Switching off at work

Are you allowed to?  Should you?  Can you?

(By the way, it has probably the best ROI of all time)


Companies spend huge amounts of time and money on culture programmes and initiatives, chasing an ROI built on getting people ‘to do the right thing’, increase engagement or commitment. Some are more effective than others, but the basic premise is undeniable. Increasing the effectiveness of your people provides an uplift in performance that even the best technology providers can only dream of. Indeed, technologies that reduce the number of people you need, only increases the importance of those that remain.

We’ve been studying the evolution of people at work throughout the customer and technology revolution of the last two decades and now see the rising awareness of employee wellbeing and mental health. It comes as no surprise to those who have been, and continue to be successful, that these factors are connected.

The shortcut to developing effective people uses, rather than battles with today’s connected, knowledge rich, time poor environment. The focus moves from assumptions on shared values to individual preferences and motivations, and how they align to a collective goal. Don’t ditch your culture programme but evolve its delivery and, more importantly, transform its effectiveness.

All good shortcuts allow us to use different elements of the environment to our advantage. Designing a shortcut requires us to evaluate what we need and where we need to get to. It allows us to develop an understanding of the limitations and opportunities the landscape provides.

Working with people is like designing a shortcut. The limitations and opportunities are based around time, engagement, wellbeing and permissions. Then it’s a case of assessing the options that work for individuals and building them into effective groups.

For example, some people need time to consider their options, others to work through the impact on their emotions. Analytical thinkers need to take a moment to cool the circuit before the next deep dive into data. Unless of course we discourage them because our best work develops through a consistent and logical progression.

Working on the four themes does not entail huge amounts of time, as new behaviours, mindset   and improved concentration starts to come naturally. The increase in performance will be immediately visible in monthly and quarterly reporting. The effect on employees can be measured through reduced absenteeism or presenteeism, but mostly witnessed in energy and smiles.

For more information on workshops and guided short courses that can help you and your people increase personal effectiveness go to theqoe.com