This is what makes employees happy at work | The Way We Work, a TED series

Transcriber: Ivana Korom Reviewer: Camille Martínez

We survey CEOs, police officers, truck drivers, cooks, engineers.

Prevodilac: Ivana Korom Lektor: Ivana Krivokuća

Mi ispitujemo direktore, policajce, vozače kamiona, kuvare, inžinjere.

If people are working, we've surveyed them.

Ako su ljudi zaposleni, mi smo ih ispitali.

And what we know, in terms of their happiness:

A ono što znamo o njihovoj sreći:

workers all want the same things.

svi zaposleni žele iste stvari.

[The Way We Work]

[Način na koji radimo]

There's three billion working people in the world.

Na svetu je tri milijarde zaposlenih.

And about 40 percent of them would say they're happy at work.

I oko 40 procenata njih bi reklo da su srećni na poslu.

That means about 1.8 billion, or almost two billion people,

To znači da je oko 1,8 milijardi, ili skoro dve milijarde ljudi

are not happy at work.

nesrećno na poslu.

What does that do,

Šta to čini, kako tim ljudima,

both to those people and the organizations that they work in?

tako i organizacijama u kojima oni rade?

Well, let's talk about money.

Pričajmo o novcu.

Organizations that have a lot of happy employees

Organizacije sa mnogo srećnih radnika

have three times the revenue growth,

imaju tri puta veći rast zarade,

compared to organizations where that's not true.

u poređenju sa organizacijama gde to nije slučaj.

They outperform the stock market by a factor of three.

One su tri puta bolje na berzi.

And if you look at employee turnover,

I ako pogledate fluktuaciju radnika,

it's half that of organizations that have a lot of unhappy employees.

ona je upola manja od organizacija koje imaju mnogo nesrećnih radnika.

The miracle thing is,

Čudesno je to

you don't have to spend more money to make this happen.

što ne morate da trošite više novca da biste ovo omogućili.

It's not about ping-pong tables and massages and pet walking.

Ne radi se o stolovima za ping pong, masažama ili šetanju ljubimaca.

It's not about the perks.

Ne radi se o pogodnostima.

It's all about how they're treated by their leaders

Radi se o tome kako ih tretiraju pretpostavljeni

and by the people that they work with.

i ljudi sa kojima rade.

So I'd like to share a few ideas that create happy employees.

Želim da podelim nekoliko ideja kako kreirati srećne zaposlene.

Idea number one:

Prva ideja:

in organizations where employees are happy,

u organizacijama u kojima su zaposleni srećni,

what you find is two things are present:

imate dve prisutne stvari:

trust and respect.

poverenje i poštovanje.

Leaders often say,

Nadređeni često kažu:

"We trust our employees.

"Verujemo našim zaposlenima.

We empower our employees."

Osnažujemo ih."

And then when an employee needs a laptop --

I onda kada je nekome potreban računar -

and this is a true example --

ovo je istinit primer -

15 people have to approve that laptop.

15 ljudi mora da odobri taj računar.

So for the employee, all the words are right,

Za tog zaposlenog, sve reči su tačne,

but 15 levels of approval for a $1,500 laptop?

ali 15 nivoa odobrenja za računar od 150 000 RSD?

You've actually spent more money than the laptop, on the approval.

U stvari potrošite više novca na odobrenje, nego na računar.

And the employee feels maybe they're really not trusted.

A zaposleni oseća da mu možda i ne verujete.

So what can an organization do to have a high level of trust?

Šta može jedna organizacija da uradi da poveća nivo poverenja?

The first organization that comes to mind is Four Seasons.

Prva organizacija koja mi pada na pamet je Four Seasons.

They have magnificent properties all around the world.

Oni imaju izuzetne posede širom sveta.

And their employees are told,

A zaposlenima kažu:

"Do whatever you think is right when servicing the customer."

"Uradite sve što smatrate ispravnim kada radite sa mušterijom."

