2022 for many has started off where 2021 left off – just as 2021 started where 2020 left off. As it is Groundhog Day in the US tomorrow this may be timely!
The world is short staffed, the opening of borders will help but until then we face the prospect of doing more with less.
This environment is sustainable for a while but not for prolonged periods of time so what can you do and what can businesses do to help?
Firstly, please can we not use the phrase work life balance – think about the phrase…how can you balance your work and your life? Balance is a 50/50 split to hit equilibrium.
I prefer to use the phrase work life integration.
Integration indicates a smarter way to think and a more agile way to combine our work and our life outside work. It also means we can be more ready when life throws a curveball. Work is sometimes more demanding at certain times and therefore requires a bit more effort…and sometimes it lessens…so we need to think ahead where possible.
When we look at the workplace integration this is a two-way process between you and your workplace.
The organisation:
The organisation certainly has a duty of care for its employees, many of the places where we work have some very cool processes and wellness programs in place, but I am not entirely confident these work 100% of the time for 100% of the team members. Yes, pool tables and ping pong / breakout areas have their benefits but only for those who like pool and ping pong! Flexible working hours are great, but some do not cope well with working from home…others thrive in this environment.
Some organisations have a dedicated wellness team – great, but what if you are small business owner / SME?
No matter what size business you are I believe there are some basic things to help.
Here are 4 key areas:
1. Leadership
Yes, this is a big topic but, in a crisis, and when people are stressed, being calm and collected is one trait that will go a long way. Different people have different stress points and resilience levels. They will feed off a leader who is not clam and clear.
2. Clear Expectations
We all need clarity. Even those who claim to work well in the grey, deep down we all need to know expectations, know what to take on and what to delegate, particularly in a crisis. Linked with expectations comes communication.
3. More check-ins
The more frequently we talk to each other the better. Whether this is performance related, through projects or just a ‘How are you?’ conversation.
Optimum call it the Performance Drumbeat:
4. Workforce Planning
Look at where the business is at more regularly. The last two years have taught us we need to be more agile more than ever, that things change daily – add the talent shortage, and planning becomes essential to avoid added pressure on existing staff.
Although employers have a duty of care, I genuinely believe this is a two-way street, as we as individuals can of course help ourselves. Here are some simple tips:
1. Communicate and do not be afraid to ask for help.
This, for many, is a challenging thing to do – many of us say yes, say we are OK until we are not. There is nothing wrong with asking for help if the workload is too much. If your manager does not know how you are feeling they are limited with the help they can provide!
Teammates are also a significant help here – they might know your stress signs better than you!
2. Know your own stress triggers.
There are many techniques to understand when you are feeling that first stress point. Know yourself and if you are more tired than usual, have problems sleeping, faster heartbeat then act on it quickly.
Try the Body Scan technique
Also, keep an eye on your teammates as you could help each other out.
3. Take time to recharge and reward yourself.
Our personal lives are often as busy as our professional lives, it is critical to make time for you – whatever it is from exercise, fishing, knitting, binge watching your favourite series… block this time out to recharge your batteries and set some rewards for your hard work.
I am not claiming to be a wellness specialist, but I hope at least one of these tips resonate, whether you are an employer or employee.
If you need help on providing clarity as an employer – check out My Employee Life
If you are not measuring how your people are feeling on a regular basis: a simple pulse poll might be the answer: we use our own EmployeeLife™ tool.
Keeping a focus on what really matters both inside and outside of work is a simple message – with all the uncertainty and complexity in the world simplicity may just be what we are all looking for!