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Understanding Digital Distraction and Its Harmfulness

The fear of digital distractions ruining professional and personal lives has become global. This problem is as real as any these days. Just think about the hundreds of times people touch or check their phones on a daily basis, how people panic when they temporarily misplace their device, the weird sensation of the “phantom vibration syndrome” and how just by seeing a message alert can be even more distracting than the message itself.

These types of behaviours can have real-life consequences. For instance, some people may be offended if someone all of a sudden stops talking to them in order to answer a text. Even taking a moment to answer a message can hinder your thinking process and prevent you from deep thinking on the task you had at hand.

In all fairness, this is just one side of the story. It must be stated that emerging technologies nowadays keep humans connected on a level never seen before. But this tells only part of the story.

Workplace productivity has been one of the main issues for HR professionals since the beginning of organised labour. Every organisation seeks to maximise its return on labour whilst also minimising wasted time. Advances in the field of technology have helped that ‘quest’ in many ways, but they have also complicated an underlying and very old problem. Emails and applications such as Slack allow employees from various parts of the country or even the world to get answers, solve problems and collaborate in real-time. Nonetheless, given our ‘always online’ culture, communication technologies have stopped being helpful, but rather more of an impediment.

In a recent study, it has been revealed that 84% of email users keep their inbox open at all times, with 70% of these emails being opened within 6 seconds of being received.

Given peoples’ proficiency at responding to emails and messages, most of them have sacrificed their most important ability: doing their job properly. Much of what people do requires deep focus and time to think. Having the email open all the time and answering to them as quickly as possible steals focus. Even more worryingly, is that some employees may become frustrated with the work they actually get to accomplish in one day. But just how bad are emails and other communication technologies?

In order to discover the answer to this question, anonymous data has been collected from over 50,000 white-collar workers and the results were flabbergasting. The majority of them were struggling with the distractions and interruptions that took place in the workplace. It is clear that people all around the world are having difficulties keeping up with the pace at which things are happening.

Recently, a company in New Zealand decided to try a productivity experiment and had switched to a 4-day, 32-hour workweek. According to the company at-hand, “workers said the change motivated them to find ways of increasing their productivity while in the office. Meetings were reduced from two hours to 30 minutes, and employees created signals for their colleagues that they needed time to work without distraction.”

The New Zealand study brings to light very important lessons that numerous organisations can apply worldwide with or without the 4-day workweek. If companies create the right environment for employees to focus without distractions, productivity levels rise.

Many experts in the field of productivity have suggested batching communications into specific blocks during the day, while others have suggested committing to at least an hour of focused work without emails and phones.

White-collar workers such as writers, designers, developers, and project managers, unfortunately, depend on collaboration, quick communication and access to information in order to meet the demands of their roles and deadlines.

Communication tools facilitate getting the information needed, but they are also a constant source of interruption to our focused work. When we looked at the data, we found that the average white-collar employee “checks in” with communication tools every 6 minutes.

How can we expect workers to accomplish focused work when they only have a few minutes in between answering e-mails and messages? The short answer is that we cannot.

As we look at the full breakdown, the picture is even bleaker. Thirty-five percent of workers check their emails and messages every 3 minutes or less, while only 18% can go more than 20 minutes without being reeled into a ‘digital conversation’.

Even more worrisome, it has been discovered that people who use Slack—a popular team chat tool meant to reduce e-mail use—actually switched to communication tools more often. Rather than streamlining their communication time, Slack users on average spent only 5 minutes in between messaging check-ins, while non-Slack users could go 8 minutes.

The technology that we use to improve work is hurting our ability to get work done. The constant communication interruptions are not only diminishing productivity but also hindering workers from doing their best work and growing in their careers.

Data gathered shows that 40% of white-collar employees never get 30 minutes straight of focused time in a workday, which means that nearly half of them rarely get time for deep work and concentration. In fact, the study revealed that the average white-collar taps out at around 40 minutes of focused time free from any sort of communication. In other words, 40 minutes was the longest stretch of time most people could afford going without checking their emails or phones. A willingness to change and better time management should put anyone of the right path to avoid any digital distraction.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://hrdailyadvisor.blr.com/2018/08/07/truth-digital-distraction-workplace/

https://www.fastcompany.com/90437023/is-digital-distraction-as-bad-as-you-think-it-is

https://www.inc.com/shama-hyder/how-digital-distraction-is-killing-creativity-what-to-do-about-it.html

Why Soft Skills Matter in the Workplace

It’s no secret that interpersonal skills are the next big thing in HR. In layman terms, soft skills will most likely define the future. In a 2018 LinkedIn worldwide survey of over four thousand professionals the results have revealed that “training for soft skills is the number one priority.”

Soft skills are often referred to as transferable skills. As this term implies, these are skills which are less specialised on one specific vocation and which are more aligned with the personality of a candidate. Soft skills usually relate to a person’s various attitudes and intuitions. Given the fact that soft skills are linked with personality, it is important for each candidate to assess and understand what their soft skills are and how they can showcase them during an interview.