To hand that trust to your employees to do whatever they think is right

Dati zaposlenom toliko poverenja da radi šta misli da je potrebno,

makes the employees feel great.

čini da se zaposleni oseća odlično.

And this is why they're known for delivering some of the best service

I zbog toga su poznati po jednoj od najboljih usluga

in the world.

na svetu.

Idea number two: fairness.

Druga ideja: fer odnos.

The thing that erodes trust in an organization

Stvar koja podriva poverenje u nekoj organizaciji,

faster than anything else

brže od bilo čega drugog,

is when employees feel that they're being treated unfairly.

jer kad zaposleni ne osećaju da se odnosite fer prema njima.

Employees want to be treated the same,

Oni žele da ih tretirate isto,

regardless of their rank or their tenure or their age

bez obzira na njihov čin, status, godine,

or their experience or their job category,

iskustvo ili kategoriju posla,

compared to anyone else.

u poređenju sa bilo kim drugim.

When I think about great organizations who get fairness right,

Kada pomislim koja organizacija ovo radi dobro,

the first organization that comes to mind is Salesforce.

prva koja pada na pamet je Salesforce.

They found that men and women working in the same job

Oni su otkrili da muškarci i žene na istim poslovima,

with the same level of proficiency

sa istim nivoom stručnosti,

were making different amounts of money.

imaju različite nivoe zarade.

So immediately, they calculated the difference,

Odmah su izračunali razliku

and they invested three million dollars to try and balance things out.

i uložili tri miliona dolara da izbalansiraju tu razliku.

Idea number three is listening.

Treća ideja je slušanje.

So, to be a listener who connects with all types of people,

Da bismo bili slušalac koji se povezuje sa svima,

we have to unlearn a few things.

moramo da zaboravimo na neke stvari.

We've all been taught about active listening and eye contact --

Svi smo učili o aktivnom slušanju i kontaktu očima -

an intense stare

napetom gledanju

and a compassionate look.

i gledanju sa saosećanjem.

That's not listening.

To nije slušanje.

Repeating what the person says -- that's not listening.

Ponavljanje onoga što osoba govori - to nije slušanje.

Being humble

Biti skroman,

and always hunting and searching for the best idea possible --

uvek tragati za najboljom mogućom idejom -

that's what listening is.

to je slušanje.

And employees can feel whether you're doing that or not.

A zaposleni osećaju da li to radite.

They want to know, when they talk to you and share an idea,

Oni žele da znaju, kada razgovaraju s vama i podele neku ideju,

did you consider it when you made a decision?

da li ste je uzeli u obzir pri donošenju odluke.

The one thing that everybody appreciates and wants when they're speaking

Stvar koji svi cene i žele dok razgovaraju

is to know that what they say matters so much

je da znaju da njihove reči dovoljno znače

you might actually change your mind.

da ćete možda promeniti mišljenje.

Otherwise, what's the point of the conversation?

Inače, koja je poenta razgovora?

We all know the things we need to change,

Svi znamo šta treba da promenimo,

the things that we need to do differently.

šta treba da radimo drugačije.

Način na koji se ponašate, na koji tretirate druge,

The way you behave, the way you treat others,

the way you respond, the way you support,

kako odgovarate, kako podržavate,

defines the work experience for everyone around you.

definiše radno iskustvo svih oko vas.

Changing to be a better person --

Menjanje da biste bili bolja osoba -

the world is littered with those failures.

svet je zatrpan tim neuspesima.

But changing because there's something you believe in,

Ali menjanje zbog nečega u šta verujete,

some purpose that you have,

zato što imate neku svrhu,

where you're willing to risk almost everything

pri čemu ste voljni da rizikujete skoro sve

because it's so important to you --

jer vam je to važno -

that's the reason to change.

to je razlog da se promenite.

If it's not, you should probably find a different place to work.

Ako nije, verovatno treba da nađete drugo radno mesto.