What Happy, High-Performing People Do Differently at Work — It’s All About Flow

Flow isn’t just a nice feeling—it is a game changer for both work and life.

By: Heidi H.

Study Overview: What happened?

In 2023, a mega-study combining 113 research papers and data from over 60,000 employees worldwide set out to answer a big question: What sparks flow at work—and what happens when we experience it regularly?

Have you ever been so absorbed in a task that time just flew by? That’s called the flow state, a state of deep engagement and enjoyment that happens when the challenge of what you’re doing perfectly matches your skill level.

According to the researchers, Liu et al. (2023):

“...flow is worth pursuing in the long run as it benefits both work and personal well-being.”

As such, they looked at several key factors that might influence flow, including job design, personality traits, and individual behaviours.

So, What Helps You Get Into Flow?

1. Results indicated that proactive behaviours had the strongest link to flow. Setting personal goals, redesigning tasks to use their strengths, or adding fun into routines allows you to attain the flow state.

   
   

2. Authentic, transformational leaders and strong leader-employee relationships strongly influenced the conditions for flow. Leaders who are inspiring and supportive create energising environments that allow employees to immerse themselves in their work.

   
   

3. Traits like conscientiousness, extraversion, and agreeableness helped. Cultivating habits like planning ahead, being open to teamwork, and staying positive can help develop flow-favouring traits.

   
   

4. Having job autonomy and supportive colleagues also made flow more likely. Those with the freedom to decide how they do their work and feel backed by a helpful team are more likely to feel absorbed and enjoy what they do. This highlights the importance of workplace culture and flexibility in sustaining long-term engagement.

What Happens After Flow?

Flow isn’t just a nice feeling—it is a game changer for both work and life.

In the workplace, flow is strongly linked to higher work engagement and job satisfaction, along with noticeable boosts in creativity and job performance. When you're in the zone, you're not just enjoying the task—you’re also doing it better.

Outside of the workplace, flow is linked to better well-being, life satisfaction, and more positive emotions in daily life.

Practical Takeaways: Tapping Into Flow at Work

How can you actually apply the science of flow in your day-to-day work?

Be proactive—don't wait for the "perfect" job.

You can redesign parts of your current role to better match your strengths and interests. Try setting personal goals, tweaking your tasks, or even finding small ways to make your work more enjoyable—engage in job crafting!

Build habits that support flow.

Some of us weren’t “born” organised or extraverted. While we can’t change our personality overnight, we can build small daily habits that nurture flow-friendly traits. Practise starting each morning by writing down your top 1–3 priorities, or practise micro-kindness: compliment a coworker’s idea or thank them for help!

Leadership matters.

Supportive, inspiring leadership increases the chances of flow. If you're in a leadership role, focus on building trust, offering feedback, and empowering your team. If you're not, look for opportunities to engage with mentors or colleagues who bring that kind of energy.

Flow isn’t just for athletes or artists—it’s for all of us. Whether you’re crunching numbers, caring for clients, or brainstorming big ideas, flow is what transforms good work into great work. With small shifts in how we approach tasks, habits, and relationships, we can create more moments that energise us.

What’s one thing you can change this week to invite more flow into your day?

Check-In:

To make flow part of your daily routine, try ending your day with a quick self-check-in:

• Today, did I set a clear goal or intention before starting my work?

• Did I tweak any task to better match my strengths or make it more engaging?

• Did I experience at least one moment where I was fully immersed in what I was doing?

• Did I support someone else in their work or receive support from someone?

Reference: Liu, W., Lu, H., Li, P., van der Linden, D., & Bakker, A. B. (2023). Antecedents and outcomes of work-related flow: A meta-analysis. Journal of Vocational Behavior, 144, Article 103891. https://doi.org/10.1016/j.jvb.2023.103891