Unlike hard skills, which can be measured, soft skills are intangible and difficult to quantify. Among the examples of soft skills may include analytical thinking, verbal and written communication, and leadership.

Nowadays, employers actually care more about soft skills than they do technical abilities like reading comprehension and mathematics.

Among soft skills one of the more important ones is emotional intelligence (EQ). From a 2015 LinkedIn survey it has been discovered that people with high EQ earn on average $29,000 more.

Why do Soft Skills Matter?

A constructive example of the difference between people with or without soft skills are medical doctors. A doctor is obligated by his work field to have an extensive array of hard skills. But a doctor who does not have emotional intelligence, trustworthiness and approachability (i.e. soft skills) is not likely to be very well perceived by their patients.

Employers value soft skills because they enable people to function and thrive in various teams and in numerous types of organisations as a whole. Here are a few of the most important soft skills:

 1. Communication

Written and verbal communication skills are of utmost importance in the workplace because they set the tone for how people perceive you. They also improve your chances of building relationships with co-workers. Communication skills boost your performance because they help you to extract clear expectations from your manager so that you can deliver excellent work. Workers are more productive when they know how to communicate with their peers, says Robinson. If you can clearly express the who, what, when, where, why, and how of a project, you’ll be seen as a top talent.

2. Teamwork

An organisation’s success is rarely dependent on one person doing something all by themselves. Success is the result of many people working toward a shared goal. When employees can synthesise and use their varied talents, everyone wins. If you work alongside friends, then productivity simply sores through the roof. Employers look to team players to build a friendly office culture, which helps retain employees and, most importantly, top talent. Furthermore, being able to collaborate well with co-workers enhances the quality of their work.

3. Adaptability

Obviously, things don’t always go as planned, and instead of digging in your heels, you need to be able to swivel and find appropriate solutions. Consequently, employers need workers who can adapt to industry shifts and keep the company current. Push yourself to be an early adopter of change. Explore the possibility of joining training sessions and offer to teach your co-workers what you have learned.

4. Problem-solving

When something goes wrong, the difference between people is that some complain and others simply take action. Undoubtedly, the latter will get you noticed. People who know how to think on their feet can make employees indispensable to an employer. Nothing is a given. Companies rely on problem-solvers—top performers—to manage unexpected arisen challenges. It is best to approach the manager with a solution, not a problem. So when an issue springs up, think about an alternative solution and how you are going to present it to your boss.

5. Conflict resolution

Being able to resolve issues with co-workers will help people maintain relationships with their peers and work more effectively and efficiently. Being able to work through office politics and disagreements with people is a clear sign of maturity, as well as leadership. Someone like this helps promote a collaborative workplace. The best way to resolve disagreements between co-workers is to address issues directly but in a delicate, humane manner. Therefore, if someone is stepping in as a mediator, he or she should let both parties air their grievances in a judgment-free zone and then work together to find a compromising solution.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://www.wikijob.co.uk/content/interview-advice/competencies/soft-skills

https://www.monster.com/career-advice/article/soft-skills-you-need

https://www.fastcompany.com/90430423/5-soft-skills-you-need-to-succeed-at-work

Workplace Fatigue: Simple Hoax or Real Threat?

We all had days in which it’s barely 2 o’clock, lunch is barely over and you are absolutely exhausted. While this feeling is absolutely normal after lunch, what do you do when this feeling follows you all day, every day? Workplace tiredness doesn’t necessarily mean physical exhaustion but focuses more on the mental side of things.

This state does not appear solely due to low energy levels, but it also signals a clear lack of motivation. Due to this continuous state of fatigue, people can hardly concentrate and stay organised. If these circumstances keep on longer than a few weeks, in spite of enjoying adequate sleep and feelings of anxiousness and depression start to settle in more and more, then burnout is on its way.

There is no shame in feeling tired at work; there may be some stressful situation at home or simply you did not get enough sleep the night before, it happens. Nevertheless, when the relentless feeling of tiredness has set in for weeks on end then it is time for people to take action. This is your brain trying to tell you that something needs to change in what and how you do things. You might be overworked, stressed or generally unhappy with the state of affairs surrounding you.

Recent research has revealed that fatigue still ranks amongst the top symptoms for both anxiety and depression, with the added bonus of having a better understanding of why our bodies “ask” for more rest. Obviously, these fatigue periods start with a very stressful event that activates the “fight-or-flight” response in our bodies and we start releasing a lot of adrenaline, amongst other hormones. The hormones released in the body alter physiological traits such as heart rate, given the fact that cortisol levels are up whilst serotonin and dopamine are on the back foot. Studies show that there is a clear correlation between stress and neurogenesis (the process of creating neurons) in the hippocampus, which ultimately leads to numerous depression symptoms.

Given all these changes that are happening internally, the theory states that fatigue is simply a coping mechanism. When stress hormones are produced, they usually start the process of “circuit breaking” and simply block glucose intake by receptors in both the hippocampus and the amygdala. Even though this protects the brain from way too much excitement, it does make it incredibly harder to remain happy over longer periods of time and do everything you have planned.

