Post by account_disabled on Dec 28, 2023 1:46:37 GMT -4
Just take a walk. Questions can be asked. It’s okay not to have all the answers. What it does is make those permissions explicit. Often when we join a new organization, or are relatively young in our careers, we say: I don't know what I can do. What is allowed? What is allowed? And then slowly over time we figured it out. Now, we're all new to remote work, so we're all figuring out what's allowed. I think it's a very useful activity to have conversations as an organization to create this. So we recently worked with an organization to do this, and what came out was this: It's OK to the day.
It's okay to work eight hours a day, but it doesn't always have to be 9 to 5. It’s okay not to attend all the company happy hours. By doing this together, you can face these questions that people ask, and you can make the decision: Yeah, that's okay. But even just pinning it on or doing it in a document can be really helpful. Paul Michelman: Duffy and Forsling also point out that Job Function Email List gratitude is key. Molly Westduffy ( ): Research shows that the times we most receive praise and gratitude are in all those in-between moments of the day. So before a meeting, after a meeting, walking down the hallway, it's like: Hey, good job last meeting.
We miss those in-between moments now. So make it a habit to reach out to someone at the end of every day and say you did a great job in that meeting this morning or I thought you did a really good job on that workflow. Make it a bit like a shutdown ritual at the end of each day, since you most likely won't get a chance to do that in the moments in between. Paul Michelman: Finally, they advocate for leaders to take some tough measures.
It's okay to work eight hours a day, but it doesn't always have to be 9 to 5. It’s okay not to attend all the company happy hours. By doing this together, you can face these questions that people ask, and you can make the decision: Yeah, that's okay. But even just pinning it on or doing it in a document can be really helpful. Paul Michelman: Duffy and Forsling also point out that Job Function Email List gratitude is key. Molly Westduffy ( ): Research shows that the times we most receive praise and gratitude are in all those in-between moments of the day. So before a meeting, after a meeting, walking down the hallway, it's like: Hey, good job last meeting.
We miss those in-between moments now. So make it a habit to reach out to someone at the end of every day and say you did a great job in that meeting this morning or I thought you did a really good job on that workflow. Make it a bit like a shutdown ritual at the end of each day, since you most likely won't get a chance to do that in the moments in between. Paul Michelman: Finally, they advocate for leaders to take some tough measures.