Productivity Archives - Page 2 of 2

What The “New Normal” Means For The Wellbeing Of Your Team

With everything that’s happened in the last year, it’s safe to say that wellbeing, life – and work – as we know it has changed. Every month that passes shows us how unlikely it is that things will return to exactly the way they were.

Business looks different, work-life looks different, and these changes aren’t so temporary anymore. That means it’s time to progress out of survival mode and into thrive mode.

Organisations need to look at workplace trends and think seriously about where they should be investing their time and energy. We need to think about staff wellbeing in the context of the “new normal”, how we can retain a cohesive team environment in these times of change and uncertainty, and how to prepare for the “next normal”, whatever that may be.

We know it can be overwhelming, but keep reading for some guidance on where and how you might want to start focusing your attention.

Workplace Trends Post-COVID-19

We know the pandemic is still here, but the immediate shock of it is passing. Businesses and individuals have begun to accept how things have changed, and we have all had some time to sit down, breathe, and take stock of how much has happened in the past year.

So, what’s next?

Time to review how well your team and organisation have adapted to physical distancing/remote working, and look at the trends for 2021 and beyond. Here’s an overview.

Remote working has increased

Well, duh! Yes, clearly, any organisation with the capability to implement remote work has done so.

But what’s interesting to note is that many will continue to explore and experiment with hybrid work/remote work even once the pandemic is under control. The “office” as we knew it will probably never be quite the same again.

Increased data collection

More employers are making use of technology to monitor their employees. Everything from productivity and engagement to wellbeing and employee experience is being tracked and analysed to create safe, productive, and innovative workplaces.

Increase of contingent workers

Many organisations are reducing the number of full-time employees and hiring contingent (freelance/gig) workers instead. This allows them flexibility and helps save costs but may lead to confusion around performance management as well as a loss of team cohesion.

Emphasis on the employer’s role in wellbeing

The pandemic has seen employers playing a vital role in the health and wellbeing of their employees. The emphasis has been on the ability of businesses to provide sick leave, financial assistance, flexible hours, and support for the wider community.

A move from efficiency to resilience

Pre-pandemic, the big focus was on efficiency. Now, the emphasis is more on building resilience in processes and organisations. Systems must be responsive and flexible to adapt to rapidly changing circumstances. Employees must be adaptable and have diverse, cross-functional roles that can navigate change.

What Thinking Do We Need To Alter?

The trends reflect the changes that most organisations have experienced. That is a move away from traditional workspaces and systems, and an increasing emphasis on strong, resilient, flexible teams and processes.

This is a defining time for all of us: how we respond to the trials of the last year will impact the future. And while things have been challenging, this moment in time presents a range of opportunities for businesses.

Choose to be innovative. Strive for more resilient teams instead of trying to recreate what no longer works.
Embrace the possibilities provided by hybrid and remote work.
Introduce initiatives that bolster the wellbeing of your people.
Find new ways to create and control your corporate identity and employer brand post COVID-19.

What Does Team Building Look Like Now?

When it comes to HR, one of your biggest challenges will be rethinking team building. With social distancing and hybrid work now par for the course, team bonding and culture development won’t happen quite so organically.

So, how can you provide spaces and opportunities for your team to bond away from the lunchroom and water cooler?

By behaving with intention and thinking outside the traditional office box.

Here are a few examples:

Host team huddles

Connect your entire team by having a regular online “huddle”. This could be for 15 minutes every morning to check-in and connect, or twice a week – whatever works for your organisation. This is not a formal meeting, but a time to chat, catch-up and check-in with one another.

Schedule virtual meet-ups

People need one-on-one time as well as group-bonding. One to one personal meetings are perfect for that. Facilitate online meet-ups for two people to chat and get to know each other better, or build on an existing established relationship.

Keep the game time going!

When our levels dictate that laser-tag or mini golf are a no-go, there are still plenty of games that can be played virtually by your team. Schedule some fun virtual activities that everyone can attend during a lockdown. Things like quizzes or online escape rooms are perfect.

