Take a Break- Relationships Matter

Take a Break- relationally

We spend so. much. time. at. work.

Sometimes it feels like there is no time for anything else… especially friendships.

When you are going from work to trainings and then you have that new project added on your plate (that you kinda, really want to take on) and your friends are experiencing the same thing – sometimes making time for each other feels near impossible.

Tim Leberchet, from Harvard Business Review, brought some intriguing insights into the Age of Loneliness we seem to be in. Tim had some great suggestions about how to make some more connections at work.

But building relationships outside of work is important too. Even if we don’t feel like we have the time, we need those non-work related friends!

This weekScreen Shot 2015-10-21 at 5.39.42 AM, we have Spencer Haney with us on what he loves to do [with friends] and how he makes the time!


What is that thing that you love to do?
I love watching and attending sporting events. You can’t beat a good baseball game on a nice summer day!

Why do you love to do that? Sports have always been a passion of mine. It’s more of my place to “get away” and turn off my brain to recharge. It’s also a great way to connect with other people, so it fulfills that need that I have to be social.

In the midst of a busy schedule, how do you find time to do it? Isn’t that why they invented DVR? And yes, yes I do pay a premium to record, watch later, and fast forward through commercials.

What is one tip you’d make to someone who wanted to create a little more space to do something they enjoy? Be intentional about it. Schedule time in your day or calendar to do what it is that you love and don’t be afraid to turn off your phone or leave it somewhere. This way you won’t be bothered by emails, texts, or calls. You can come back at least twice as refreshed and ready to go!

So, this week, make a choice to take a break and engage in your relationship with someone you value!

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Motivating the Chatty Ones

Motivating the Chatty Ones

You’ve finally decided to connect with your team members on Facebook.

And now, you get new notifications of your team members tagging each other in photos every Friday and Saturday night.

You knew that they were chatty at work but you didn’t realize that all their socializing was encouraged by them hanging out together outside of work too.

Sometimes, the chemistry of your team can seem to take away from their productivity. You don’t want to kill the camaraderie but your team has got to get the work done. Over the coming weeks we’ll hear from two Coaches on some strategies on how to work with your sociable team.

This week we have Coach Trish Brooks from Ottawa, Canada with some suggestions and questions to motivate your team so that socializing doesn’t get in the way of results.

Let’s check out what Trish has to say!

“This is a multi-faceted problem, and there may be several interventions that the manager must make. Today let’s look at one important one – is the team fully engaged with their job. Research has shown that the social part of the job is not a significant reason people come to a company, or stay with a company – it’s not a ‘motivator’. Employees typically leave companies (even though they have great social connections) because the work is not stimulating and they are not developing. If employees are not ‘getting things done’ it means they are likely not motivated to do the work.

So, the first question to ask is ‘are my employees motivated in their jobs?’

  • Is the job aligned with what is important to them?
  • Is their work interesting and are they learning and growing in their job?
  • Are they being recognized, and feel valued? Are they feeling a sense of accomplishment day-to-day?

If the answer is ‘yes’ to all of the above, then it is unlikely that socializing is getting in the way of the work. If employees are bored with the work and are not growing, then socializing will be what they do instead of work.

The best way for a leader to determine whether or not their employees are motivated is to have a discussion that asks questions like:

  • What are a couple of recent accomplishments you feel especially good about?
  • What part of your work interests or challenges you the most and least?
  • What’s important to you and what do you value at work? Is there a good match between what is important to you and what this organization provides?
  • Do you feel valued and recognized for what you accomplish here?

The manager can then determine what the next step is. For example, the manager could:

  • Modify the job objectives so there is more challenge/accomplishment/growth for the employee or help the employee move to a job that is better aligned to their interests
  • Ensure that people are not hired that are overqualified for the job (because they will likely get bored within the first year)
  • Recognize the accomplishments of employees
  • Hold employees accountable, and provide feedback, so they know what is expected (and know what accomplishment looks like)
  • Move people before they get bored in a job. Typically people need a new challenge every three years.

If employees are energized about their jobs, they will still socialize, but it will be aligned with the goals of the group. People get energized, and have fun, when they have common goals that they accomplish together.”

Thanks, Trish! Let’s try these tactics out this week and see what we uncover. And, make sure to come back next week for some more tips!