If you’re hearing this in your personal life from a significant other, it’s possible that it’s a more prevalent habit than just in the home. It’s worth taking some time to get to grips with it. It’s one of those habits than eventually ends up tripping you up in one or other parts of your life.
If you believe the culture of your organisation isn’t working for you – it isn’t necessarily that the culture is bad. Simply that it doesn’t serve the needs of the organisation.
Yes. It’s the year 2020, and yes, you read the title correctly. According to a recent report by Slater & Gordon, this is perhaps one of the more unexpected aspects of remote working. A whooping 35% of women interviewed claimed to have been subjected to sexist workplace demands whilst working from home.
Being asked for advice can be flattering. But it can also mean we are constantly in rescue mode. And we’re not really doing the other person any favours. The other person has limited buy in to our solution and very little growth or learning. Note though.. Listening, asking questions, being curious.. It’s hard.. much much harder than saying our piece.
Understanding the composition and chemistry of your team and why people react the way that they do, is a first great step to understanding team dynamics, and why some people do, in the context of a specific team, give their team member(s) the hooby doobies.
It’s about raising awareness – which in turn allows people to see their team mate’s attributes that are different to their own as something that is potentially positive, rather than just irritating. That can, in and of itself reduce conflict that teams experience.
Many organisations have worked very hard over recent years to have excellent family friendly policies that are available to both partners. There are excellent examples of organisations that are progressive and flexible. Those same employers have sophisticated comms programmes to ensure that they are well known throughout their organisations. And yet.
The trick now will be to learn the lessons from the trial by fire, and work out the bits that don’t work for each organisation. This may mean going backwards to go forwards – to introduce the new normal slowly. To ask what worked, and importantly, why? And what didn’t?
It’s a fine line between being a sticky beak and sticking our nose into unwanted territory – and looking after the welfare of our employees; but as we talked about last week, increasingly work and home are colliding.
Risk is no longer just about having an ergonomic chair or table, a proper risk assessment is making sure that your employee is safe in their working environment, whether this is at the actual workplace or at home.
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TTC acknowledges the traditional custodians throughout Western Australia and their continuing connection to the beautiful land, waters and community on which we work and live. We pay our respects to all members of Aboriginal communities and their cultures, and acknowledge the wisdom of Elders both past, present and emerging.
