and progression, workplace relationships and challenges are just as important.

Five happiness themes

The Laughology Happiness Model was developed using our own field research and existing academic theory, including work carried out by Martin Seligman and Andrew Oswald. It identifies the five themes that are key to happiness, which are confidence, personal development, positive relationships, support and coping skills.

Happiness tools

Using our unique Happiness Model and the associated tools we have developed to accompany it, we analyse organisations to identify areas where positive changes can be made and then build a flexible programme of content, delivery and training to address each area and embed happiness and engagement.

Happiness grid and matrix

The Happiness Model includes a grid and matrix which we use to identify which skill sets an organisation should enhance to develop better happiness and engagement levels across the board. Once we have assessed an organisation, we can identify appropriate actions and measures to take, and deliver these through a range of methods.

WORKPLACE WELLBEING & HAPPINESS GRID

The Laughology Happiness Grid identifies which skill sets an organisation should enhance to develop better happiness and engagement levels

Confidence

Personal Development

Examples of initiatives

  • Personal development plans across the organisation
  • Career development opportunities, internal and external
  • Idea sharing and generation mixing across levels
  • Sharing mistakes for learning
  • A culture of positive risk taking through sharing stories of having a go and not quote getting there yet!

Evidence of success

  • Improved people satisfaction/ happiness scores
  • People have confidence to make their own decisions
  • Engaged people
  • Easy decision-making process
  • People empowered to take risks
  • Mistakes are shared and learned from
  • Innovation across the workforce 

Examples of initiatives

  • A culture of informal and formal chats that help people to develop
  • Reward and recognition programmes
  • Sabbaticals 

Evidence of success

  • Opportunities seized by people
  • Promotions across organisation
  • Rewards gained and celebrated
  • Diverse skillset in people 

Support

Positive relationships

Examples of initiatives

  • Coaching and mentoring
  • Counselling or access to CBT or other support services
  • Easy access to leadership team
  • Simple feedback processes
  • Outreach to community programmes and support services outside the organisation
  • Links to charities
  • Supporting charities with knowledge and expertise exchange

Evidence of success

  • Internally-trained coaches
  • Links to community programmes that have had successes for both sides
  • A well thought-of leadership and management team
  • A sense of purpose in your vision and strategy that connects a story to the greater good. 

Examples of initiatives

  • People-focused manager and leadership programmes
  • Positive communication across departments
  • Leaders take part in everyday activities and are open and accessible
  • Team build events
  • Awaydays
  • 360 mentoring and feedback
  • Collaboration schemes
  • Links to the community beyond the workplace
  • Unconscious bias programmes
  • Opportunities weekly to chat to managers/ leaders – huddles or similar

Evidence of success

  • Open and easy dialogue at all levels
  • People help each other
  • Team event feedback and improvement activities
  • A diverse range and mix of people
  • Positive talk about exec and leadership teams

Coping Skills

Examples of initiatives

  • Mental health first aid awareness programme or similar
  • Menopause awareness or similar
  • Wellbeing workshops
  • Leaders and managers that really care
  • Unconscious bias programmes and a culture of diversity

Evidence of success

  • Positive engagement
  • Low rate of absenteeism
  • Good rates of staff retention 

Original and innovative approaches to workplace engagement and happiness

  • Developing links outside your sector that allow people to develop skills.
  • Creating community connections to NGOs and using skills to share best practice.
  • Putting on charitable events where people can raise money by getting out their comfort zone; e.g stand–up comedy event, Strictly event or similar
  • Inviting new team members to attend board meetings where they can ask questions and challenge.
  • Sharing leadership team mistakes in a positive way and discussing how to learn from them. Creating Vlogs on a collaborate space to share these.
  • Peer-to-peer support programmes across all levels
  • Mentoring across all levels, both up and down
  • Virtual huddles and fuddles (fun huddles) once a week
  • Worker of the Week awards for fun things and kind acts
  • Random acts of Kindness Day
  • Leaders knowing names and using creative ways to recognise and reward
  • Encourage lunch breaks away from desks and have ways to do this
  • Encourage face-to-face communication through switch-off times
  • Holiday time is seen as strictly holiday time
  • Working with suppliers means caring about how they are paid
  • Working with a variety of suppliers from small businesses and individuals
  • Creative recruitment drives to encourage diversity in recruitment process
  • Having talking groups for LGBT and celebrating individuals
  • Leaders standing up and talking about their experiences of mental illness and other important vulnerabilities and diversitie

CIPD DOWNLOADS

To help you develop a workplace engagement strategy we are sharing our happiness models and approach to long term engagement.  These models are recognised as effective tools in the CIPD Workplace well-being strategy, one-day course.

