How Happy Is Your Team Member?

You'll likely associate this characteristic with happiness the most easily. Feelings such as energy, pleasure, hope, and contentment are essential for our well-being. So if your team member is having trouble smiling, or controlling their anger, or seems lethargic, then it is likely that they are unhappy.

Why is this important? Barbara Fredrickson's Broaden and Build   theory says that positive emotions at work strengthen team bonds, improve morale, boost productivity, and encourage innovation, among other things.

But what can you do about it? Start by using Frederick Herzberg's Motivation-Hygiene   theory to work through the factors that can cause job dissatisfaction. Then look at those characteristics essential for job satisfaction that should, in turn, result in more positive emotions.

Work genuine praise into your interactions. The Losada Ratio   says that we should try to balance one piece of negative feedback with three pieces of positive, to prevent a colleague feeling dejected. This model's statistical basis is questionable, but it's certain that saying "thank you"   will show your appreciation, and it will lift their spirits.

Another simple way to bring positivity into your team member's working day is ensure that they have a healthy, vibrant workplace   . For example, is the lighting good, has everyone got enough space to work in, and are there adequate refreshment facilities? Encourage some personalization too – a few family photos could bring the office alive.

An unhappy person will struggle to get into the "zone." They'll find it hard to really engage in their work and this often shows in lower productivity, uncreative work, and time wasted on social media. But when they are fully engaged, they'll enter that state of "flow"   where little can distract them.

Engagement starts with strong communication   . Use team briefings   to outline tasks clearly and to keep everyone up to date on what's happening in the organization. Be honest: if your team member trusts that you share everything you can, they'll feel more involved and connected, and see a reason to stay around.

Minimize distractions   so that they can focus on their work. Encourage them to turn off their phone, find a quieter room to work in, or try out time management tools.

Do they know exactly how to do their work, or are there frustrations and mistakes? Ensure they have the equipment, training and development   they need to keep on top of their role and improve their skills.

Daniel Pink points out, in his book "Drive,"   that we are more engaged when we have some autonomy. Encourage your employee to think about how they could shape   their job to make it more "theirs" and you'll likely see them blossom.

If your team member spends most of their waking hours with their colleagues, they'll need to get on with them. Otherwise, their days will drag by or become very stressful.

Of course, you cannot force people to be friends, but you can certainly help create a cooperative and kind atmosphere. You can also build trust   by creating a forum for people to voice opinions without fear of reprisal.

Together with your team member, find ways to share in what Margaret Heffernan   calls "social capital." For example, consider making it a rule that no one eats at their desk but instead mixes with other teams in a communal cafe area. Encourage your team member to spend time with their co-workers outside work, too. Could they organize a lunch out or a team-building away day?

Remember that your job is also to manage team conflict   appropriately, and to minimize the negative effects of office politics   . Some people will change jobs rather than face a daily battle.

Many of us want to know that we're working for a greater purpose   , so help your team member to understand where their role fits into the bigger picture.

Ensure they receive any feedback from satisfied customers or senior managers, and let them know how a project they worked on has contributed to company performance. Use Business Storytelling   to inspire them!

Be sure to explain mission and vision statements   to connect their individual goals with the team's and organization's, and use Management by Objectives   to keep them on track.

If your organization has a corporate social responsibility   program, show them the positive effect your organization has on the community, and make it easy for them to volunteer time to help. This is a great way to raise morale and support a greater cause at the same time.

We all tend to feel happier if we know that we're meeting our responsibilities and doing well. So be sure to recognize any "small wins"   that your team member makes towards their objectives each day.

Use SMART   and meaningful goals   to focus their attention, and ensure they are rewarded   when they've achieved these goals. This reward doesn't have to be financial. A simple "thank you" for a job well done will set the tone for everyone else to follow – but if a celebration   is in order, go for it!

Practice Management by Walking Around   and try to "catch" them doing things right, rather than wrong, as Ken Blanchard advises.

They might be ambitious for new responsibilities or promotion. If the company structure limits formal progression, try setting them stretch goals   so that they don't become bored, and everyone benefits from their potential.