Positive Psychology at Workplace: Fighting the Negativity

When it comes to psychology and psychologists the first thought in our mind that emerges is often repelling and negative. Psychology has by far been associated with ways to improve a negative state of mind. However, this is not the case anymore. Positive psychology has long been in the picture but very few people are aware of its influence and rewarding techniques that can be very beneficial for the growth of any organisation. It plays a major factor in the management of a healthy team at a stressful workplace.

We often find ourselves dreading to go to our workplace and the famous ‘Monday blues’ is inevitable. But have you ever thought how would it feel or change you if instead of being depressed about Monday you get excited about it? What will happen if you start thinking ‘Yay! Its Monday!’? This is where positive psychology shines like a knight in armour.

Positivity is by far the only weapon of mass progress that can bring about positive results and career growths. The reason behind positive psychology being so powerful is that it is directly linked to your:

• Improved Health- Just like ‘laughter is the best medicine’, ‘positive psychology is the new fitness pill.

• Well-being- An increased level of well-being signifies a higher level of positivity.

• Longevity- A 2019 study found that positive thinking can result in an 11–15% longer lifespan and a stronger likelihood of living to age 85 or older.

• Greater quality of life- Studies suggest a definite link between having a positive outlook and a healthy lifestyle like less heart disease, better weight control, lower blood pressure and healthier blood sugar levels. Even when experiencing an incurable disease, positive feelings and optimism can immensely improve quality of life.

 Positive psychology can bring in a lot of positive changes, enthusiasm and initiatives at the workplace and encourage employees to give their 100% at work. This can help you improve:

• Performance- Positive people are self-confident, hopeful and have more energy. They set higher goals and put in extra efforts to achieve them. Positive people see more than one solution to a problem and tend to make better decisions.

• Motivation- Since positivity is all about being hopeful, a hopeful person who has a positive mindset always looks forward to what’s next. He/she always expect positive things to be coming next and that motivates them hugely.

• Engagement- When you are optimistic you start believing that everything you do is going to be fruit-bearing. In such a situation, you engage more in your work and workplace and be hopeful about the future.

• Conflict Resolution Skill- Instead of focusing on stress, tensions and downfalls positive psychology shifts the attention to constructing a workplace where teams are more productive, happy and creative. This shifts your attention from ‘who did what’ to ‘who did why’ and ‘how can we make it better’. 

• Original Thinking- Positive mindset enables the team to explore their inner potential and creativity. The team is motivated and engaged enough to be able to inculcate original thinking.

Now that we know how significant and necessary positive psychology is at the workplace, we need to figure out a way to implement it in our work culture. To figure out how to do it we must talk about PERMA. Professor Martin Seligman, one of the co-founders of positive psychology, developed a five-factor model of psychological welfare and contentment. He believed that this model can help people work for life fulfilment, meaning and happiness. Corporate Organizations should also use and implement this model in their corporate structure as a part of the employees’ wellbeing plan.

Let’s talk in detail about this model suggested by Seligman and how can we use it in our work life with a managerial perspective.

 PERMA stands for:

• Positive Emotions- These are a crucial factor in one’s well being and contentment. For example, when you see a child solve a puzzle on its own or when they come first in a race, their face gleams with happiness. This brings in a lot of positive emotions in the child and he/she thinks that achievement is rewarding. They do not refrain from trying to achieve the next goal.

This is how positive emotions affect us. If managers could incorporate this in the workplace it can lead to great success. Rewarding an employee with an appreciation, recommendation, applause or recognition after the completion of a task can also help immensely in arising the positive emotions of achievement in them.

• Engagement- Engagement activities flood the body with positive neurotransmitters and hormones that help in uplifting one’s sense of well-being. It is imperative to have a sense of being absorbed in something. This creates a flow of blissful immersion in tasks or activities. This kind of engagement increases our intelligence, emotional capabilities and skills. Managers can organize team-building activities or group activities to increase the engagement of the team.

•  Relationships- We are social animals who crave people and relationships. We thrive on emotions related to intimacy and connections. Our brains experience pain and fatigue when we are in isolation. We neurologically want to be a part of a group or a team to have a sense of belonging. Very similar to engagement tactics, organizing activities or spending time in lunch with the team can inhibit a sense of togetherness in your team.

•  Meaning- Realizing your importance at the workplace and reminding yourself every day of why you choose to come to the office today may help you enjoy your tasks be more content with what you do. Reminding your teammates of the sole purpose of coming to work and the excitement of joining the team can provide the team with the motivation needed.

•  Accomplishment- Having set goals and achieving them leads to a sense of fulfilment and pushes you towards the next achievement. To flourish and thrive it is vital to have a sense of accomplishment in life. Providing the team with small weekly or bi-weekly projects and motivate them to achieve it. Giving appreciation and rewards at the end of it motivates the team makes them feel content.

 People thrive when they are in an atmosphere supported by PERMA. They stay consistently longer and set higher goals at workplace. PERMA not only develops a path for organizational growth but also instils a feeling of individual growth in employees. To bring positive psychology we must incorporate in our management programs:

•  Appreciation- Rewards or appreciations play a great role in motivating the employees. The team tends to perform better if they have motivation and acknowledgement of their work.

• Invest in Relationship- Increasing communication within the team where they build a healthy relationship not just as colleagues but a supportive team plays a vital role in increasing engagement and sense of belonging.

• Demonstrate the impact of efforts. You can strengthen a team’s sense of accomplishment by providing the team with their achievements. Demonstrating what their efforts and teamwork helped them achieved is a pivotal tool to give value and meaning to their work. 

• Support accomplishments by asking strength-based questions- Highlighting the positive sides or achievements to a person can prove fruitful to motivate and create a sense of accomplishment in individuals and team. People often sulk at their weaknesses and forget to feel confident about their strengths. Reminding of their positive aspects can prove uplifting and beneficial.

 According to Wikipedia, Positive psychologists seek to encourage acceptance of one's past, excitement and optimism about one's future experiences, and a sense of contentment and well-being in the present. The more we practise and inculcate positive psychology in our professional life and workplace the more benefiting and uplifting it is for the organisation and its employees. It is especially helpful for new age managers as with time it has become important to have a team that is self-productive and organising. A motivated and enthusiastic team can easily be formed if managers can successfully incorporate Positive Psychology at the workplace.

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