Download the Laughology happiness and engagement programme and the unique Laughology happiness grid.

Download PDF

Happiness programme introduction

Download Happiness Grid

Happiness grid

More learning and development programmes & consultancy

JOIN THE LAUGHOLOGY LEARNING PARTNERS SCHEME

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At Laughology we are all about relationships and we believe that best relationships are the ones where each side shows long-term commitment, which is why we run a partnership scheme for the organisations we work most closely with.

Being a Laughology Learning Partner earns you discounts and extra benefits within your programme which include freebies and complimentary laugher and learning lunchtime sessions. Our learning partners also enjoy an executive level of access to our experts, ensuring that programme delivery is an on-going, fluid process.

Get in touch if you want to know more.

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Being a people manager

Posted in Business Programmes.

Being a people manager programme

BE AN INSPIRING LEADER

Management is an artform and like all artforms it can be learnt, honed and improved. People management starts with the ability to understand the people around you. People managers inspire others, they develop loyalty, they motivate, and they understand how to build success. People managers make their people happy.

The aim of our Being a People Manager programme is to help individuals to be inspiring leaders who create the right environments in which their people can thrive. Don’t expect any corporate bull, we believe the best leadership and management qualities are based in human skills such as humour, happiness and empathy.

What’s the difference between a manager and a people manager?

A people manager understands that management isn’t just a series of transactions designed to serve a commercial or administrative purpose. People managers get involved with the people around them. They are genuinely interested in individuals. They understand the people in their teams and spend time getting to know them. They recognise what motivates specific individuals and know what makes their people happy or unhappy.

Developing relationships, empathy, care and understanding for the people you manage isn’t whimsical or unnecessarily touchy-feely. It makes sound business sense. To get the best out of people, you have to know them, and you have to be attentive. That doesn’t mean you have to be sentimental, but you do have to care about the organisation and the people in it.

What does the programme consist of?

Our flexible methodology and the wide range of proven, science-backed elements we have created allow us to design bespoke programmes around your unique needs. Broadly, however, our Being a People Manager programmes are underpinned by three key modules, each of which are unique to Laughology, innovative, flexible and can be adapted to suit your requirements. These key modules are from our Big Chats, Little Chats coaching programme as we believe Being a People Manager is largely about coaching your teams in the moment, helping them to flourish.  Elements of the programme can be complemented by other modules including Having difficult conversations, Negotiation skills and presentation skills. 

The three key modules are:

  • Creating the right environment
  • FLIP it thinking
  • Developing a team and managing with growth mindset

PEOPLE MANAGER MODULES

Creating the right environment

People manager module

Creating the right environment is a module within our ground-breaking Big Chats, Little Chats programme which is designed to allow managers and their people to have great conversations and redefines the way coaching is perceived. This module shows managers how to develop strategies to enable them to have constructive, relationship-building conversations that are personalised, future-focussed and needs-led. 

Learn more..

It promotes a culture of agility and response and builds managers who understand that communication and coaching shouldn’t be delivered at set times and in set structures, but should be open, ongoing and collaborative. It shows how to effectively feedback and feed forward. We have developed the PA-OFF model to define the type of chats managers should be having with their teams.

They should be:

  • Personalised –defined by the person in front of you and their needs at that time.
  • Anyhow, anywhere - teams are often a blend of job-sharers, homeworkers and international personnel working virtually and we now communicate through multiple channels including Skype, Google Hangout and even WhatsApp. The way we speak to each other has changed and coaching needs to reflect this in order to work.
  • On demand – we encourage a more flexible approach in which coaching gets to the root of the issue quickly and effectively.
  • Future-focused – chats should help people to move forward rather than look back with blame and regret.

FLIP it thinking

People manager module

FLIP it thinking delivers a practical skill-set which allows people to develop resilience and a future-focused outlook. The module guides people in the art of recognising and challenging ‘wonky thinking’ and draws on elements of psychology and neuroscience to help people understand how to use focus, language and imagination to break negative patterns.

Learn more...

