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Ep 54: Career Therapy: 11 Drivers to Happiness at Work

If your job feels like a bad relationship, this episode is your career therapy session! Join us as Renee Marchak, a career coach and HR expert, reveals the 11 engagement drivers that unlock individual happiness and team success.

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Guest Bio

Renee’s HR journey began in 1996 when I answered a newspaper ad looking for a “people person.” She faxed in her resume and landed a job as a headhunter, now called an executive recruiter. Since then, she’s worked across all areas of HR, but for the past 15 years, she has focused on career development and employee engagement. After experiencing toxic workplaces and seeing too many talented people feel stuck, Renee made it her mission to make work better. Today, she helps people and organizations align with the 11 Engagement Drivers for Employee Happiness - because engagement drives results.

Follow Renee Marchak on LinkedIn: https://www.linkedin.com/in/renee-marchak

Episode Highlights

Renee Marchak, a seasoned HR strategist and career coach, has dedicated her career to making work better for everyone. After experiencing her own share of toxic workplaces and feeling stuck, she made it her mission to empower both individuals and organizations. Marchak's approach, informed by her extensive experience and personal journey, centers on what she calls the "11 engagement drivers for employee happiness." This framework helps people understand what truly motivates them and, in turn, allows leaders to create environments where employees are not only productive but also genuinely happy and fulfilled. Marchak's work is not just a feel-good initiative; it’s a strategic investment in employee well-being that drives tangible business results.

The Business Case for Employee Engagement

Marchak makes a compelling case for the direct link between employee happiness and a company’s bottom line. She cites a consistent Gallup statistic showing that businesses with highly engaged employees see 23% higher profitability and up to 43% lower turnover. These numbers are a clear indicator that investing in employee engagement is a smart business decision, not just a humanitarian one. By framing engagement drivers as a strategic investment with a measurable return on investment (ROI), leaders can see the connection between a positive workplace culture and business performance, making them more likely to get on board.This is a practical tool for translating these abstract concepts into concrete actions that benefit both employees and the organization.

The 11 Drivers of Happiness

Marchak's framework is built around 11 engagement drivers, each addressing a different aspect of the employee experience. These drivers, which were a key part of a recent webinar she led, help individuals and leaders pinpoint what motivates them most. The list includes: Rewards and Recognition, Trust in Managers, Physical Work Environment, Psychological Safety, Confidence in Leadership, Autonomy and Freedom to Innovate, Employee Voice, Camaraderie with Co-workers, Meaningful Work, Employee Well-being, and Professional Growth and Development. Marchak stresses the importance of identifying one's top three drivers, as what motivates one person may not motivate another. This personalized approach to engagement is crucial for leaders who want to move beyond a one-size-fits-all strategy and truly understand their team members as individuals.

Meaningful Work

Among the 11 drivers, two stood out as particularly significant in the conversation: Professional Growth and Development and Meaningful Work. Marchak passionately debunks the traditional notion of professional growth as a linear path to management, arguing that not everyone is suited to or desires a leadership role. Instead, she advocates for creating diverse growth opportunities, such as supporting employees in becoming subject matter experts through certifications, conferences, and special projects. This perspective is particularly important for attracting and retaining younger generations who prioritize continuous learning and skill expansion. Additionally, she defines meaningful work not just as philanthropy, but as understanding how one's daily contributions align with the company's bigger mission and goals.

A Personal Journey to a Legacy of Impact

Marchak's passion for her work is deeply personal. She shared a powerful story about her own career journey, which was inspired by her three sons chasing their dreams. Reflecting on her legacy, she expressed a desire to be remembered not for numbers or long work hours, but for the positive impact she's had on others. This desire, born from her past experiences with toxic leadership, drives her to empower people and help them find their voice. She believes that anyone can make a positive difference in someone’s life, and her work is a testament to that belief. By helping people and leaders understand the importance of genuine connection and personal fulfillment at work, she is actively building a legacy of empowerment and positive change.

Additional Resources:

Renee’s career coaching website: https://levelupcareercoach.com/

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