Whistling while you work?

It's possible to be happy on the job, but it takes work to find that place
Gord Kurenoff, The Times
Published: Friday, September 12, 2008

When you think about the pursuit of happiness, images of actor Will Smith playing a struggling salesman looking to change his undesirable life, or Tom Cruise jumping on Oprah's couch confessing his undying love for Katie Holmes, might spring to mind.

For Cheryl Cran, it was getting a loaded gun away from her head - and to stop smelling carpets in dire need of cleaning.

The former Vancouver bank manager, who was robbed a dozen times at two different branches in the city, said when your nose is pressed into a dingy rug by a loaded, sawed-off shotgun, happiness in the workplace is one of the things that eventually crosses your mind, especially after hearing from a masked thug: "Get down now or you die."

"Actually two things came to mind during that last robbery," recalled the affable corporate speaker, who also moonlights as an author and media commentator. "Man, am I stupid? And we really, really need to clean these carpets!"

After dusting herself off, and re-evaluating her career, Cran eventually opted to work for herself, giving up a regular and healthy paycheque for the first couple years while building her professional speaking business.

Today the 45-year-old travels all over the Lower Mainland North America, talking to small businesses and major corporations about leadership, communication, expectations, staff motivation, changing dynamics, personalities, cultures and generation gaps.

It's a full-time job and the issues are much more complex in a job market now demanding work-life balance.

So, we asked Cran: is happiness in today's workplace a myth or is it possible?

"Probably a bit of both, to be perfectly honest," she said. "People have to learn to love their jobs and employers have to do a lot more to ensure people are fulfilled doing them. This isn't just about money or paying the bills, but that is important, too.

"With the war for talent underway in B.C., the employers who can adapt will get the best people. And they'll stay much longer, too."

Investing in people has to be more than lip service and add-on insets in fancy brochures for companies to find and keep top talent.

The investment should start with the interview process, Cran said, with forthright honesty replacing the "dating game" style of job interview.

"Right now, the employer and employee flirt, they tell each other the good stuff and leave out the information that might harm or end the relationship.

"A few months down the road the relationship sours when the job turns out to be much different than advertised. Everyone loses in that scenario."

Cran said some companies are still guilty of delivering the standard sales pitch to potential employees, who will eventually discover if it's fact or fiction.

"Bosses sometimes draw a picture of what the workplace should be, and not what it really is. That embellishment, no matter how small, will often determine how well the new hire works out. And those considering taking a new job really need to ask all the questions upfront that might prevent them from succeeding."

Asked about companies that tend to hire for "fit" instead of talent, Cran said solid leadership should dictate that hiring the most talented person makes sense.

"Good leaders can take different personalities and get them to work together and do great things."

While Cran was reluctant to stereotype age groups, she said that Generation Y [born 1980 and later] and the baby boomers should consider "reverse training" in the field of technology.

"Gen Y expects technology to make their jobs and lives much simpler. They tend to struggle in workplaces where the boss refuses to embrace new technology or thinking.

". . . Gen Y grew up with this stuff; they're great at it. They can train your staff while you run the business, but you have to give up a bit of control to allow that to happen. All it will do is improve efficiency and make the new employee feel welcome. And best of all, there's no extra cost!"

Unlike the boomers, who grew up learning to "sink or swim" on the job, Generation X and Y tend to have less patience and will flee if changes don't appear on the horizon.

And Gen Y, said Cran, tends to seek better wages and perks.

"There is a 'show me the carrot now' mentality from Gen Y, but again this all goes back to leadership and communication. If the right people are running the show there should be some type of happiness."