Work fatigue – Slippery Slope towards Burnout

Ironically, the main issue here isn’t that these elements make people feel tired at work, but that they can become so aggravating that the road to burnout becomes shorter and shorter. Burnout can be explained like a constant state of fatigue combined with a deep sense of cynicism, lack of ambition and accomplishment.

A sudden burst in fatigue can mean that people require more time to decompress, rest, and enjoy life. That might mean that the manager may have to offer more resources, more flexible or slowed scheduling, informal get-togethers, or just being more approachable by all members of staff. More often than not, people assume that they’re tired for various other reasons, such as not exercising enough, drinking a bit too much on a night out, etc. They could also say nothing about their prolonged state of exhaustion due to existing stigma around mental health and the desire to look strong and in control.

Managers should also factor in the negative influence on productivity levels and decision making that fatigue can have. The worst thing management can do in this situation is to start pointing fingers and openly criticise people, before even trying to find out what is the source of the dip in productivity. However, this does not mean that accountability should be eradicated, but done after rigorous talks and one-on-one meetings.  Some managers just assume that employees just do not want what is best for them in order to succeed. Everyone deserves a second chance to fix their mishaps and mistakes, while management should focus on eliminating stressors that usually come from operations and organisational culture.

One last thing that a manager should definitely take into account is that every person is unique, which makes the process of identifying stressors even more difficult.  What is stressful for someone may be a cakewalk for someone else and vice versa. Thus, while it’s more than ok to set general goals and standards, managers should be interested in knowing each member of his or her team in order to fully understand what makes them tick and what makes them doubt themselves. Hard work must be put in to create a real and meaningful work relationship so that when employees have a stressful situation on their hands, they’ll be more than comfortable to share their experience and, it goes without saying, that friendship is one of the best stress relievers out there.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://www.inc.com/wanda-thibodeaux/science-explains-exactly-why-stress-makes-you-so-exhausted.html

https://www.fastcompany.com/90426942/why-youre-tired-at-work-all-the-time

https://www.fastcompany.com/40541783/tired-at-work-for-no-reason-your-brains-trying-to-tell-you-something

Why Team Building Is An Essential Investment

Team building does not have the best reputation nowadays. Most people imagine being stuck with their co-workers for 1 or 2 days doing meaningless exercises that technically are supposed to increase productivity and collegiality.

Even though its reputation for being ineffective, team building has become one of the most important investments organisations can make for their employees. Despite the negatives emotions, it gives people, team building does build trust, alleviates conflict, boosts communication and enhances collaboration. Effective team building is what every company is looking for because it means a higher level of engagement in employees, which is fantastic for the bottom line. It can also be extremely fun if it’s done right.

It is clear as the light of day that the most successful team-building activities are the ones that make employees feel at ease and not all as having to go to work. Activities that are not at all subtle about aiming to reveal leadership and talent are obviously lowering enthusiasm amongst participants. By simply just spending time together and sharing experiences into completing a common goal allows co-workers to bond in a more natural way and it is by far more effective.

Unsurprisingly, happiness and learning have been correlated to work very well together. Most of the time, all companies have to do is introduce their employees to new things and activities which will, more often than not, will generate a feel-good factor which obviously translates into good news for the organisation. In the majority of cases, exercises that are out of the ordinary get people to work together in various new ways.

What is the purpose of team building?

Numerous analyses have revealed that people who participate in team building feel more positively about their team. This positivity is manifested in various ways such as more trust in their co-workers, more satisfaction that they’re part of a certain team and a lot more confidence that the team will achieve its targets.

Furthermore, employees that complete team building sessions together have better interactions: they communicate, coordinate and manage conflicts better. These processes are key in accomplishing the team’s ambitions.

However, team building may not directly improve team performance. Despite a better line of communication and more trustworthy workers, team building by itself doesn’t have a direct impact on performance. The reason for this is simply because performance relies on so many other factors besides team interactions that it shouldn’t be the only thing a company does if it wishes to improve performance levels.

When is team building the most effective?

Amongst team building activities, some are more effective than others. What sets apart most sessions is this: team building activities that focus on achieving goals and/or clarifying roles have the most beneficial impact. Achieving goals refers to define and clarify both individual and team objectives, and planning what actions need to be taken in order to turn objectives into reality. Clarifying roles purely means team members discuss what is and isn’t their task and understand their duties better.

On the other hand, team building exercises focused on improving interpersonal relations or solving already existing problems bring smaller, but still relevant benefits. Improving interoffice relations sees team members work on their trust among themselves whilst also building connections on a more personal level. Solving problems means identifying what doesn’t necessarily click between team members and planning on how to improve future situations.

Organisations must always remember that team building is not a splurge but merely an investment in the future! For example, one of the partners of NASCAR was invited for a day out on the tracks. 350$ for each employee wasn’t the most expensive nor cheap investment but at the end of the day, everything made sense. Everyone felt appreciated, given the fact that they were going around the track at over 233 kilometres per hour.

