Tag: work culture

A Little Stress can make you More Productive

Most of the times we are told about stress and its downfalls. By now we know the kind of risks and diseases that a chronically stressed lifestyle can lead to, thanks to the tons of coverage about how stress is bad. But what if stress could be used in a good way? What if we told you that there’s a good kind of stress too. Read on.

Psychology calls it the ‘eustress’. Eustress is the kind of a positive stress one feels and something that can propel us to do a job well. How does the good kind of stress help us?

Gives the Push:

The good kind of stress can push us out of procrastination. Often, we do really good work around deadlines because the push of the stress makes us come up with really good workable ideas. We may wonder why we do our best work when there’s an outside pressure and the reason is that the outside pressure works as the ‘good stress’ that makes us get up and do the work needed. Say for example, a little nervousness, just a little, can lead to a good meeting as the nervousness will ensure we try our best, instead of taking it lightly and not giving our best. 

Being stress-free all the time can lead to stagnation:

While we are encouraged to live in a stress-free state and chronic stress should definitely be avoided, living on the other spectrum of absolutely no stress is not only unrealistic but also not very feasible. Some ‘tension’ is a good thing. Feeling a sense of lack, or feeling a sense that there is more to be achieved is a good thing. It ensures we don’t remain stagnant and continue to find ways to move forward. Or think of it this way: things that are just lying around, not looked after, not stressed after gather up dust. That little stress is needed to brush up the dust.

The little inkling of stress that we are not living up to certain expectations, whether our own or someone else’s ensures we assess our situation and options. If the little stress compels us to invest in a side business, or that little tension that we may fall behind lets us undertake upskilling tasks, then that little stress, the little tension is a good thing, isn’t it?

Being stressed means that we care:

And caring about something is a great quality to have. Again, only if we care about something, whether it is our finances, our career, our family or our personal growth, will we be stressed out about it, and we will take steps to make things better. Or else, it leads to, as we mentioned before, stagnation. The opposite of care is apathy, and apathy not only leads to insensitivity towards our fellow human beings but also a sense of pessimism. ‘Why bother about things, they have always been like this’ isn’t an attitude that can lead to progress, industriousness and the urge to make things better in our own way.

Being stressed is a sign that we care, and instead of running away from the stress, or sweeping it under the carpet all the time, it might lead to something good. Whether it’s a push to come up with great ideas, or the push to change one’s life for the better, one step at a time.

Don’t give up just yet!

If you grew up in a world that didn’t have computers and much modern technology all the time, you probably found many different ways to pass time. One of those would be solving a Rubik’s cube. Solving a Rubik’s Cube can be frustrating, before it gets rewarding. It can test your patience before it can give you a reason to rejoice.

A similar thing can happen beyond a simple game of Rubik’s cube. Things can get worse before they get better. We are often very close to giving up on something and then suddenly, just as we loosen the grip, it all falls into place. Before giving up on anything, it might do us good to keep this in mind: we might be very close to a breakthrough without realising it, even though nothing seems to be working in our favour in that moment.

In addition to the situations when we have been persistently trying hard at something for some time, things can also feel like they are going worse before they get better in scenarios such as changes in operations, management, strategies, and anything new that is implemented. We might feel like the change is not working so far, and hence it must be time to give up on the change and call it a failure.

What can we do to ensure we don’t give up too early?

Be okay with the discomfort of the process: Many of us give up on projects and things when we encounter the discomfort or perception of failure. We might see no results as we pitch in to that client day after day, or we see no results as we continue on a new project, and that absence of an external cue of success can be uncomfortable. The lesson here is to remember that process takes time. We might not realise it, but that client might get impressed by our persistence, and finally agree to our request. Or it takes one tiny breakthrough, built upon the foundations of our earlier hard work on a project, to turn things around. The key is to embrace the discomfort that comes with the process of doing something and not seeing immediate results.

Embrace the journey: It is often an overwhelming focus on the end result that makes us impatient and oversensitive to setbacks. Solving a Rubik’s cube might not be as frustrating if we actually focus on solving it, instead of thinking what a great achievement it would be if we solved it. Embracing the chaos that comes with starting anything new will make us more prepared to deal with the chaos, instead of focusing on negative thinking patterns such as ‘I should never have started this/we should never have decided to introduce this xyz strategy’. Taking it one step at a time, learning from each step, and being curious where our next step takes us and teaches us would be a better mindset to have than being in a rush to get to the end of the task.

Whether ongoing or new tasks or ideas, things might get worse before they get better, because it is after all a process. Processes are rarely smooth, and processes are often rollercoasters with their thrills, drops and highs, disappointments, lessons and tiny achievements before we can end up on the finish line, and look back at the wonderful journey we have had. Don’t give up just yet!

What is Job Crafting?

Job crafting helps one find little ways to make their job more interesting.

