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The Missing Metric That Could Transform Your Organization
Charlene Li
July 14, 2025
I have a confession:
I'm tired of employee engagement surveys.
Don't get me wrong, I understand why we measure engagement. We want to know if our people are committed, motivated, and productive. But lately, I've been wondering if another metric needs to be added.
What if, instead of asking, "How engaged are you?" we asked, "How much joy are you experiencing at work?"
The Case for Measuring Joy
Change fatigue is real. People are burned out from constant transformation initiatives. Quiet quitting has become a societal mainstay. And despite our hyper-connected world, workplace loneliness is at an all-time high.
We're measuring engagement, but how can we expect people to be engaged if they’re not happy?
Many of us get the “Sunday Scaries,” a foreboding feeling that creeps in as the work week approaches. But when was the last time you were genuinely excited to dive into a project? When did you last feel that spark of positive anticipation on Sunday night, thinking about Monday morning? That’s joy, and it has become far too rare in our workplaces.
Joy isn't frivolous. It's not about ping-pong tables or free snacks (though those can be nice). Joy is about feeling energized by your work, connected to your purpose, and excited about the impact you're making.
Creating Incubators for Joy
As leaders, we have both the opportunity and the responsibility to create what I call "incubators for joy," or environments where joy and satisfaction can flourish naturally. Here's how:
🎯 Focus your people with a shared purpose.
Joy emerges when people feel their work matters. Not just to the bottom line, but to something bigger than themselves. When your team can connect their daily tasks to a meaningful mission, work transforms from obligation to opportunity.
💡 Ground your culture with values that guide daily decisions.
Clear values aren't just wall art: they're decision-making tools that create clarity and reduce friction. When people know what matters most, they can move faster, worry less, and find joy in alignment. I used to begin my team meetings by asking people to share how our shared values showed up for them that week. Values become real when we use them.
🚧 Remove the obstacles that keep people from their greatest work.
This might be the most important one. What bureaucratic nonsense is slowing down your team? What processes create frustration rather than flow? Joy often lives on the other side of removing what doesn't serve us.
The AI Opportunity
The focus on joy becomes even more critical as AI transforms our workplaces. There’s plenty of natural fear around AI—fear of job displacement, fear of becoming irrelevant, fear of a future we can't control.
But what if we flipped that script?
What if, instead of approaching AI with fear, we approached it with curiosity, play, and joy? AI has the potential to reduce the number of mundane tasks on our plates and free us up for the work that truly energizes us: the creative problem-solving, the meaningful connections, and the strategic thinking that makes us come alive.
When we measure happiness in the workplace, we can identify what aspects of work people genuinely love. Then we can use AI to amplify those experiences, not replace them.
Making Joy a Meaningful Metric
So how do we actually measure joy? To get started, here are some questions to ask your team:
😄 When do you feel excited about the work you're doing?
🤔 When you think about your projects, what makes you feel energized or drained?
⌚ When do you lose track of time because you're engaged in meaningful work? How often does that happen?
🔗 What makes you feel connected to the impact your work creates?
🤩 How often do you experience moments of genuine fun or laughter at work?
The answers will tell you everything you need to know about the health of your culture.
The Joy Revolution
Our world is more connected than ever, but in many ways, it’s also lonelier. In response, I believe that organizations that prioritize joy will have happier, more innovative, and more successful teams.
It’s simple: people do their best work when they're enjoying themselves. They're more creative when they're curious. They're more collaborative when they feel connected, and they're more willing to take risks when they're having fun.
Change fatigue disappears when change becomes an adventure. Quiet quitting becomes impossible when people are genuinely excited about their contributions.
💬 Your Turn
I'm curious: What would change in your organization if joy became a key performance indicator?
This week, ask someone on your team this simple question: "What part of your work brings you the most joy?" Then listen—really listen—to their answer.
Because if we're going to build the future of work, let's make it a future worth being excited about.
What I Can’t Stop Talking About
Leaders that wait for company-wide buy-in before implementing AI are being left in the dust. The trailblazers are willing to give AI a try, even if they’re learning on the fly. Here’s how they’re making it work.
Building an effective AI strategy starts with a question: “What outcomes do we need, and how can AI help?” It’s one of the 5 winning strategies I’ve observed recently.
My Upcoming Appearances
Aug 29: Indy SHRM Annual Conference Keynote, Indianapolis, IN
Sep 21-22: Singapore Ministry of Health Advisory Board meetings, Singapore
Oct 7: Keynote, Reston, VA
Oct 15: Executive Women's Forum, Keynote, Denver, CO
Nov 13: Brilliance 2025, Celebrating Women Disrupting Healthcare Keynote, Chicago, IL
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