by Doris Helge, Ph.D.

I’m not woofing you. Dogs can be a terrific addition to the workforce, not just for people who are blind and not only on “Take Your Dog to Work Day.”

Dogs at the office contribute surprising benefits that translate to increased productivity and joy on the job. During the National Happiness at Work Studies, managers, employees, and entrepreneurs told me that pets at work can even decrease healthcare costs.

Many of us cheerfully work overtime hours if a pet is present. Most owners love their dogs dearly. They don’t want to leave them home alone when they come to work, especially if they work long hours. This is particularly true if the person works a job they don’t like and when coworkers don’t reinforce them at least as much as their dog does. Rover is always glad to see us, but our colleagues are not always reinforcing.

Humans are hardwired to be nurturers. We love taking care of pets, including at work. We know we’re needed, valued, and appreciated even if the boss forgets to tell us.

Walking a dog gives us an opportunity to escape a difficult task for a few minutes and breathe some fresh air. During the National Happiness at Work Studies, I heard many comments like, “I couldn’t get the idea I needed until I got out of the office to walk my dog. I forgot all about my worries while watching him sniff around. All of a sudden, what I needed to do to solve a problem was crystal clear.” Taking a minibreak elevates our brainpower and makes us more creative. Some of us don’t take the time to take the break we need until Rover reminds us.

Scientists have proven that people have lower blood pressure and less stress when they’re petting an animal. Even fish in an aquarium calm and soothe most people, but dogs are one of the most reinforcing pets that exist. Unless they’ve been repeatedly abused, they’re cheerful, loyal, and very happy to see their caretakers. In fact, they essentially live to please their owners.

The dog’s emotional brain (the limbic system) resembles ours. This is why we bond so closely with dogs. Their hardwired empathy helps us through tough times.

Employees and managers I interviewed who have pets at work said they have happier, more loyal customers. This seemed to be especially true when the organization demonstrated it was a socially conscious company, such as by having a bowl on the counter where people could contribute to the local Humane Society or an animal rescue fund. The managers of Mail Plus in Chehalis, Washington, for example, were convinced their dog kept their customers happy while they waited in line for service.

Employees usually take turns regarding who bring their pets to work. Some offices have adopted an office pet that employees take turns caring for at night. Employees aren’t just more cheerful because dogs make most people feel special and happy. According to neuroscientific research, when Rover is happy, since his emotional brain is so similar to ours, we instinctively work through our gloomy moods more quickly. We unconsciously want to respond to our dog with a smile.

Canines can be especially helpful in businesses that specialize in helping people with health and emotional issues. Progressive hospitals warmly embrace dog visitation programs because Man’s Best Friend helps cancer patients get through painful days.

One therapist I interviewed uses a dog as his official greeter. Most people become less anxious when a friendly dog shows how pleased he is to see them.
Dogs almost always accept us just as we are. In fact, for some people, nothing makes them feel as worthy and totally acceptable as a dog. Of course, the therapist I just mentioned uses common sense. He makes sure to keep his dog separate from clients who may be dog phobic.

PREVENT THE DOWN SIDE OF DOG DAYS AT WORK

Of course, there are potential problems with dogs at work. Many pet owners think their dogs are more well-behaved than they really are. Dog training is essential before Rover shows up at work with his food dish and blanket.

In the National Happiness at Work Studies, employees reported becoming closer together when they planned a care program for an animal they enjoyed. They set clear boundaries and guidelines and made sure animals were trained, neutered, and their needs were met.

With a little planning, pets can add creativity, productivity, and fun to the workplace. This is only one of over 400 secrets of happiness at work we discovered during the National Happiness at Work Studies. We now know so many creative ways to design work experiences that employees love, from innovative professional development programs to proven conflict resolution approaches, office redesign, and total career makeovers. There’s no excuse not to enjoy your job today as much as a dog loves a juicy bone.

Visit http://MoreJoyOnTheJob.com and get your FREE Special Report,”25 Ways YOU Can Claim More Happiness at Work” and sign up for your FREE “Joy On the Job Ezine.” Doris Helge, Ph.D., is an executive coach & a corporate trainer for companies as large as Microsoft. Download sample chapters from Dr. Helge’s book, “Joy on the Job” at http://MoreJoyOnTheJob.com”

© 2008. Permission to reprint this article is granted if the article is in tact, with proper credit given. All reprints must state, “Reprinted with permission by Doris Helge, Ph.D. Originally published in “Joy on the Job.” © 2008.