Learn together

Successful teams learn new things together. Set up virtual workshops and webinars to promote professional development and facilitate online group learning.

Using Extended DISC To Get A More Informed Plan

A remote or hybrid team isn’t doomed when it comes to bonding or performance. In fact, research shows that remote teams can perform better than in-house teams if they are managed in the right way.

Extended DISC profiles can help managers understand the work style and personal preferences of their team members. They provide you with valuable insights into the best ways to manage individuals and bring them together.

You will learn how much support and contact each team member requires from you and what kind of work they respond well to.

If we have learned one thing from COVID-19, it’s the importance of a bonded, resilient team in navigating change. Challenges can bring people together or push them apart. The stronger your team is, the stronger your business is.

Regardless of what comes next, Spice HR is here to help you and your team navigate the new normal and prepare for what’s next. If you’d like advice or support about how to move forward, contact us for a chat today.

Managing A Workforce of Different Generations

Variety is the spice of life, right? Well, today’s workforce is certainly full of variety! It is a diverse makeup full of different generations. You have Baby Boomers, Gen X, Gen Z, Millennials (also known as Gen Y), and maybe a few from the “silent generation.”

So, what does that all mean when it comes to a combined workforce?

People from each generation tend to have different values and expectations in the workplace, so it’s essential to customise your management style and benefits to meet each one.

Here’s an overview of how to approach a multi-generational workforce.

Talkin’ ’bout My Generation

We’re not big fans of labels, but just so we’re on the same page, let’s clarify the generations you might see in your organisation.

The Silent Generation (aka Traditionalists) – born between the late 1920s and 1945

This generation was formed well before the computer age hit. However, many are still very capable of using digital tools, but may prefer personal interactions. They value fair pay, recognition and the chance to share their expertise.

Baby Boomers – 1946 – 1964

The Boomers are a very goal-focused generation and hold a reputation for working hard. They value job security and a more structured environment.

Generation X – 1965 – 1979

A generation that is completely up to date with tech, but are not shy about face-to-face communication. They value autonomy and a good work/life balance.

Generation Y (Millennials) – 1980 – 1996

The consummate internet babies who are all over every technological gadget to hit the shelves. They value skills development and a deeper purpose.

Generation Z – Born in 1997 or later

Known as the tech native, social media generation, they have lived in a technology based world since their birth. They value flexibility and social responsibility.

So, now that we know about the different generations, what does this mean for your workforce and management styles?

Use Reverse Mentoring

Cross-generational mentoring is a great way to quickly stamp out any age biases and maximise various experience levels in your team. Both young and old can learn a lot from each other! Avoid always placing similar age groups together.

Instead, pair up people from different generations and get the knowledge flowing both ways. You will be amazed by the diverse solutions that appear when combining the thinking of multiple generations.

Get Everyone Engaged

While every generation is known by different characteristics, they are not always out of sync in every instance. What every generation has in common is their need to feel involved in their work. Ensure you find a way to motivate all employees (outside of the pay cheque) by finding common ground for them to buy into.

Work on Your Flexibility

No, we are not talking about yoga – though if that fits your workplace, it’s not a bad idea to bring people together!

You shouldn’t expect every team member to be satisfied with the same hours of work, the same work environment, or the same tasks. Experiment with the different strengths to find the ideal balance for your organisation.

Recognition and Benefits

Not everyone wants ten-year job security and a retirement plan, although some might. Gen Zers might be looking for support with further training or help to pay back student loans, while Millennials could prefer daycare services or parental leave.

Again, each individual is different: the point is to offer a range of benefits and perks to suit different lifestyles and needs.

Avoid Stereotypes!

Now that we’ve gone and put everyone in their box, it’s time to say – don’t judge people by the boxes you put them in! It goes without saying that every individual is different. Regardless of their age and background, they have essential skills, needs, goals, and dreams that may be vastly different from their peers.