The FLIP model is a simple to use technique that guides people through learning and helps them become unstuck when stuck and be solution focused.  Simply put, it’s about helping people focus on the solution, rather than dwelling on an issue or the cause of a problem. 
For example – rather than saying; “What’s the problem?” or “what I don’t like” or “can’t do”. Solution focused could be; “How would you like this to work out?” or “What I do like” or “what I can do.

What does FLIP stand for? 

F is for 'focus'.  Often, when we don’t feel great about something, that can cloud our view. When a situation happens, we tend to focus on how it feels and what went wrong, rather than how it could feel and what can be done. Reframing, through focusing on the possibilities, is a powerful tool; helping people get what they want from a situation.
 
L is for ‘language’. Language decides how we take in information and contextualise a situation. The use of positive or negative language can change the way people feel about things. Using language in a wise way determines how people react to situations and move forward from them.
 
I is for ‘imagination’. Our imagination can change the way we think about a situation. We can be creative and problem-solve, or negatively focus on the issues.  Our ability to be able to generate ideas in work and life is essential for success, improving innovation, solution focused thinking and happiness.
 
P is for ‘pattern breaking’.  We all form patterns, in the way we think and view the world. These manifest themselves in our behaviours.  Recognising what you are doing to sustain a behaviour, through the way you think or the language you use, is an important step to forming new, more positive behaviours.

Developing a team and managing with growth mindset

People manager module

Developing a team and managing with growth mindset concentrates on how to build a growth mind-set culture through conversations, reward and recognition, encouragement, risk-taking, metacognition development and self-directed learning. 

Learn more...

Growth mindset is a strong belief and desire to learn, and an attitude that skills and ability can be developed.

In contrast, a fixed mindset means thinking that skills and abilities are ‘fixed’. This leads to us thinking that there is no point in having a go, as there is nothing we can do to improve. Shifting from a fixed mindset to a growth mindset, can be the difference between saying/feeling ‘I can’t’ or ‘We’ve always done it like that’ to ‘I can’t yet’ or ‘Let’s try another way.’

The way we talk to people and see them can, in turn, make them behave in a certain way. If we have a fixed mindset about others we can put them in a box. For example, if you don’t let someone have a go at something because you don’t think they’re good enough or you perceive someone else to be better, they’ll never get a chance to learn.

This module will

  • Help you to help others understand that skills are learnable with techniques for setting stretch goals for individuals and teams
  • Support you to develop perseverance and motivation in your teams, allowing them to become independent and accountable
  • Increase understanding of learning styles and abilities – so adjust your supportive style accordingly.
  • Develop feedback and feedforward techniques to promote future success, not just about ‘yes it worked’ or ‘no it didn’t’.
  • Help you have conversations that move people forward.

Build your own People Manager programme

In addition to these three core modules, organisations can also add other elements, workshops and courses, such as:

Presentation Skills

Unconscious bias

Creating a diverse workplace

Team building

We will work with you to identify the best programme design for your organisation.

PEOPLE MANGER FAQs

How long will it take?

This is flexible depending on needs and budget, but usually each core module will be delivered in a one-day workshop.
We recommend that your organisation leaves a month in between each module to allow managers to take away the knowledge and techniques they will learn and embed these into their day-to-day lives. To maximise results, we recommend ongoing support between workshops which can be provided through catch-up sessions or by phone support. We also recommend a fourth full-day for reflection and review. Any additional workshops, as mentioned above, will be delivered separately. Our aim is to see a change in behaviours over and after the period the programme is delivered.

How many people can go through it?

We recommend a maximum of 20 delegates per session.
This makes the programme cost effective for you and allows delegates time and space to ask questions, partake in activities and have discussions.

What measurements will we see?

We use a range of tools and techniques to monitor and measure progress.
We can set up 360 focus groups and survey the people in your organisation who report directly to the managers on the programme.

This enables us to create a baseline on which we can plot progress at points during and after training has been delivered. We can assess behaviour change and would expect to see managers having better conversations with their people, more regular catch-ups with teams, better engagement and better relationships.

The resulting effect will be that people in your organisation feel more developed and happier, and as a result will be more productive.

If required, we can run reflective group sessions with managers which enable them to give feedback on their in-situ experiences of on-the-job learning, practical application and forward plans. We also recommend that outcomes are built into their objectives.

How do we make this sustainable?

We will leave you with cheat sheets and reference material.
We can also train your trainers, so that after delivery you have the programme as part of your training structure. We can also schedule regular update sessions to suit you, whether that be twice a year or yearly.

