In psychology, this is referred to as being in the “flow.” McCarthy writes, “When you are in flow, you are at the perfect intersection of an engaging challenge that your talents can conquer.” As workers and teams are in the flow, productivity and profitability is maximized.
McCarthy offers real-world applications. For example, hiring decisions should include giving a voice and vote to the members of the department in the selection of a candidate. It empowers the employees and shows respect for their decision-making skills. There’s an added benefit too. The odds are high that staffers who approved of the candidate will then do whatever it takes to make the new employee successful, in an effort to prove to management that they possess good judgement.
The quickest way to discourage an employee is to withhold praise, gratitude and thanks. Without this, workers will think, “Why should I even bother?” The quality of their work will suffer, as they lose motivation. Managers must make an attempt to acknowledge the achievements and victories of their staff. It could be in the form of a simple “thank you,” proverbial pat on the back, pizza celebration or an announcement in front of their peers.
If you feel that there is a lack of purpose in your career, you can choose to make a change. This change does not require you to seek out an entirely new role at a different company. Instead of taking risks by walking away from your current employer, you can initiate change by crafting your job to find optimal meaningfulness—the degree of significance an employee believes their work possesses.
People feel pride by offering to mentor and develop the careers of young workers. Change your mindset regarding your responsibilities. If you are a janitor at a hospital, for example, try and see yourself playing a role in curing people’s illnesses.
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