We “catch” energy through our interactions with people – something called “relational energy”— and it affects our performance at work. This is what my colleagues Bradley Owens, Dana Sumpter, Kim Cameron, and I learned inan article we published earlier this year。We were motivated to do this research because energy is a vital personal and organizational resource, but research on the sources of energy have neglected a source that everyone experiences in everyday life — our relationships with others. In a series of four empirical studies, we sought to establish relational energy as a valid scientific construct and evaluate its impact on employee engagement and job performance.

To understand how this works, think of people in your workplace who buoy you up, who lift your spirits. What do they do? What do they say? Some people are energizing because they give off positive vibes. As an employee in a large company told us about his boss, “She energized me because she loved her job and was in general a very happy person. She always came in with a smile on her face which created a positive atmosphere.” Others energize us because they create genuine connections. In conversations, for example, they devote their full attention and listen carefully.


互动以多种方式激励,如Rob Cross,Andrew Parker,我在a中学到了series of studies of energy in organizations。当我们创造积极的愿景时,他们包括实例,当我们有意义地对谈话贡献时,人们完全存在和注意力,当我们有一个让我们有一种进步和希望的互动时。

您是关系能源和收件人的源泉。当您在工作场所生成关系能量时,您的性能会上升。Rob Cross和我在研究中发现了这一点我们在能量映射上进行了能量映射,使用组织网络分析来揭示工作场所的能量网络。你的活跃的人越多,你的工作表现就越高。发生这种情况,因为人们想要在你身边。你吸引人才,人们更有可能投入他们的项目酌情时间。他们首先提供新的想法,信息和机会。

The opposite is also true. If you de-energize others, people won’t go out of their way to work with you or to help you. In the worst case, they might even sabotage you at work.


Build High-Quality Connections。By definition, high-quality connections generate relational energy.Jane Dutton和Emily Hehy建议了几种方式you can grow and improve high-quality connections, such as taking on a challenge at work with a group of like-minded people. In one case, two operational leaders at Kelly Services, a workforce solutions firm, created a Business Resource Group to promote leadership development and increase employee engagement. As Dutton and Heaphy describe, the leaders focused on building high-quality connections and strengthening social capital as ways to improve the leadership pipeline.

Create Energizing Events。通过明确的焦点创建能源组织和运行活动,而不仅仅是提供内容,产品或服务。考虑Zingerman,Ann Arbor,密歇根州的着名的食物相关业务社区,在研讨会和活动中注入了能量。我经常将群体群体带到他们的餐厅,公路馆。晚餐后,首席执行官和联合创始人Arie Weinzweig或其管理合作伙伴将展示一个特定主题,例如愿景,开放的书籍管理或自然业务规律。内容和交付是非常棒的,充满活力。但是,当前线工作人员进入房间和田间问题时,能量上涨了另一个水平。他们可以回答任何问题,但更重要的是他们出汗的能量。他们是积极的,热情的,显然地爱他们的工作和组织。高管将事件放置在能量上,因为它是如此传染性。

Use Tools that Promote a “Giver” Culture。帮助在工作中帮助某人的行为以积极情绪的形式创造能量 - 帮助的“温暖的辉光”。接受帮助以感谢的形式创造能量。感谢帮助收到鼓励向前支付并帮助他人Nat Bulkley和我记录在大规模的研究中互惠环, a group-level exercise involving giving and getting help that my spouse Cheryl Baker, CEO ofHumax, created, elevates giver behaviors — and energy. In a pilot study Adam Grant and I conducted, we found that participation in the Reciprocity Ring increases positive emotions and decreases negative emotions.

Try Mapping Relational Energy。Organizational network surveys map the invisible network behind the organizational chart—the real way people interact. Some years ago, Rob Cross and I started adding an energy question to the usual set of network questions we asked in our organizational research and consulting. Presenting each respondent with a list of names of others in the organization, we asked, “When you interact with each person, how does it affect your energy?” Responses could range from “very energizing” to “neutral” to “very de-energizing”. The resulting data enabled us to draw relational energy maps of an organization. The results are quite revealing. In a large petro-chemical company, for example, we found a lot of de-energizing relationships — and most of them emanated from the leaders. With this objective map, they could identify where they needed to make positive improvements. Energy maps help you target where to focus on building high-quality connections, creating energizing events, and using tools that create an energizing giver culture.

因此,如果您觉得您的组织中有能量危机,那么好消息就是通过专注于关系能源 - 我们获得的能源和赋予我们的日常互动的能量来做点什么。每一个动作和单词,无论多么小,促进生产力和性能。