Daily Team Building Opportunities

Team building can include the daily interaction that employees engage in when working together to carry out the requirements of their jobs. This form of team building is natural and which can be assisted if the team takes the time required to come up with their own set of norms. The criteria help group members know how to appropriately interact with each other and the rest of the organisation.

Team building can also involve structured activities and exercises that employees on the team can lead, one way in which team criteria are established. As an alternative, with the proper budget and benchmark, managers can contract out for facilitation with an external resource. External facilitation, by an experienced person, can give your team building a boost.

No matter how an organisation chooses to build their group of employees into a team, the resulting bonds will enable them to accomplish the work and goals of the organisation more effectively than a group of people who don’t really know each other. As long as the company’s focus is dedicated to team building opportunities that lend themselves to the accomplishment of the actual work of the team, you are effectively building a team.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://www.thebalancecareers.com/what-is-team-building-1918270

https://scienceforwork.com/blog/team-building/

https://www.forbes.com/sites/brianscudamore/2016/03/09/why-team-building-is-the-most-important-investment-youll-make/#1ba7fb90617f

Customer Experience: Are Companies Meeting their Customers’ Expectations?

In a new study done by Walker Info has revealed that by the year 2020, customer experience will become the most important brand differentiator overtaking price and product.

In the not so distant past, people had to actually pick up the phone and call customer service in order to speak with someone from support, but that times have changed drastically. Nowadays, we are constantly exposed to numerous advertisements and messages from various brands, leading up to near-instant gratification. Think about all the banners and messages you see during 11-12 hours of screen time per day. It comes as no surprise that advancements in customer service have become the most essential thing a company must do survive and evolve. In the aforementioned study done by Walker Info, it has been stated that customer experience is going to to make or break sales more than price and product.

Most companies are focusing their efforts into making everything more and more efficient. However, this need for efficiency can put in danger good customer service.

No customer is the same to another, thus, it is imperative for companies to realise this and be prepared to respond differently to distinct customer behaviours and personalities. Having a good prosperous business means that achieving a high level of effectiveness isn’t achieved by doing less in other areas of the company. Delivering the right customer service to clients should remain the key focus.

With this in mind, every company has to ask itself questions about what optimal customer experience means for them.

In a recent study done by Capgemini shows that 81% of consumers are inclined to spend more for a company that has exceptional customer experience, with more than 9% of consumers willing to spend by more than half to have access to such a positive experience.

So the question now is, what do customers want?

In a 2018 study done by Salesforce CX, 80% of people interviewed have said that the experience the company offers is as important as what they are selling, whilst 75% of people have stated that it’s much easier than ever to change the company they are doing business with. Here lie a warning and an opportunity. Given the fact that customers are very open-minded in discussing with more and more businesses and they are more than happy to switch and/or replace brands, customer experience is the focal point that will sway them one way or another.

How can businesses be sure that it is worth investing in customer experience? The proof to this question has been revealed through a study done by Forrester and Adobe, which clearly states that experience-driven companies can forecast a 60 to 90% increase in growth year-over-year in comparison with companies who do not thrive to have a higher level of customer retention and repeat purchases.

At the same time, Harvard Business Review has unravelled the fact that even a small increase of 5% in customer retention can potentially lead to a 95% increase in profits.

No matter what product or service a company offers, people will always expect a decent level of customer service. Even companies that have switched to 100% automated services are expected to have a real live person to offer assistance if required.

 

Let us look into EasyJet. The airline company never promised an exceptional customer service experience but that does not mean that is should be practically non-existent. EasyJet has almost managed to negatively impact the first windpipe transplant due to their refusal of allowing the courier to board the plane.

For sure, EasyJet has internal procedures that allow some exceptions, or at least have their staff trained for such situations and could have dealt with the courier’s request. The story has a happy ending, because of someone with a private jet agreed to transport the courier in the 14-our timeframe that was required for the windpipe to be safely used in an operation. However, it must be pointed out that given the seriousness of the item carried that person would have booked a different airline. This case itself simply proves the point that most customers make choices based on their own expectations.

The larger the organisation, the more field there is for discord between expectations and delivery. People expect very little in return for lower prices, but others with a stronger brand reputation cannot afford to make the same assumptions – simply imagine the impact it would have had if the courier had this experience on a British Airways flight.

Coordinating messages across the organisation is quintessential to producing a successful and sustainable customer experience. Get it right and the company will have business that is both sustainable and extremely profitable given the fact that it will be supported by an incredibly loyal customer base.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://www.marketingdonut.co.uk/customer-care/customer-service/the-importance-of-exceeding-customer-expectations

https://www.zingle.me/how-to-exceed-customer-expectations-in-the-mobile-era/

https://www.entrepreneur.com/article/336926

Perfectionism: Perils and How to Overcome it

Perfectionism can have a positive and negative impact on a person’s performance at work. On the one hand, it can make you to perform at a high level and deliver quality work. However, it can cause unnecessary anxiety and slow you down. But is it achievable to utilise the positives and keep the negatives under control? What are the techniques necessary to master perfectionism and keep it in check?