More learning and development programmes & consultancy

JOIN THE LAUGHOLOGY LEARNING PARTNERS SCHEME

tesco mobile logo

At Laughology we are all about relationships and we believe that best relationships are the ones where each side shows long-term commitment, which is why we run a partnership scheme for the organisations we work most closely with.

Being a Laughology Learning Partner earns you discounts and extra benefits within your programme which include freebies and complimentary laugher and learning lunchtime sessions. Our learning partners also enjoy an executive level of access to our experts, ensuring that programme delivery is an on-going, fluid process.

Get in touch if you want to know more.

Continue reading

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Programmes and consultancy

Posted in Business Programmes.

BESPOKE WORKPLACE

PROGRAMMES & CONSULTANCY

LAUGHOLOGY LEARNING AND DEVELOPMENT PROGRAMMES AND CONSULTANCY IMPROVES THE WELLBEING OF YOUR ORGANISATIONS AND ITS WORKFORCE

Laughology workplace programmes and consultancy will increase workplace wellbeing and move your business or organisation forward in a positive direction.

The programmes consist of a suite of adaptable, evidence-based elements which we build around your needs and goals.

Some of the world's biggest organisations have benefited from Laugology's truly original and innovative workplace training programmes.

We have improved outcomes and increased engagement and happiness within national and multi-national organisations and delivered to thousands of people.

Laughology programmes elements

[users]

Getting to know you

We work with you and your teams to investigate and research your needs and how these can best be achieved. We plot where you are and where you want to be and work out how to get you there.
[nut]

Design

Our evidence-based, tried-and-tested methods and flexible content can be blended to fit your individual needs and adapted during the roll-out to address any changing circumstances.

We use workshops, webinars, virtual classrooms, champion programmes, 70/20/10 methodology to create a bespoke, modular programme of training and delivery to get you to the destination you chose.
[thumbnails]

Testing and implementation

We can develop and implement an early adopter programme or pilot sessions to test proof of concept. This gives you peace of mind that the programme is right for you.

We can use focus groups and independent researchers to test the buy-in and traction at all stages.
[refresh]

Adaptability

We know direction can change at any point through a process. Because we have so many tools at our disposal, we have the flexibility to adapt to your changing needs.

We understand that the workplace is a changing environment where virtual teams connect digitally and we design full programmes utilising blended learning, so they can be delivered online as well as face-to-face to address the way you work. We design and produce a range of collateral to accompany and reinforce learning.
[settings]

Measuring impact

We measure, investigate and analyse data to build a detailed picture of your organisation and its needs. This becomes a baseline on which we chart the impact of the programme in real-time using a range of analysis techniques.

We plot where you need to be and measure the metrics throughout the process and after the end of programme delivery to ensure the learning remains embedded.

Supporting the needs and goals of your people, as well as your organisation.

At Laughology we understand that organisations are like people. Each one is individual, complex and unique and is made of many different parts, ideas and mechanisms, just like a person.

When a person wants to learn, develop and improve, there is no one-size-fits-all answer because everyone has different needs. What works for one, will not necessarily work for others. In order to find out the right course of action for a specific person, you need to know all about them. Through our years of experience, we understand that the same process works with organisations.

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TRANSFORMATION SUPPORT PROGRAMME

Transformation and change is often the most challenging part of an organisation’s development…

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It's all about you

All our programmes are designed to move you forward in a positive direction. They comprise a suite of adaptable, evidence-based elements which we build around your needs and goals.

We have delivered truly innovative programmes for some of the world's biggest organisations. We have a reputation for originality and results.

We have improved outcomes and increased engagement and happiness within national and multi-national organisations and delivered to thousands of people.

Laughology programmes don’t just improve organisations, they improve lives. It all starts with a free consultation. Get in touch to learn more.

Engagement

For years happiness was seen as a fringe interest in a commercial world driven by the pursuit of results at any cost...

Find out more...

Being a people manager

Management and leadership are an art that can be learned, honed and improved...

Find out more...

JOIN THE LAUGHOLOGY LEARNING PARTNERS

At Laughology we are all about relationships and we believe that best relationships are the ones where each side shows long-term commitment, which is why we run a partnership scheme for the organisations we work most closely with.

Being a Laughology Learning Partner earns you discounts and extra benefits within your programme which include freebies and complimentary laugher and learning lunchtime sessions. Our learning partners also enjoy an executive level of access to our experts, ensuring that programme delivery is an on-going, fluid process.

Get in touch if you want to know more.

Continue reading

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