HOW TO DECREASE EMPLOYEE RETENTION & PRODUCTIVITY PROBLEMS

The next time you hear managers complain they can’t recruit or retain good workers, tell them to hire people with disabilities. When supervisors moan about employee absenteeism, low productivity, or lack of creativity, ask them, “Do you hire people with disabilities?”

From entry level to professional positions, workers with disabilities have fewer job changes and absences than their peers without disabilities.

Employee retention is more important than ever. Labor shortages of up to 10 million workers have been forecast.

Are you concerned about safety, liability, or performance of a worker with a disability? You can breathe a sigh of relief. Safety records of workers with disabilities equal or surpass the records of non-disabled workers.

BOTTOM-LINE REASONS TO BE SOCIALLY RESPONSIBLE

Improve customer loyalty

Companies who hire people with disabilities gain customer loyalty. Local communities support visible efforts to support citizens with disabilities. Maybe you’ll reach the end of your life without having difficulty seeing, hearing, or remembering, but most of us won’t.

When you hire people with disabilities, local support for your business grows rapidly. Many of your customers have invisible disabilities — arthritis, cancer, diabetes, heart trouble, back injuries, etc.

Boost innovation and creativity

Your organization also gains a significant new source of creativity that affects your profit margin. People with disabilities have become master innovators and problem solvers during their interactions with a world that isn’t always user-friendly. People with disabilities will subtly open your eyes to more effective ways to serve all of your customers. Your product line may become more creative.

ARE ACCOMMODATIONS EXPENSIVE?

Are you worried you can’t afford expensive accommodations needed for people with disabilities? Most modifications cost under $500. The majority carry no price tag. It costs nothing to modify a schedule so your new employee can use public transportation. Most business owners can offer flex time at no additional cost.

If sophisticated accommodations are required, financial resources are often available through your state office of vocational rehabilitation.

SUPPORT IS AVAILABLE TO YOU

How to find qualified people

Now that you’re enthusiastic about the benefits you’ll gain and less concerned about potential problems, how can you find qualified people who have disabilities?

If you don’t know where to find local resources, contact the National Business and Disability Council (NBDC) at (516) 465-1519. They have many information services, including the NBDC Yellow Pages. NBDC also provides a National Resume Database so you can identify job applicants with disabilities who have at least two years of college or more or equivalent technical training, verified by an independent source.

Staff training and supervision

NBDC services don’t end with applicant referral. They can help you create a win-win work environment in which all of your staff — including you — feel comfortable and supported. They have the experience you cialis online cyalis need to ensure adequate staff training and accountability.

DO IT FOR YOU

Hire people with disabilities . . . but don’t do it for “them.” Do it because you want to learn more about life from people who have used their challenges to develop their character in ways most of us haven’t yet imagined.

I once directed the American Council on Rural Special Education and co-founded the National Rural Independent Living Network. Because I conducted national research, I was frequently asked to testify to the U.S. Congress. Each time, I struggled to adequately represent a constituency that awed me with their capabilities, no matter what disability label they’d been branded with.

People with disabilities inspire us to achieve our true potential. Christopher Reeve inspired us with his optimism and his determination to make a positive difference in the lives of others. Hire people with disabilities and enjoy more smiles from your employees and customers.

This strategy for joy on the job was identified as part of the “Happiness at Work Factor Studies” that led to the publication of “Joy on the Job.”

Go to http://MoreJoyOnTheJob.com to download free articles so you can boost employee retention and motivation and enjoy more happiness at work. Download free chapters from Dr. Helge’s books and hear “Joy on the Job” podcasts at http://www.JoyOnTheJob.info

Doris Helge, Ph.D. is an executive coach, award-winning speaker, and corporate trainer. She is author of “Joy on the Job,” “Transforming Pain Into Power,” and other books published in many foreign languages.

You may reprint the above article as long as it remains intact and proper attribution is given to Doris Helge, Ph.D. (c) 2008.