It is common knowledge that perfectionists are their own worst enemies. If you identify as a perfectionist person, then you realise that you may have the ability to perform at a higher level than others may can.

Unfortunately, perfectionists know that top performance comes at a cost. They are often experiencing immense levels of stress that affect all other areas of their lives.

It must also be stated that most perfectionists also experience burnout, they tend to get so exhausted mentally and emotionally that they do now want to continue in their professional endeavours.

Even though it may have negative effects, perfectionism is part of the human condition. Every person that has ever existed has had the desire to better themselves, in regards to their own capabilities. Derived from that desire does perfectionism spring, but as stated above, it can be toxic. In a 2007 study done on suicide, it has been revealed that more than half of the people who died were described by their friends and family as being ‘perfectionists’.

Canadian researchers Gordon Flett and Paul Hewitt have discovered that there are 3 forms of perfectionism that are scientifically recorded: self-oriented, other-oriented and socially prescribed perfectionism with the latter being the most damaging of them all. Besides the negative impact on a person’s mental health, perfectionism can affect the body as well. Due to the constant stress and dissatisfaction, it can lead to unimagined chronic conditions, back pain and IBS (Irritable bowel syndrome) related problems or it can lead to addictions such as drinking, smoking and substance abuse.

What can you, or other people, do to change this mindset? There are many ways in which perfectionists can fuel their drive and ‘control’ their actions.

1. Realistic personal goals and expectations

Recognise that you are already enough and you don’t have to be perfect to continue making progress towards your goals.

By setting more realistic goals, you will have eliminated excess energy that would go towards reaching the impossible, and have a more balanced personal and professional life.

2. Challenging the inner critic and disperse negative thoughts

Don’t let your motivation be the reason you fail. It’s important to use a rewards system and positive feedback to achieve your goals rather than allowing your inner voice to destroy your emotional wellbeing.

Shut down the negativity, amplify your intuition, and allow positivity to drive you on the road to success.

3. Prioritising self-care

Put on your own gas mask before trying to help the person next to you, as they say on airplanes. Engage in therapy, re-connect with an old hobby, continue reading and meeting friends so that you can take better care of yourself and others.

4. Practicing saying no as often as possible

Perfectionists often struggle with saying no to new opportunities due to their high drive, however, setting healthy boundaries is the very thing that leads to sustainable energy.

Stop taking on extra tasks that aren’t directly related to your work so that you can invest in your own wellbeing and continue working on what truly matters.

5. Time off is not time wasted!

It’s easy to look at relaxation as a waste of time when you’re a perfectionist. However, it’s important to remember that sleeping and engaging in light-hearted activities is a healthy and necessary way of refreshing your motivation.

Practice taking time to relax and recharge your batteries so that you can continue pursuing your dreams.

6. Everything will be done in time

You have what it takes to complete any task in accordance with the deadline. Even if it means pulling an all-nighter, you know that you’ll finish the project and it’ll be good by the time you are done.

It is important to use that knowledge to feel more secure when you get overwhelmed, don’t panic because you have all your past achievements to tell you that you are going to persevere.

7. Take breaks and recharge constantly

Instead of thinking you’ll relax after it’s done, go the extra step and schedule some relaxation. Most likely you’re probably a Type A personality who needs to prioritise self-care otherwise it won’t ever happen.

Imagine what your life would be like if relaxation was part of your endeavours.

The sooner perfectionists can adjust their expectations, the more quickly they will get rid of their headaches and enjoy life in a more meaningful way.

 

 

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://www.inc.com/tom-gimbel/why-praising-your-staff-might-be-the-most-dangerous-thing-you-do-today.html

https://www.fastcompany.com/90394590/this-is-the-negative-effects-of-praise-that-youve-probably-never-thought-about

https://hbr.org/2017/05/why-do-so-many-managers-avoid-giving-praise

Is Praise The Best Way To Motivate Employees?

It is fair to say that society has reached a point in which excessive praise is being offered to the rich and powerful. The upper tiers of our present society have been showered with awards, honours and superstar status. Billionaires and philanthropists alike are massively applauded for their work and charities which turn out to have very little impact on the world. The effects of this practice of praising excessively are worth taking into account and raise some concerns. By praising people, even though they deserve it can have a negative impact on how they behave.

Numerous psychological studies have been done on this subject and they have demonstrated that people are highly responsive to moral compensation. In layman terms, this means that when people feel they have acted well, they also feel that it gives them permission to engage in negative behaviours in the future. The reverse works the same way. If more and more studies come out and prove the accuracy of the aforementioned studies then humanity can practically see the social consequences of praise and/or blame. Too much praise could lead people to act badly, whilst blaming them when they make mistakes could lead to positive behaviour. So how many influential, wealthy and powerful people does the world need to harm society irreversibly?

