The Link between Wellbeing and Performance
An extensive Gallup study that included 7939 businesses found a link between positive emotions and performance measures, including efficiency at work, employee retention and profitability (Harter, Schmidt, & Keyes, 2003). They suggest that employee engagement is strongly linked to creating an increase in positive emotions which ultimately then leads to increased performance.
Although emotions often arise out of short-lived moments, for example, sharing a joke creates the emotion of amusement, or a colleague making a cup of tea for another leads to gratitude, it is believed that the effect of these emotions is enduring and can be drawn upon later (Fredrickson & Branigan, 2005). This means that positive emotion not only elicits creativity, flexible thinking, and motivation in the moment, but can help develop resilience and enhance performance in the workplace long term (Ashkanasy, Härtel, & Daus, 2002; Bakker & Oerlemans, 2011; Fisher & Noble, 2004). Further research that outlines how to increase positive emotion includes Kanner, Coyne, Schaefer, & Lazarus’ (1981) work on daily hassles and daily uplifts as a predictor of stress. It has been found that in the workplace, daily uplifts (for example, being complimented on good work) are positively correlated to performance and wellbeing (Junça-Silva, Caetano, & Lopes, 2017). The links between these resources and high performance confirm that there is a strong link between wellbeing (if in part characterised by positive affect) and performance in the workplace.
Lyubomirsky, King, and Diener (2005) conducted a meta-analysis looking at wellbeing and performance more holistically, including measures of success in home life, work-life and health. Of particular interest from their findings is that both long-term happiness and short-term positive emotions precede success in different life domains. This research begins to address the issue of whether wellbeing (or happiness) will only arise out of success (or high performance) or whether optimal wellbeing is a precursor to performance. Although the research does not suggest happiness is a requirement for high performance, it does highlight that it is seemingly a valuable resource (Lyubomirsky et al., 2005). Therefore, if organisations are looking to truly thrive and be successful, it seems logical to capitalise on all resources to achieve this, including increasing wellbeing and happiness at work.
References
Ashkanasy, N. M., Härtel, C. E. J., & Daus, C. S. (2002). Diversity and emotion: The new frontiers in organizational behavioral research. Journal of Management, 28(3), 307–338. https://doi.org/10.1016/S0149-2063(02)00130-7
Bakker, A. B., & Oerlemans, W. G. M. (2011). Subjective well-being in organizations. In K. S. Cameron & G. M. Spreitzer (Eds.), Handbook of Positive Organizational Scholarship (pp. 178–189). New York: University Oxford Press. https://doi.org/10.13140/2.1.1145.4723
Fisher, C. D., & Noble, C. S. (2004). A within-person examination of correlates of performance and emotions while working. Human Performance, 17(2), 145–168. https://doi.org/10.1207/s15327043hup1702
Fredrickson, B. L., & Branigan, C. (2005). Positive emotions broaden the scope of attention and thought-action repertoires. Cognition and Emotion, 19(3), 313–332. https://doi.org/10.1080/02699930441000238.Positive
Harter, J. K., Schmidt, F. L., & Keyes, C. L. M. (2003). Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. In C. L. M. Keyes & J. Haidt (Eds.), Flourishing: Positive person and the good life (pp. 205–224). American Psychological Association. https://doi.org/10.1037/10594-009
Junça-Silva, A., Caetano, A., & Lopes, R. R. (2017). Daily uplifts, well-being and performance in organizational settings: The differential mediating roles of affect and work engagement. Journal of Happiness Studies, 18(2), 591–606. https://doi.org/10.1007/s10902-016-9740-2
Kanner, A. D., Coyne, J. C., Schaefer, C., & Lazarus, R. S. (1981). Comparison of two modes of stress measurement: Daily hassles and uplifts versus major life events. Journal of Behavioral Medicine, 4(1), 1–39. https://doi.org/10.1007/BF00844845
Lyubomirsky, S., King, L., & Diener, E. (2005). The benefits of frequent positive affect: Does happiness lead to success? Psychological Bulletin, 131(6), 803–855. https://doi.org/10.1037/0033-2909.131.6.803