HOWARD RISHER<\/a><\/span>[\/et_pb_text][et_pb_text disabled_on=”on|on|” _builder_version=”4.16″ text_font=”PT Serif||on||” text_text_color=”#363636″ text_font_size=”16″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”10px||60px|” global_colors_info=”{}”]Howard Risher has 40 years of experience as a consultant and HR executive with clients in every sector.\u00a0He has published frequently in HR journals and websites.\u00a0 He is the author or co-author of six book and a growing list of ebooks. The most recent is\u00a0Building the Workforce Government Needs.\u00a0\u00a0He is associated with Grahall Consulting Partners.<\/i>[\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.27.4″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”24″ text_line_height=”1.5em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”720px” custom_margin=”0px||0px|” custom_padding=”||0px|||” hover_enabled=”0″ text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\nIt should not be surprising, but when people love their jobs, and are empowered to address problems, they are more productive. They may work late, go home exhausted, but are anxious to return the next day. Research confirms they have better, happier lives and that carries over to their families and daily contacts. <\/span><\/p>\nThat is the focus of the research and writing of Harvard\u2019s Arthur Brooks. He argues \u201cTo get the best out of people, treat them as people.\u201d Multiple studies show investing in employee \u201cwellbeing . . . not only raises employees\u2019 quality of life \u2013 it significantly increases productivity and profitability as well.\u201d <\/span><\/p>\nAn added performance factor is an employer\u2019s purpose. A Harvard Business Impact column reports, \u201cOnly 7% of Fortune 500 CEOs believe their company should \u2018mainly focus on making profits and not be distracted by social goals.\u2019\u201d \u201cPurpose-oriented companies . . . achieve 30% higher levels of innovation and better performance overall when leaders and employees believe in and act upon its purpose.\u201d <\/span><\/p>\nOnce the purpose is defined, \u201cThe next step is building authentic commitment from leaders at every level of the organization. That requires each leader, down to front line supervisors, to internalize the purpose and find ways to integrate it into the everyday work they and their teams do.\u201d\u00a0 <\/span><\/p>\n\u201cResearch supports . . . having a sense of purpose has been linked to better health, increased longevity, and higher overall well-being.\u201d When its shared by leaders and co-workers, it strengthens working relationships, mutual trust, and the team raises performance levels.\u00a0\u00a0 <\/span><\/p>\nFactors that drive employee happiness at work<\/h4>\n
A Forbes<\/em> column, \u201cHappiness At Work: The New Competitive Advantage,\u201d builds on research in the field of positive psychology. As a business journal, the author was writing for business leaders, but the argument is relevant to leaders in every sector.\u00a0 <\/span><\/p>\nA key point from the column is,\u00a0 <\/span><\/p>\n\u201cLeaders have a significant impact on employee happiness. They set the tone for the workplace culture and can either inspire their teams or contribute to a toxic environment. Leaders who are . . . supportive create an atmosphere where employees are more likely to feel safe and valued.\u201d <\/span><\/p>\nThe drivers of happiness are: <\/span><\/p>\n\n- Purpose and meaning: Employees who feel connected to their company\u2019s mission are more likely to be motivated and satisfied. <\/span><\/li>\n
- Recognition and appreciation: \u201cA simple \u2018thank you\u2019 can go a long way.\u201d It\u2019s more than a pay increase or bonus. \u201cCreating a culture of appreciation can boost morale and a sense of belonging.\u201d <\/span><\/li>\n
- Autonomy and flexibility: \u201cMost employees thrive when they have . . . the freedom to manage their time. Autonomy empowers employees to take ownership of their tasks . . .\u201d <\/span><\/li>\n
- Positive work environment: A supportive work culture that prioritizes respect, inclusivity and collaboration is crucial for employee happiness. Leaders play a pivotal role in setting the tone . . .\u201d <\/span><\/li>\n
- Growth and development opportunities: \u201c . . . employees want to feel that they are growing and advancing in their careers.\u201d <\/span><\/li>\n<\/ul>\n
A search found a related column in Insurance Journal<\/em> lists: supportive work environment, fair compensation and benefits, meaningful work, work-life balance and recognition and support. It\u2019s also consistent with the annual Fortune<\/em> list, \u201cThe Best Companies to Work For\u201d. <\/span><\/p>\nThe Fortune<\/em> companies highlight a point relevant to government. The top 10 are in very different industries: finance, technology, hotels, consulting and supermarkets. Wegmans is the supermarket and the company has made the list annually for 26 years \u2013 and they has also ranked as one of the country\u2019s best supermarkets. Clearly high salaries are not the reason Wegmans is one of the best.\u00a0 <\/span><\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f7f7f4″ custom_margin=”-641px|||||” custom_padding=”0px||0px|||” global_colors_info=”{}”][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Section” _builder_version=”4.16″ custom_padding=”0px||0px|” global_colors_info=”{}”][et_pb_row column_structure=”2_3,1_3″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” column_padding_mobile=”on” module_class=” et_pb_row_fullwidth” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|desktop” max_width=”100%” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|desktop” custom_padding=”0px||0px|” make_fullwidth=”on” custom_width_px=”680px” global_colors_info=”{}”][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2026\/01\/2-scaled.jpg” alt=”Five people stand close together, smiling at the camera. The diverse group showcases different cultures through their unique hairstyles and clothing, set against a blurred indoor background.” title_text=”Five people stand close together, smiling at the camera. The diverse group showcases different cultures through their unique hairstyles and clothing, set against a blurred indoor background.” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.27.4″ custom_margin=”-1px|||||” hover_enabled=”0″ animation=”off” global_colors_info=”{}” sticky_enabled=”0″][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ background_color=”#efefe9″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2026\/01\/3-scaled.jpg” alt=”Four people sit around a table in a modern office, having a lively discussion that reflects a positive team culture. One person has a laptop open, and a flip chart with notes is in the background. They all appear engaged and smiling.” title_text=”Four people sit around a table in a modern office, having a lively discussion that reflects a positive team culture. One person has a laptop open, and a flip chart with notes is in the background. They all appear engaged and smiling.” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.27.4″ hover_enabled=”0″ animation=”off” global_colors_info=”{}” sticky_enabled=”0″][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”4.27.4″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”5.7%|10%||10%||” custom_margin_tablet=”|10%||10%” custom_margin_phone=”” custom_margin_last_edited=”on|desktop” hover_enabled=”0″ text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|phone” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n
It should not be surprising, but when people love their jobs, and are empowered to address problems, they are more productive.<\/p>\n
[\/et_pb_text][et_pb_text _builder_version=”4.16″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” global_colors_info=”{}”]HOWARD RISHER[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row use_custom_gutter=”on” gutter_width=”4″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_padding=”0px||0px|” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.27.4″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”19px||0px|||” custom_margin_tablet=”40px||0px|” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” hover_enabled=”0″ text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n
Mistakes business leaders make<\/h4>\n
Another Forbes<\/em> column highlights the mistakes business leaders make that can undermine efforts to build an engaged, high-performing workforce.\u00a0 <\/span><\/p>\nFour mistakes stand out as relevant in large organizations: <\/span><\/p>\n\n- Lack of concern for employee wellbeing: In a survey, 63% of people left an employer \u201cbecause they didn\u2019t feel a connection with leadership.\u201d Leaders \u201care not responsible people\u2019s wellbeing\u201d but they \u201care responsible to create the conditions for wellbeing\u201d and \u201ca culture of respect, appreciation and growth.\u201d <\/span><\/li>\n
- Lack of empowerment: \u201cFailing to empower people or failing to provide autonomy, choice or control are mistakes of leadership.\u201d When employees have the \u201cpower of choice\u201d [to tackle job-related problems], they \u201cdevelop greater skills and capabilities.\u201d People want to feel like they are trusted. <\/span><\/li>\n
- Lack of accountability or follow through: \u201c . . . failure [of leaders] to admit mistakes or take responsibility for their actions that had a negative effect on the culture.\u201d <\/span><\/li>\n
- Lack of attention to employee opinions: By prioritizing employee feedback and demonstrating a commitment to continuous improvement, organizations can cultivate a culture of openness and trust. <\/span><\/li>\n<\/ul>\n
Business leaders make mistakes of course as everyone does, but all companies have the common goal of making a profit. Employees understand that. Everyone wants their organization to be successful or at worst to avoid failure. That\u2019s true as well in healthcare, education and not-forprofits. Disregarding the importance of employee engagement guarantees poor results. <\/span><\/p>\nGovernment should have an advantage<\/h4>\n
Government more than any business is intended to serve a purpose, actually multiple purposes, important to the public. That has been central to the attraction of government careers. It should make government on paper <\/em>the best of employers.\u00a0\u00a0 <\/span><\/p>\nThe shift to goal-based management under the Government Performance and Results Act and related laws was intended to shift management\u2019s focus to achieving agency purpose. The management \u201cframework\u201d is the subject of Performance.gov. Leaders are \u201cheld accountable for establishing organizational routines and management processes for setting performance goals and objectives that deliver results for the American taxpayer.\u201d <\/span><\/p>\nMissing from that website is any reference to employees. Government may never become a \u201chigh performance organization\u201d \u2013 that possibility is never discussed on federal websites \u2013 but the silence on practices known to affirm the importance of employee \u201cwell-being\u201d or value stands out.\u00a0 <\/span><\/p>\nIf hotels and supermarkets see the value in being a \u201cgreat place to work\u201d, it\u2019s clearly reasonable to think that would benefit government as well. The value of worker satisfaction was documented decades ago. \u201cHappiness\u201d may be a \u201cgoal too far\u201d but leaders should focus on what enhances employee performance.<\/span><\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ min_height=”520.5px” custom_margin=”-17px||20px||false|false” custom_padding=”0px|0px|24.625px|0px||” global_module=”37900″ collapsed=”off” global_colors_info=”{}”][et_pb_row column_padding_mobile=”on” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”780px” custom_padding=”0px|0px|73.90625px|0px” use_custom_width=”on” custom_width_px=”780px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.16″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”36″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”||70px|” text_font_size_tablet=”26″ text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n
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It should not be surprising, but when people love their jobs, and are empowered to address problems, they are more productive.<\/p>\n","protected":false},"author":3346,"featured_media":50663,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[13],"tags":[35],"class_list":["post-50662","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-about-gov","tag-government-trends"],"acf":[],"yoast_head":"\n
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