Every organisation knows that culture without revenue is not feasible or sustainable. If a company wouldn’t be growing financially, there would be a complete shift in culture. It is important to have fun, but it’s never in first place. In order to get the best out of employees it is recommended to explain your expectations from them since day one. If employees understand the culture and how success is determined, they will be off to a flying start.

However, giving feedback remains one of the most difficult things a manager has to do. In a survey which amounted 7,631 people, 44% of them agreed that giving their employees negative reviews is difficult and stressful. Some quotes from the managers interviewed have surfaced the negative impact it has on them: “I just wanted to get it over quickly”, “They don’t pay me enough to do this”, “I did not sleep the night before” and “My hands were sweating and I was nervous”. Given the anxiety managers are facing when they have to offer negative feedback, 21% admitted that they avoid giving the negative feedback altogether.

In a comparative study 328 managers’ self-assessments were correlated with results from 360-degree feedback surveys. Each leader was rated by an average of 13 respondents on a variety of behaviours, including “Gives honest feedback in a helpful way.” The ones who rated that thought a person was effective in giving feedback were most influenced by the leader’s comfort and willingness to give positive reinforcement. Whether the manager gave negative feedback did not make a big difference — unless the leader avoided giving positive feedback. This was also true when we looked only at the ratings of direct reports.

When the study looked into the managers’ self-assessments, however, there was a totally changed point of view. There was a strong correlation between people who believe they give “honest, straightforward” feedback and those who give negative feedback, regardless of whether they also give positive feedback.

Leaders obviously carry some incorrect beliefs about the value and benefits of different forms of feedback. They vastly underestimate the power and necessity of positive reinforcement. However, in reverse, they greatly overestimate the value and benefit of negative or corrective feedback. In all, they misjudge the impact negative feedback has on how they are perceived by their colleagues, bosses, and direct reports. Giving only negative feedback diminishes a leader’s effectiveness in the eyes of others and does not have the effect they believe it has.

Perhaps in an effort to provide employees with what they believe is direct, honest feedback, managers who prefer giving negative feedback may come across as only looking for what’s wrong. Some employees have described this as, “Quick to criticise and slow to praise.” While the findings do not directly reveal why managers are so hesitant to give positive feedback, the study that involved the leaders suggests that there could be a variety of reasons. Perhaps it starts with the perception that the really good managers are the tough graders who are not afraid to tell people what’s wrong. Possibly they believe that giving people positive feedback will encourage a subordinate to let up or coast. Maybe they are emulating their prior bosses who gave little praise, but who pointed out any mistake or weakness. Some may believe it a sign of weakness to praise subordinates. Maybe they just don’t know how to effectively deliver appreciation or praise. Or maybe they intend to give kudos, but feel so busy that the days slip by and they never quite remember to send out that note of praise for a job well done.

In conclusion, the findings suggest that if you want to be seen as a good feedback-giver, you should proactively develop the skill of giving praise as well as criticism. Giving positive feedback shows your direct reports that you are in their corner, and that you want them to win and to succeed. Once people know you are their advocate, it should also make giving criticism less stressful and more effective.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://www.inc.com/tom-gimbel/why-praising-your-staff-might-be-the-most-dangerous-thing-you-do-today.html

https://www.fastcompany.com/90394590/this-is-the-negative-effects-of-praise-that-youve-probably-never-thought-about

https://hbr.org/2017/05/why-do-so-many-managers-avoid-giving-praise

Betrayal in the Workplace and How to Deal with It

Betrayal comes in many ways and forms and the one that happens in the workplace is no different. There may be times when you be undermined by a co-worker during a presentation, ignored by your manager or blindsided by a fellow colleague. This almost always leads to professional and personal deception, which, more often than not, leads to unwarranted stress and disappointment. The next logical step in this situation would be to take some affirmative action, but caution is key here. It is imperative that you have a clear understanding of the situation and circumstances of the betrayal in order to fully understand what and how you have to act next.

Of course, in a perfect world scenario, team members, managers and leaders work towards the same goal. But, unfortunately, there are moments when you’re doing your job at peak performance and, out of the blue, your manager throws you under the bus. It is never good when it happens and as an ‘added bonus’ it can damage your reputation with others.

You can count on the fingers of one hand things that are more hurtful than betrayal, especially when it is done by a person of trust. When the betrayal is done by your boss, the pain can be exacerbated given the fact that it’s the person who impacts your career and, more or less, livelihood. Betrayal by your boss can come in numerous ways: public shaming for a colleague’s mistake, taking credit for a project you solely did and oversaw and giving the promotion they have promised you to someone else.  

Given the fact that we have a wide and complex range of emotions, our brains process betrayal as trauma and, just like every other trauma, we expect it to repeat itself. Reactions to boss betrayal can range from losing the ability to trust other co-workers, hindering your optimism and resilience during strenuous times and even lacking the capacity to deal with complex situations. When this happens, our own behaviour should start concerning us, not our boss’s.