However, it can also be useful and enlightening to acknowledge and learn from age-based differences in the workplace.

Understanding Your Team Dynamic

Getting to know each employee individually is your most important task as an effective leader. So use your newfound knowledge of generations alongside your insight into each employee, and you will be on the right track.

Another way to gain a greater understanding of your workforce is to use DISC Profiling. This is a psychometric assessment tool that can help with the personal growth, team building and leadership potential of your employees.

Here at Spice HR, we are certified practitioners of the Extended DISC Profiling system and can help you gain greater insight into the different personalities present in your team. Get in touch with us today to find out more about how this useful tool can help your business.

Managing Mental Wellbeing During Times of Uncertainty

How many times have you heard the word “unprecedented” in the last few months?

We’re guessing an unprecedented amount of times!

While everyone has experienced stress in some form or another during their lifetimes, the levels of uncertainty on both a global and personal basis are indeed unparalleled.

Life as we know it has changed, and there’s an undercurrent of stress bubbling through almost every aspect of life. As we transition through these changes, it’s vital to take care of our mental wellbeing as much as our physical.

This is how you can check in with yourself and your team in these uncertain times.

Mental Wellbeing During Times of Uncertainty

Stress and Productivity

To some degree, stress can be a useful motivational and productivity tool. If you are cramming for an exam or prepping for an interview, the short-term freak-out can give you the push to get things done! However, stress has a different effect on everyone, and chronic stress is not conducive to good mental or physical health.

Right now, we have stress coming at us from all areas of life: work, family, money, health, and the change of all our usual routines. Over time, these worries can interfere with sleep, digestion, immunity, and make us irritable, sad, angry, or just super anxious.

If you are pressuring yourself because you should be making the most of your “extra time,” by using this pandemic to catch up on tasks, trying to maintain business as usual, or even as a time to start a side-business, write a book, or become a yogi – it’s time to give yourself a break.

While being hyperproductive may work for a percentage of the population, it isn’t the case for everyone. It’s more than okay to just survive in the best way you know how.

How to Cope With Stress

Rule number one: cut yourself some slack! You don’t have to be the best remote worker, the best home-school teacher, the best cook, or the best anything! The world is going through an enormous shared trauma experience; there’s no right (or wrong) way to survive.

Having said that, there are a few ways that you can protect your mental wellbeing.

Exercise is scientifically proven to boost your mood and can help stave off depression and anxiety – as is time spent in the great outdoors. Whether you are still working from home or you’re back in your workplace under Alert Level 2, make time to move and feel the sunlight on your face every day.

Prioritise! Don’t let overwhelm cripple you. Instead, make a list of everything you need to do, prioritise the essentials, and let everything else go.

Your body needs to be reminded that it doesn’t have to remain in a state of stress for the duration of the pandemic. Take time out to do whatever calms you – meditate, breathe, jog, read, watch Netflix, dance around the living room to Spice Girls hits…

How To Help Your Team Build Resilience

Besides the fact that your business may have been thrust into working from home or adapting your operations, every employee has added stress and anxiety that are difficult to separate from their work-life for now.

It’s essential that you understand these pressures and support your team in building resilience as they (and you) transition through the levels.

Some people might be struggling with isolation and loneliness. Whereas others may be struggling with sending kids back to school, or afraid about returning to work safely. So everyone will need extra connection, reassurance and flexibility over the coming months.

Now is the time to check in with everybody more frequently. Do it via phone or video call, individually and as a team, to ensure that everyone feels connected and heard.

It is important that senior staff and managers role model resilience and healthy work practices in uncertain times. Communication must also be transparent and respectful during these times.

Perhaps the best piece of advice we can give is something we have heard from New Zealand’s very own management team time and time again over the last few months – be kind.

Are you worried about the mental wellbeing at your workplace? Then get in touch with us here at Spice HR today. We are experts in handling team morale during uncertain times.