Mindfulness Archives - Page 2 of 16

Be the Conscience your Organization Needs

Awareness, Mindfulness, Workplace Culture / My Holland / Conscience in the Workplace

Most businesses are only concerned with the bottom line. It’s especially tough when CEOs have to answer to investors. Many would call corporations greedy and evil. However, greed isn’t the monopoly of large companies. It also exists in SMEs. You’ve encountered businesses that cut corners, misrepresent and make wild claims or vague promises. All of these are meant to cut costs and increase profits. Yet you might be surprised to learn that many big corporations develop a conscience. And sometimes, it only takes one person to make that change happen. Dr. Tadataka Yamada When Dr. Yamada was hired to become the head of Glaxo SmithKline’s R&D, he learned that his company was part of a lawsuit against South Africa’s access to HIV drugs. Dr. Yamada thought that as a pharmaceutical company, GSK had the moral responsibility to cure disease and not prevent people from accessing life-saving drugs. Unlike other employees who shared his belief but chose to be silent, Dr. Yamada voiced his thoughts to the company’s board members. Without going into case details, he convinced GSK to drop its lawsuit and lower its drug prices for HIV. Dr. Yamada might have outside help in changing the actions of a giant corporation. But he proved that one person can still make a difference. Conscience in the Workplace Traditionally, a company doesn’t have a conscience. It has no obligations except those stated by law. For example, a business can increase prices when manufacturing costs go up. Exceptions occur when for instance, a government sets ceilings, especially for essential items like food. When greed is the force behind price increases, no law can stop it. But, when this leads to acts like false advertising, it can become a criminal offense. Your sense of right and wrong matter If you’re part of a business, you know that you should provide excellent products or services to get ahead. Imagine you’re a supervisor at an auto-repair shop. A few mechanics take advantage of unsuspecting owners to charge more for repairs. Will you keep silent or end such dishonesty? The second should always be your option. Sure, offending employees might be angry with you.But, when you tolerate dishonesty, you only encourage more of the same. Honesty and integrity always pay off in the long run. Speak out when you don’t agree with an act or practice in the office. Making decisions by choosing what’s right is always good for any organization.

Be the Conscience your Organization Needs Read More »

If You Want to Build Trust, Take the First Step

Leadership, Mindfulness / My Holland / Trust

If You Want to Build Trust, Take the First Step According to a 2019 Gallup article, only 1 in 3 employees fully trust their leaders. The rest somewhat do or have low regard for their managers. It might be different with your organization. You could say that the majority have confidence in your management. But companies and people evolve. Also, some leave to retire or find other opportunities. New hires usually replace these employees. As a leader, you must repeat the process of building and increasing trust because of these changes. Here’s how you could go about it. » Change Your Mindset You meet new people often and judge them, consciously or unconsciously. You are polite and cordial, but you will admit you don’t trust them enough. Most people adhere to the belief that trust is earned and not given. But keep in mind a new employee goes through a selection process. You might have interviewed that candidate and have had a hand in hiring. Your organization hired the best person for that position. You and your HR department most probably made the right choice. Thus, isn’t it better to be more trusting of that new employee? As people grow older, they become more cautious of others. Of course, one should not trust a stranger in a dark alley. But the workplace is different as employees aren’t strangers. Leaders should continue showing confidence in them unless they have behaved negatively. » Trust even when Unsure How often have you wondered if a new hire can handle something difficult? After weighing the pros and cons, you realize there’s only one way to find out – assign that task to that person. This situation can be difficult for many as nobody can foresee future results. But, as a leader, you must take risks and break the mold. Show confidence in capable though untested people. Remain consistent and often, you’ll realize that your trust isn’t unfounded. » There’s no Middle Ground In many organizations, leaders have a wait-and-see attitude. Employees must prove their worth before they’re given more responsibilities or information. It’s different where a culture of trust exists. Managers have no qualms about delegating tasks and are confident employees will make the right decisions. Leaders share information with everyone, so there’s no room for rumors. It’s no surprise these organizations perform better than others. Keep in mind that it starts from the top and as a leader, this means giving instead of withholding trust. Take the first step and show your employees they are trustworthy.

If You Want to Build Trust, Take the First Step Read More »

Wellness Statistics You Should be Aware Of

Brain, Happiness at Work, Mindfulness, Productivity / My Holland

The next time you see a lethargic employee dozing off, it might be more than just a lack of sleep. Telling an employee to go home early and get some rest may not be enough. There are underlying causes that leaders or bosses should know. It’s not employees are just physically exhausted. They can be mentally, emotionally and psychologically tired too. Their well-being might also be at stake! Organizations should be watchful and recognize which employees exhibit the signs above. The things you should know. First, a study showed that front-line employees are the most susceptible to burnout. Those who deal with customers daily can feel drained at the end of the day. Second, the same study found that 16% of employees experience work conditions that affect their sleep. Again, this should be a wake-up call for management. Third, 25% of employees feel exhausted after an average day at work. Fourth, about a third of employees start the day low on energy. The personal lives of employees can affect their job performance. For instance, most people think of bills to pay, the health of loved ones and the state of their personal relationships. It’s easy to tell them to remain focused while at work. But, if workplace conditions increase stress and anxiety, employees and the organization suffer. The things you can do. 1. Assign functions judiciously. As a means of staying afloat or profitable, organizations usually downsize. Additional responsibilities are passed on to the remaining employees. It’s common now for departments to take charge of functions unrelated to their area of expertise. It’s best for management to study which worker can handle more work. It isn’t enough to determine if a person has the required skills. One of the questions you must answer is whether that person can handle more stress. 2. Conduct job evaluations regularly. Ideally, employees should enjoy their job. But, maybe they are lethargic because there are tasks that they dislike doing. Or they no longer find their work motivating. As a result, they’re no longer excited to get to work. 3. Evaluate your physical workplace. Cramped cubicles, uncomfortable chairs, poor ventilation and lighting have adverse effects. Keep in mind that employees spend at least 8 hours a day at work. 4. Create or Update your Wellness Program. It doesn’t matter if you lead or manage a small organization. These programs aren’t for big groups only. Consider the following benefits: a. Improved employee health habits. b. Reduced stress and anxiety. c. Improved employee performance. d. Lower health care costs. Feature photo: Burnout vector created by redgreystock

Wellness Statistics You Should be Aware Of Read More »

Mindfulness

Be the Conscience your Organization Needs

If You Want to Build Trust, Take the First Step

Wellness Statistics You Should be Aware Of

Contact Us