With many organizations calling for a bigger in-office presence, those trips into the office are ramping up. Why does this shift seem so difficult now? And how can we minimize the upheaval associated with yet another change in how we work? I’ve got three strategies to share.
Painful commutes. Sitting on back-to-back video calls while in the office. Complicated childcare. Having to put on pants with zippers. It’s a list that leaves leaders struggling to entice people to come back into the office. Over the last two years, we have proven we can be quite productive remotely, thank you very much. Yet there is magic that comes with spending time together, in person. We don’t need to do this every day, but here are 5 solid reasons why being on-site helps us do our best work.
Hybrid work comes with its challenges but it also brings us opportunities to be more conscious and proactive about how we work, and to upgrade our existing processes - especially what may not have been working to begin with.
Research shows individuals can be very productive in a hybrid model - if we do it right. As changes continue to ripple through the workplace, and more and more organizations adopt a hybrid approach to work, attention has been focused on the dynamics of hybrid teams. Here are some best practices you can use to stay productive and thrive as a hybrid worker, along with the pitfalls to avoid.
Many teams have ridden the pendulum from in-office work to virtual work and are now working hard to overcome hybrid work challenges. As these changes continue to ripple through the workplace, and more and more teams adopt a hybrid approach to work, it’s time to assess. Is your team thriving? Or just surviving? Here are three ways you and your organization can cultivate a healthy, productive – and happy – hybrid culture.
Taking care of our relationships is an essential form of self-care and wellbeing. Even though life is busy, and the pandemic has made it more difficult to connect in meaningful ways, our friendships and social connections cannot be taken for granted. Our relationships have a powerful influence on our health. Here are four strategies to help you invest more time and energy into nourishing your relationships - and your health.
The uncertainty and stress caused by the pandemic has only served to widen the divide between employee engagement and wellbeing. This has critical implications for the workplace. If we do not prioritize wellbeing and mental health, stress and burnout will undermine our recovery efforts. Our organizations have a responsibility for the care and wellbeing of employees. Taking the necessary steps to relieve burnout and invest in people is not only essential for engaging and retaining top talent, it is simply the right thing to do to create a healthy and thriving workplace for all.
When we bring a greater sense of purpose to what we do, we are compelled to invest more time and energy into our work because we are accountable for the outcome – and because we believe in the work we are doing. Whether it’s one piece of a project or a more complex assignment, it’s imperative we attach the task or responsibility to a higher goal. Here are 3 ways you can achieve this objective.
So many of us are led to believe success is about being the strongest, smartest and fastest. As a result, too many people mistakenly approach work like a competition. ‘If one person wins, someone else loses.’ This scarcity mentality leads to siloes, information hoarding and transactional relationships. But the truth is, the more we help others grow, develop, and thrive, regardless of whether they can help us in return, the more we and everyone around us benefits. But what exactly does it mean to be the kind of person that generates real results and helps their team perform at a higher level? Read on to learn more and access a copy of our popular High-Performance Teammate Audit & Action Plan.
At its best, feedback is a gift. Sharing feedback is an investment in the other person and the fastest way to help them sharpen their skills. Feedback is a crucial component of any high-performance team and a skill worth mastering by all of us. But, far too often, feedback is tainted by bias. Bias influences our behaviour more than we may think. As much as our intent may be otherwise, recognizing our own tendency to operate in a biased way is the first step to interrupting bias. The more we recognize, learn about and discuss bias, the more we can support our experts and take the necessary steps to eliminate bias. I invite you to join me on these 3 steps to help all of us notice and interrupt unconscious bias.
