the 5 pillars of happiness: boosting employee wellbeing with the PERMA model

Employee happiness is more than just a “nice-to-have”, it’s fundamental to a thriving workplace. Yet so many organisations seem to overlook the well-being and enjoyment their employees experience when at work. We often talk to heads of learning about our mission – to generate real feeling and give employees that sense of purpose. It’s not rocket science but it seems to be an under-appreciated aspect of learning and development.

Research shows that happier employees are more engaged, productive, and loyal, which directly benefits the success of any organisation. But what does it mean to be happy at work? The PERMA model, created by renowned psychologist Dr. Martin Seligman, offers a comprehensive framework for understanding happiness and well-being. Based on five essential pillars, Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment, the PERMA model highlights elements that foster long-term fulfilment, making it highly relevant to employee wellbeing.

Let’s explore how each pillar of PERMA directly relates to workplace happiness and why understanding this model is invaluable for organisations committed to fostering a positive and supportive work culture.

1. positive emotion

According to Seligman, experiencing positive emotions like joy, gratitude, and satisfaction is the foundation of happiness. It’s not just about creating “feel-good” moments, it’s about enhancing overall resilience and job satisfaction. Positive emotions at work create an environment where employees are more adaptable, collaborative, and open to learning.

Research from the University of Oxford shows that happier employees are 13% more productive than their less happy counterparts. Positive emotions lead to more creativity and better problem-solving skills, crucial traits in any role. Boosting employee happiness can enhance productivity, build resilience to stress, and create a sense of enthusiasm for work.

2. engagement

Engagement in the PERMA model refers to moments of “flow” where individuals become fully absorbed in their work. When employees are engaged, they’re not just completing tasks, they’re immersed in work that they find stimulating and challenging. Engagement in the workplace has been shown to directly impact performance and retention, studies by Gallup revealed that engaged employees are 21% more productive, with fewer instances of absenteeism.

However, only around 15% of employees worldwide report feeling truly engaged at work, underscoring a significant gap in employee satisfaction. Engagement can be an outcome of aligning tasks with employees’ strengths, offering challenges that match their skill levels, and providing them with autonomy. Understanding engagement as a key aspect of happiness makes it clear why cultivating engaging, fulfilling work is essential for a satisfied workforce.

3. relationships

Human beings are inherently social, and strong relationships contribute significantly to happiness and wellbeing. Positive relationships in the workplace create a sense of belonging, trust, and support that directly impacts employee morale. According to the Harvard Business Review, employees who have a best friend at work are not only more engaged but also report higher levels of job satisfaction.

In a professional setting, relationships can also improve collaboration, reduce stress, and foster resilience during challenging times. This pillar of the PERMA model highlights the importance of camaraderie and trust among colleagues, which are linked to greater motivation and satisfaction. When employees feel connected to their peers, they are more likely to feel invested in their team’s goals and the organisation’s success, leading to a more positive work environment for everyone.

4. meaning

Seligman’s model emphasises that true happiness stems from having a sense of purpose. When employees feel that their work has meaning and aligns with a greater purpose, their overall wellbeing and job satisfaction increase significantly. Meaning in work doesn’t just provide motivation—it creates a profound connection between the individual and their role within the organisation. According to a Deloitte study, 73% of employees who feel their work is meaningful are highly engaged, compared to only 34% who don’t feel a sense of purpose.

Employees who find meaning in their work often view their roles as contributing to something greater, which can enhance commitment and drive. When organisations recognise the value of meaning as an aspect of happiness, it becomes evident why creating purpose-driven roles is integral to employee wellbeing.

5. accomplishment

The feeling of accomplishment is a powerful motivator and is central to the concept of happiness. Accomplishment doesn’t necessarily mean grand achievements; it can be the result of setting and reaching small goals, feeling progress, and celebrating personal and professional milestones. In the workplace, a sense of accomplishment can create a positive feedback loop, encouraging employees to take on new challenges, pursue growth, and feel fulfilled in their careers.

The American Psychological Association notes that employees who feel they can accomplish their goals are happier and more resilient. By focusing on goals, employees build a sense of pride and are more likely to feel competent and motivated. This pillar of PERMA underscores why setting realistic but challenging goals is important for sustaining happiness and encouraging a culture of continuous improvement.

why PERMA matters for employee wellbeing

The PERMA model’s five pillars provide a holistic framework for understanding happiness in the workplace. By examining each element, we see how intertwined these factors are with job satisfaction, productivity, and employee retention. PERMA demonstrates that happiness is not a single entity; it’s a multifaceted experience that requires an environment where people can feel joy, purpose, support, and accomplishment.

Incorporating PERMA into discussions of employee wellbeing highlights why organisations need to address the full spectrum of human experience at work. When employees experience positive emotions, are engaged in their tasks, build meaningful relationships, understand the purpose behind their work, and feel a sense of accomplishment, they’re more likely to stay committed and contribute their best selves to the organisation.

Happiness at work isn’t just an abstract concept, it’s something that can be supported through actionable, insightful strategies inspired by PERMA. By understanding and valuing these five pillars, organisations can foster a work environment where employees feel genuinely happy, fulfilled, and invested. In the long run, it’s a win-win: happier employees lead to a more resilient, innovative, and successful workplace. Are your employees truly happy? Get in touch with experts at Mindboost today to learn more about how we can help.