Recent research has discovered that 85% of workplace betrayal is unintentional. Although your boss’s betrayal wasn’t intentional, it still raises serious questions regarding his personality and seriousness. Furthermore, the research has stated that after your manager behaves badly, you are more inclined to do the exact same thing. It is of the utmost importance that you are clear on the values you wish your professional relationship to be based upon.

Even though it is as clear as the light of day that you won’t be able to change your boss’s behaviour and attitude, you can still manage to keep their bad conduct from changing you. Here are a few ways how.

Focus and Get Your Facts Straight

Before you act on your emotions and anger you must be sure that the information you have is correct, especially if you have received it second-hand in the first place. It is recommended that we discuss and assess the situation with the people we trust the most and which witnessed the exact circumstances. Even if you discover that your boss actually betrayed you, emotions must be kept in check. If you give in to those emotions and react unprofessional, you will unwantedly pass along the negative news that is out there about you.

 Patterns of betrayal

People who, unfortunately, tolerate abusive behaviour all their lives believe they deserve it and this can happen with an abusive boss. In some strange manner, a sort of Stockholm syndrome sets in and you start to accept betrayal as something normal. This type of action can be counter measured by interrupting them as soon and as much as possible. If they fail to keep their promises, keep their commitments to you well-documented. If they take credit for your work, make sure there are other managers who know that you have worked on that project. These actions may not change the behaviour, but they may just keep your mental health in order.

Reach out to HR

If the workplace treatment you are receiving is becoming more and more unfair and abusive and you cannot handle it any longer it may be time to involve the human resources (HR) department. By reporting the issue to HR, you are not just helping yourself, but the company as a whole. Problem managers can be easily identified and removed from an organisation if HR is involved. Worst case scenario, HR can help you find other opportunities within the company if a ‘cease fire’ cannot be agreed upon with the problematic manager.

It is quintessential to remember that not everybody is out to betray you. It is understandable that if you are constantly betrayed by your boss, you can easily become paranoid and stop trusting people altogether. It is imperative that you pay attention to your emotions and behaviours. You do not want to damage your professional relationships with other authoritative figures within the business. Are you constantly questioning the actions and motives of the people you rely on doing for your job? Are you over-analysing the decisions people are making in the office? As mentioned earlier, betrayal is an incredibly powerful and toxic force which can easily spread in to all other aspects of your life. Keep reminding yourself that not everyone is out to get you.

In conclusion, it is safe to say that when you are working for a ‘betrayal boss’ you should get out of there as quickly as can be. Until you can make your professional move elsewhere, do anything in your powers to protect yourself and not become a shadow of your former self. The choice to allow their betrayal to negatively impact you and who you are is and will always be yours.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://work.chron.com/survive-workplace-betrayal-18986.html

https://hbr.org/2019/07/what-to-do-when-your-boss-betrays-you

https://www.fastcompany.com/40437356/what-to-do-when-your-boss-throws-you-under-the-bus

Dominant Vs. Prestigious: What Kind of Leader Are You?

It is widely known that there are leaders who have different approaches and styles which, ultimately, leads to various consequences when they do something wrong or out of line. On the other hand, some leaders get out of situations their own actions created, or are simply given the benefit of the doubt. In a recent study published in the Academy of Management Journal, it has been revealed that leaders are dealt with their mistakes in direct correlation with how they achieved their status in the organisation.

In the field of social psychology, there is a theory that goes around explaining how leaders achieve their status and how they exert influence on various groups of people. Essentially, there are 2 distinct paths: through prestige or through dominance. There is a clear pattern in which leaders are being punished for their misdemeanours directly depending on which way they have obtained their status.

Leaders who obtain this status through dominance are very assertive and forceful-minded people and do not hesitate in getting their opinions known and do not flinch when they have to influence other people through intimidation or coercive tactics. Due to their ruthless proactiveness some people may think that they are integral in a group’s success. The best example of such a leader is Steve Ballmer, former CEO at Microsoft, who was known for being a very tough individual, who had a lot to ask of its teams and which definitely represents the ‘model’ for dominant leaders.

On the other hands, prestige leaders act like a teacher, they are people who are more than willing to share their skills, time, expertise and knowledge with other members of the group. Due to the fact they help members of their teams develop and hone their skills, they are also viewed as quintessential to a groups’ success. Such an example in this case would be Satya Nadella, current Microsoft CEO and is known in the world of business for his collective and established approach which in turn makes him the archetype for the prestige leader.

It is widely known that aggression has numerous levels on its scale and we all have to agree that there are some jobs which require a certain degree of combativeness, it could be a decisive quality in some distinct scenarios. For example, there are CEOs who are better suited to negotiate and facilitate hostile takeovers, litigation lawyers who are required to take charge of the courtroom, or a police officer. These careers ‘demand’ behavioural traits which are closely aligned to aggression due to the simple fact that they can be extremely advantageous.

