"Audit on Happiness" – Benchmark for Organizational Success

My primary interest lies in exploring different cultures, both within organizations and beyond. This is why I love to travel and go on workation. Over the past few months, I travelled by our camper van towards Scandinavia. According to consistent results In The World Happiness Report this region is home to the happiest people. During my journey, I had the opportunity to experience this happiness firsthand. I encountered concepts like ‘hygge’,[1] with its emphasis on ‘genuine, unhurried, and cozy friendliness’, ‘gratitude’, ‘peace’, and ‘appreciation for all the beauty a country can offer’. ‘The World Happiness Report is just one out of many ranking that puts Scandinavian countries at the top of the lists about happiness and the country’s liability.’

Enjoying the beauty in Norway.

This inspired me to set this personal goal: to discover what triggers the feeling of happiness. In Copenhagen, one museum in particular caught my attention: the ‘Happiness Museum’. It might be one of the smallest yet most fascinating museums I have ever visited. Through scientific research, questions like ‘Why do we see more happy people in some cultures than in others?’, ‘Is there a correlation between Gross Domestic Product (GDP) and the level of happiness?’, and ‘How can happiness be measured? Or is it too subjective feeling?’ are explored.

Each journey I take, brings me valuable and interesting insights, even in relation to my own professional field. In recent years, societal responsibility has almost forced us to place themes like psychological or social safety, undesirable behavior, and integrity more prominently on the agenda, including the agenda of auditors. However, I am convinced that auditing happiness or ‘hyggeness’ in the workplace can provide more insights and is an important benchmark for an organizational success. Employee’s happiness often reflects the underlying values and culture of an organization. A happiness audit can reveal the extent to which there is alignment between the communicated values of the organization and how these are perceived by employees in practice.

My visit to the museum inspired me: Instead of continuing to audit – in my view – ‘tense’ and perhaps even ‘negative’ themes, why not tackle a ‘warm’ theme, namely ‘happiness’ or perhaps even ‘hyggeness’?

Ask your colleagues questions: ‘What makes you happy in your work?’ And ‘What are you satisfied within your work?’ When asking both questions, pay close attention to the facial expressions of those who give answers. What do you notice? Questions about happiness makes in general our eyes bigger and the tension of the lips decrease.

Yes, levels of satisfaction or safety can positively contribute to happiness, but they are not the same as happiness itself.

I agree with the notion that being happy or feeling happy is something subjective. Yet, as a partner, colleague, or good friend, you would hopefully want to have a positive influence on someone else’s happiness. I believe, and scientific research supports, that there are factors related to ‘happiness’ that can be understood and measured in quality. The fact that these factors differ for everyone is okay, but to ignore them because of that – in my opinion – is not okay.

After delving into several scientific publications, I am increasingly convinced that an audit on happiness within an organization can yield valuable results.

If you would like to brainstorm about how to make your research approach on this theme more practical, feel free to reach out, and perhaps we can collaborate!

Thank you for taking time to read this blog,

Kind regards,

Svetlana

P.S. I love to read! So, here are two book recommendations. Both have this Scandinavian touch….

• ‘The Nordic Theory of Everything’ – Anu Partanen

• ‘The Little Book of Hygge’ The Danish Way to live well -  Mike Wiking

[1] ‘Hygge is about an atmosphere and an experience, rather than about things. It is about being with people we love, A feeling of home. A feeling that we are safe, that we are shielded from the world and allow ourselves to let our guard down.’ (Wiking, M. 2016)