Joy at Work: A privilege?

We spend a huge part of our lives at work. For me, this has always raised a simple but powerful question: shouldn’t work be a place where we feel happy, fulfilled and energized? I’ve long believed that joy at work isn’t a luxury but a necessity. And throughout my conversations with experts in leadership, culture, and transformation, one thing became clear: happiness at work doesn’t just happen. It is the result of conscious choices in leadership, culture and collaboration. And yes, it's a privilege.

1. Leadership as a Source of Joy at Work

True happiness at work often starts with leadership. Not the kind of leadership that relies on “shoulder stripes” or hierarchy, but one that is based on openness, trust and dialogue. As Roman Prczewlofsky told me:

“Absolute transparency, openness and the ability to explain decisions are essential. Not the ‘because I’m the boss’ mentality — but real dialogue.”

When leaders embody authenticity, respect and empathy, they set the tone for a workplace where people feel safe and motivated. Sabine Krenn-Kralik put it beautifully:

“Respect for people, respect for the person. Appreciation. This creates an atmosphere of trust together with honesty and clarity.”

2. Playing to People’s Strengths

Happiness at work grows when we are able to use our strengths and talents every day. As Kerstin Tomancok explained:

“When someone can really realize themselves at work, it’s perfect. You don’t have to force it — it flows out of you naturally. That’s the best scenario.”

Leaders who provide the right conditions, who match people to roles that fit their skills and personality and who allow room for experimentation, create teams where joy and motivation thrive. Or as Beatrix Mitterweissacher reminded:

“The really good leaders know this and they care about strengthening employees and creating the framework where they can work at their best.”

3. Autonomy, Mastery and Purpose

Happiness doesn’t come from perks or slogans. It comes from meaningful work. Sinan Ökek described it through three timeless drivers:

“Autonomy is having the freedom to decide how to get the job done. Mastery is being able to do things you are really good at. And purpose is finding that deeper connection. When these align, everything becomes much more meaningful.”

Leaders have the responsibility to help employees make that connection between their personal motivations and the organization’s purpose. That’s where real engagement and joy emerge.

4. Safety and Trust as the Foundation

No one can be happy at work if they feel unsafe or silenced. Psychological safety is the ability to speak openly, take risks and make mistakes without fear. This is one of the most consistent themes across all my conversations. As Jasmin Abdelsamad put it:

“Psychological safety is essential… space for unfolding is so important. If I can’t use my competencies, I won’t be happy in the long run.”

Kerstin Schorn added a crucial point:

“Employees must feel empowered to decide what’s important in their field. They know best. And leaders need to trust that and allow it.”

Happiness requires that trust is not only spoken about, but lived.

5. The Bigger Picture: Meaning and Diversity

Joy at work also comes from being part of something bigger than ourselves. A clear vision, meaningful contribution and diverse teams all make a difference. Diversity isn’t just about representation. It brings richness, creativity and resilience into the workplace. And equally important: leaders and employees alike must practice self-care and set boundaries to avoid exhaustion.

Final Thoughts

Happiness at work doesn’t mean every day is easy or perfect. But it means that work can be a place where we are respected, trusted and able to grow. It means having leaders who empower rather than control, teams that value strengths rather than weaknesses and cultures where safety and openness allow us to bring our full selves.

Conversations that Lead reinforced what I have always felt deep down: joy at work is possible... if we design for it.