As mentioned earlier, dominant and prestige leaders are being punished differently for their mistakes or lack of results and there are two reasons why. Firstly, dominant leaders are perceived as highly unethical and selfish and because of this they are having difficulties in making themselves believed when an error occurs. It will always a subject of discussion whether it was intentional or not. However, prestigious leaders are treated completely different in a similar scenario due to the fact that people trust them.

Secondly, it is widely accepted that ‘prestige’ leaders possess altruistic traits and a strong moral compass. Hence, a mistake done by a prestigious leader would be seen as far less reprehensible, less immoral and less unethical due to their virtuous nature and history. In layman terms, these types of leaders have ‘moral credits’ in their ‘moral bank account’ which makes small ‘withdrawals’ whenever a problematic situation arises. In the case of ‘dominance’ leaders, their ‘moral bank account’ is virtually empty, thus leading to situations in which they are being judged more harshly as being immoral and unethical.

In order to further demonstrate the aforementioned study’s findings, statistics and players from the National Hockey League (NHL) have been carefully observed over the course of 2 seasons. The hypothesis that was followed through was on players who were penalised for minor fouls. These fouls are usually difficult to assess and are awarded almost instantaneously by the referee, which are prone to a bias assessment of the situation. Over the course of 2 full seasons of NHL, it was discovered that high-status players who are associated with dominant traits have been penalised more by the referees in the cases of minor fouls. This, of course, was the opposite for high-status prestige players. The discrepancy in punishment was discovered to be about 13%, which in time translates to 4,33 minutes spent on the sidebar over the course of 1 season.

In relation to their employees, dominant leaders struggle more in terms of employee retention given the fact that their aggressive style of management makes employees unhappy and losing their desire to do good work. This obviously leads to a toxic workplace environment. Furthermore, if the situation prolongs itself in time it can lead to productivity losses, high absenteeism rates and an abundance of employee turnover.

There are, of course, various strategies through which ‘dominance’ leaders can change their behaviour in order to, at least, improve their relationship with the employees.

  1. Opening, encouraging and maintaining an open communication between the leader and its team, whilst also starting a two-way street in terms of feedback to and for the leader.
  2. Speak directly to the leader and appeal to his sense of logic and explain how the actions he or she takes impact the whole business.
  3. If you are dealing with a narcissistic leader, it would be recommended to present your feedback in regards to their behaviour by explaining that it could negatively impact their goals. Avoid making direct behavioural criticism.
  4. Refuse rewarding or promoting leaders who are aggressive and that can be detrimental to the company’s bottom line.

In conclusion, it is recommended to address the behaviours of dominant leaders from the beginning of their tenure and to highlight the utmost importance of stability in the decision-making process, which could directly increase the productivity, satisfaction and quality of employees.

There is a real value in providing companies with the tools to carry out regular organisational assessments and this is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

https://hbr.org/2019/07/aggressive-leaders-are-more-likely-to-be-punished-for-their-mistakes

https://www.fastcompany.com/3048494/the-difference-between-strong-leaders-and-aggressive-leaders

http://www.wiseworkplace.com.au/_blog/WISE_Blog/post/the-cost-of-aggressive-leaders/

Great People Inside Conference “Visionary HR”, Kronwell Hotel, Brașov

Registration is up and running for the Great People Inside Conference: Visionary HR, the only international human resources event that takes place for the XVIth consecutive year in Romania.

Anthropologist and Pulitzer winner, Jared Diamond declared that ‘a society’s ability to grow/expand and make new conquests is directly linked with its availability of embracing innovative and disruptive technologies.’ Nowadays, at the end of each year, it has become the norm to ‘start the race’ in predicting future trends in any industry imaginable and HR is no different. However, predictions have never been easy to make. As Philip E. Tetlock stated – Professor of Psychology and Political Sciences at both the University of Pennsylvania and at Wharton School of Business – we are facing an uphill battle in our capacity to forecast future trends of events.

Visionaries (innovators and ‘early adopters’ alike) are the people who are setting new standards, are changing the status quo and creating new possibilities. Just think about the vision necessary to allow people to fly for the first time at the beginning of the 20th century.

At this rate, it has been estimated that investments in the global sector of human resource management (HRM) will reach 30 billion dollars in 2025.

In other words, the creation of innovative HR solutions is in a continuous expansion, whilst the field of human resources is currently experiencing a fantastic influx of innovation.

Uncertainty in the current economic climate, the progresses made in the field of technology and the extensive disruptions in the labor market have put organizations under more pressure than ever before.

Although predicting the future is troublesome, it is also essential to identify and to understand social, economic and technological fundamental trends or ‘mega trends’ which will affect organizations in the next ten to twenty years in order to anticipate and prepare ourselves for the transformations that will supersede.

This year, on the 9th and 10th of October, at Kronwell Hotel in Brașov, the Great People Inside Conference: Visionary HR will generate, along these two days, interesting and provocative discussions in regards to modern pressing issues such as digitalization, artificial intelligence, autonomous learning and current technologies are profoundly changing the management practices of HR and the way in which we can create a future centred on people. For more details regarding the event you can check it out here!

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