The Happy Factor

During my years as a recruiter, I can recall the number of times I’ve asked candidates what they’re looking for in a job only slightly more than the number of times I’ve gotten the response “money isn’t the most important factor”…

Most of us know that money isn’t everything (otherwise we’d all pursue careers as drug lords or something), but a large number of the workforce can’t pinpoint exactly what they want. When we (recruiters) probe and ask candidates to dig a little deeper, a common answer is job satisfaction and happiness.

In an attempt to define and help others find “happiness”, I sought a higher power-WIKIPEDIA:

WIKIPEDIA defines happiness as “a mental or emotional state of well-being defined by positive or pleasant emotions ranging from contentment to intense joy.”

Of course seeking positive or pleasant emotions is the reason most people we approach would consider a job change. However, a detailed description of what that looks like is hard for many to articulate. Therefore in order to better define and find your “Happy Factor”, I suggest asking yourself these questions:

1. What comes easily to you? The majority of your job should be something that comes naturally. Whether you’re good with numbers, organized or a true people person; your next job should entail at least 80% of those skills. It’s nearly impossible to master job duties for which you don’t have a natural aptitude… Michael Phelps has said that swimming is second nature to him and he is more comfortable in water than on land. Find your own version of swimming.

2. What duties or part of your job do you put off to the last minute or hate doing?  Take stock of what percentage of your job those hated components entail. If you hate doing it then you probably will never be a master of it and will no doubt cause you stress and frustration. Additionally, it will take you away from the part of the job you love and excel at. Look for a position where those dreaded duties are handled by others, are streamlined or don’t exist at all. Also ensure that those components are not seen as key to the role and evaluated heavily towards success in the role.

3. Company culture. Rules, rules and more rules. Some companies offer a very structured environment that provides a clear guideline on policies and procedures. Others don’t adhere to specific processes or guidelines. If you veer towards processes and embrace best practices like a favorite teddy; then you should look for a work environment that promotes structure. If you gravitate towards an environment that promotes individuality, look for that. Being mismatched will create resentment among your employees and co-workers.

4. Who’s the Boss? Employers often think that that they want to hire people who are different or complement them, yet more often than not they are drawn to similarities. If you have common ground with your manager or boss, it will be easier for them to get your point of view and you theirs. There can be a diversity of skills, background and experience, but you need to be on the same page on certain things:  Are you in alignment with adherence to rules? Do you communicate in the same way? Do you have the same philosophy regarding attaining end results?

5. How do you define growth and promotions? Communicate with your employer what your and the company’s goals for success are. Growth might mean money or titles to you, however, your employer might see a change in duties or an expanded territory as a promotion. Make sure you understand what growth means to each of you.

Everyone has their own definition of what happiness is – in their personal life and career… But don’t just take my or Wikipedia’s word for it-- REALLY think about what motivates you to wake up each morning and work towards a career that reflects happiness!

-Robin