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In today's competitive business environment, companies are increasingly recognizing the close link between employee happiness and work efficiency. A happy workforce not only boosts productivity but also reduces turnover and strengthens team cohesion. This article will explore how simple daily habit changes can help employees enhance efficiency and happiness in their daily work, thereby giving organizations a greater competitive edge.   The Dual Benefits of Efficiency and Happiness Research indicates a direct correlation between employee happiness and job performance. When employees feel happy, they are more likely to be engaged, showing higher levels of enthusiasm and creativity at work. Therefore, companies need to prioritize daily well-being, which is not only a moral responsibility but also a strategy to enhance organizational performance.   Step One: Setting Clear Work Priorities Employees often feel overwhelmed when faced with a multitude of tasks. To help employees stay focused and motivated, companies can encourage them to spend a minute each morning clarifying their work priorities for the day. This not only helps employees tackle the most important tasks first but also reduces anxiety caused by excessive workload.   Companies can provide training to teach employees how to effectively set goals and prioritize, as well as how to break down large tasks into manageable steps. Such exercises not only improve employee efficiency but also give them a sense of achievement when tasks are completed.   Step Two: Cultivating a Culture of Gratitude A culture of gratitude can significantly enhance employee happiness. Companies can establish a daily habit of gratitude by encouraging employees to spend a minute each day writing down things they are grateful for at work. This could be team support, leadership guidance, or assistance from colleagues.   By sharing these moments of gratitude openly, companies can foster a positive and supportive work environment. This culture not only strengthens connections among employees but also increases job satisfaction and loyalty.   Step Three: Encouraging Letting Go and Self-Care In high-pressure work environments, employees often find it difficult to let go of past failures or mistakes. Companies can provide mental health support and self-care training to help employees learn to shed unnecessary burdens and focus on the present and future. This includes teaching employees how to identify and release tasks that no longer add value, as well as how to manage their emotions and stress. Through such practices, employees can face work challenges more easily, maintaining a clear mind and a positive attitude.   Conclusion By making these simple daily habit changes, companies can not only improve employee efficiency but also enhance their happiness. This requires active participation and support from business leaders, as well as a change in the entire organizational culture. Let's work together to create a work environment that boosts both efficiency and happiness for employees; this will be the key to the success of any enterprise.

在香港這座快節奏的城市裏，我們都知道工作是一場馬拉松，但有時候，終點線會突然變得模糊。別擔心，當你不得不告別職場時，遣散費和長期服務金就像你的經濟救生圈，確保你的錢包不會和你一起哭泣。   遣散費：不是只有壞消息  想像一下，公司重組或者經濟不景氣，你突然被告知要打包走人。這時候，遣散費就是你的小金庫，幫你度過難關。它適用於那些因為公司的原因而不得不離開的員工，比如公司關門大吉或者大規模裁員。   長期服務金：感謝你的忠誠 對於那些在一家公司默默耕耘多年的老黃牛，長期服務金就是對你忠誠的回報。無論是因為健康問題需要休息，還是到了退休的年紀，這筆錢都是對你多年辛勤工作的肯定。   計算方法：簡單又公平  計算這些補償金就像做數學題，但不用擔心，規則很明確。對於月薪族，就是最後一個月的工資乘以2/3再乘以你的服務年數。對於日薪或件薪族，就是從最後30天的工資中選18天的總和，然後同樣乘以2/3和你的服務年數。不過，別擔心，就算算出來的數字再大，也不會超過港幣390,000元的上限。   強積金對沖：即將成為歷史 現在，老闆們可以用你的強積金來抵扣這些補償金，但這種“抵消術”將在2025年成為過去式。這意味著，未來你拿到手的補償金將更加實在。   遣散費 vs 長期服務金：別想兩頭拿  雖然這兩種補償金看起來很相似，但它們的適用情況和目的大不相同。你不能同時拿到兩份，只能根據你的離職原因選擇其一。  比如說，陳先生在公司幹了20年，最後一個月的工資是港幣25,000元。如果他因為裁員被解雇，或者因為健康問題辭職，他能拿到的遣散費或長期服務金將是一樣的。   總結：瞭解你的權益，讓錢包鼓起來  在職場的馬拉松中，瞭解你的經濟權益就像知道哪里有補給站。遣散費和長期服務金就是你的能量飲料，讓你在職場的長跑中更有底氣。隨著強積金對沖機制的取消，你的經濟保障將更加穩固。所以，下次在職場的賽道上奔跑時，記得這些權益，它們會讓你的錢包在告別職場時也能保持微笑。