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LIFEPRINT FOR BUSINESS

HOW TO MAKE EMPLOYEES HAPPY A LIFEPRINT PERSPECTIVE

It’s not just common sense that what makes employees happy at work also makes for happy businesses. In fact, research demonstrates the link between happy employees and thriving business.  One indicator found that happy employees are 20% more productive than their counterparts; that figure rose to 37% when assessing sales people.

If employee stats aren’t enough, look to the stock market, where stock prices rose by 14% per year between 1998 and 2005 for companies listed under Fortune’s “100 Best Companies to Work For.” Company culture plays a pivotal role in mastering how to make employees happy.

Furthermore, research indicates that it’s not salary alone that creates happy employees. Rather, what makes employees happy at work requires something far less tangible than money: trust.  Researchers measured the brain activity of people at work, and the results were clear: Trust in the workplace makes staff more productive, excited and innovative on the job.


The study also found hormonal components in workplace trust. The brain chemical oxytocin facilitated trust, connection and generosity on the job, which generated employee contentment. Even more important, high stress inhibits oxytocin, thus decreasing interstaff bonding on the job.

As you endeavor to understand how to make employees happy, take every measure possible to minimize workplace stress so that employees can get their jobs done efficiently and without burnout.


The study lists staff recognition, inter-peer recognition, feasible workloads and assignments, clear project direction and intentional relationship-building as strategies for ensuring employees are content and productive.

To master how to make employees happy, take charge as a business owner and create a workplace culture conducive to employee contentment.  One critical component comes from Tony Robbins and is one of his most vital components and practical strategies he uses to asses performance and behavior analytics and that's...

HOW TO UNDERSTAND EMPLOYEES’ PERSONALITIES

If you want to know how to make employees happy, first you must understand each employee’s workplace personality profile so that you place them in a position befitting their skills and disposition.


Create a protocol for hiring, training and promotions that assesses an employee’s Mindset Map & behavioral profile (an employee’s dominance, passivity, conceptual thinking, goal orientated decision making, influence and motivation, empathy and communication, steadiness and practical conscientiousness.


Dominant Expression:

People who operate best when allowed to be direct, results-oriented, decisive and competitive are often skilled negotiators, problem-solvers, managers and leaders.

Passive Expression:

People who operate best when allowed to take time and space to achieve goals and outcomes they will take a more walk as you talk and passive approach to life.


Conceptual Thinker: 

Conceptual thinkers will be more chaotically or even can be orderly creative they will tell you what a concept means and what it relates to and are mostly abstract.

Goal-Orientated Decision Maker: 

Goal Orientated thinkers will tend to be more logical and process specific and tell you how to measure said conceptual operations.


Motivational Performance:

People who are largely charming, enthusiastic, optimistic, persuasive and inspiring are “motivators” capable of working collaboratively with diverse teams.

Emotional Performance:

People who consistently exhibit traits like being understanding, team-minded, patient, stable and sincere are often dependable in managing or collaborating with others.


Practical Performance:

People who are known for being resourceful, dependable, precise, compliant and methodical are valued as “work horses” in business due to their ability to remain objective on the job.

Intellectual Performance:
People who are known to easily express ideas and communicate them effectively either through gathering information or innovating new solutions.

Transformational Performance:

People who are highly intuitive and have innate perceptive abilities for future trends, agile minded and quick learners who are often artistic and highly creative.

"How do you expect your customers to love your business if your employee's don't love it first?"  


Leadership is not about your team serving you and more about you serving your team.

If you're looking to build a bridge so you can step into the center of their circle and unlock their hearts and inspire their minds then you need to understand who they are and listen to what it is that they need to consistently perform beyond what's expected.


The LifePrintOS performance software will equip your leadership and management with the ability to leverage key performance indicators using our proven systems to effectively evaluate and map mindset patterns and the needs that are necessary for your people and teams to feel valued and fulfilled within their roles.

If you're interested and want to discover how the LifePrintOS can save and shift your company culture, improve performance based analytics, create cohesiveness and strengthen trust then download our brochure.

Download Brochure

Book Your Business Analysis

$497 Includes 


Personal LifePrint Analysis
Business Altitude Evaluation
1 Team Analysis (Max 5 People)
Practical Strategy & Solution

 

BEHAVIOR ANALYSIS REPORT

Bypass the endless hours of 
psycho-analytical testing and calculations which can be easily manipulated.


The LifePrintOS application will identify specific personality patterns and how a person will act under any given environment depending on intensity and pressure.  


You will know what a candidate's natural talents, abilities and tendencies are and how they are hard wired based on their unique Growth Mindset and Protective Mindset behavioral frameworks.


Based on their LifePrintOS Mindset Map you'll know exactly what their highest driving needs behind why they do what they do is and how you can positively influence them to consistently achieve higher performance and engagement levels long term.


Know for what role they are most suited for and where they will have the highest fulfillment value.

 
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