Job crafting is the latest buzzword doing the rounds all over our social media and LinkedIn feeds.

The thing with buzzwords and jargon is that often what they ask of us is unrealistic. At best, they are at times irrelevant and just add to the noise around us.

What exactly is job crafting and is it something that is realistic, doable and achievable without sounding outrageous and demanding by a normal employee?

Let us quickly look into it. Job crafting involves seeing the job description as a work in progress, and finding ways to make it more aligned with one’s goals, strengths and values. It is a bottom-up approach.

However, that does not mean employees should be reshaping the jobs such that they don’t have to do what they don’t like. It is not about throwing responsibilities away or Quiet Quitting. As suggested in our earlier article about Quiet Thriving, job crafting is a lot about shifting perspectives. Job crafting is about finding ways to do more of what makes your job more enjoyable.

In our earlier article about Quiet Thriving, we mentioned how a shift in perspective can help us see our jobs in a new light. That too is a kind of job crafting, at the cognitive level. Finding a new sense of purpose in our jobs is also a kind of job crafting. Let us take a look at a few aspects about job crafting in a little more detail.

Task crafting:

There are some tasks which we genuinely find interesting and motivating. Finding the tasks you enjoy and crafting your role to do more of those is what task crafting is all about. This could involve talking to your manager, and asking them to assign you more responsibilities that you enjoy. It can also be about finding new challenges and avenues to learn, and hence can also involve asking your manager to assign you a different than usual role in group projects.

This little tweaking can go a long way in helping one see their work in a new light, helping to break the monotony and finding healthy ways to channelise the need to be challenged and combat the boredom that may have set in over time. For example, you may come to realise that you love interacting with new people. Communicating that with your manager might mean that you get more responsibilities that involve interacting with new people, such as mentoring new recruits, meeting delegates from other companies and so on. This is all about gaining a fresh sense of enthusiasm about your job.

Speaking of a fresh sense of enthusiasm, social support at workplace can go a long way in enabling us to keep our motivation levels in check. Read on.

Relationship crafting:

People, aka, colleagues are an important part of most jobs. Relationship crafting is about consciously trying to better your relations with your colleagues. While many of us do enjoy simply coming to work and doing our job, without needing to interact with people much, some basic cordial rapport building is important.

Relationship crafting, that is, trying to build some rapport with the colleagues enables one to find some social support when the work itself might get challenging. A good rapport with colleagues ensures some community and network building at work. It also can get us going through good and bad times. While your job description may or may not really mention the need to work interdepartmentally, establishing a good rapport with people from the other departments would add an ease of functioning, access to more perspectives and even more learning opportunities. 

Amidst the ever-evolving job market, and the demands it brings, job crafting enables employees to ensure their job remains relevant, purposeful, and up to date, with never-ending learning. What’s more, it enables employers to have motivated employees.

Key to Collaborating Effectively

Collaboration at work in various degrees is always present. A company or organisation works because we have multiple people contributing their varying set of skills and competencies, experience levels and ideas, and thus collaborating in a subtle, unnoticed way. Within and between the organisations too, there are opportunities to consciously collaborate on projects, meetings and objectives.

Collaboration is everywhere, team-work is everywhere, and yet sometimes we end up feeling overwhelmed or unnecessarily called out. Departments might feel the workload is lopsided, that some departments have it easy. At the group level too, individuals might feel some of them are doing more work than the others. On the other hand, some might not even understand the need to collaborate in the first place.

The question then arises- how to collaborate effectively? Let us have a look around the question, and what pointers can be kept in mind.

Collaborate to Build Capacity:

Collaboration is about complementing the limitations of one side and using the strengths of the other to balance things out. Hence, it involves some form of helping, uplifting, which can be a huge motivation for people. Moreover, some people just go the extra mile because that is just how they function- they like to take on responsibilities head on.

 On its downside, this motivation can also lead one to overwork and micromanage actions of others, leading to feeling like ‘I am doing all the work here’.  At some point, a few people carrying the lopsided wagon are going to undergo some form of burnout.

To avoid such a situation, it’s a good idea to remember that collaboration is about building capacity of everyone. As an article by Harvard Business Review points out:

‘Helping is the quintessential constructive act, and it gives us a sense of purpose, fulfils a deep need to be useful, and bolsters our identity. But if you jump in too quickly or too often or in ways that solve others’ problems without building capability, you inevitably become the path of least resistance for too many requests.

….. Don’t solve peoples’ problems directly when you do jump in. Instead, connect them to the right people, point them to the information or resources they need, or coach them on how best to solve the problem. ‘

It is about showing the direction, perhaps delegating but ultimately walking together.

But then there is the opposite end of this spectrum.

Not Everyone Might be Very Enthusiastic to Collaborate:

There are individuals who are willing to take on collaborative projects, ready to interact with people across the world, literally and figuratively. And then there are the ones who might see the collaboration as an attack on their skills and competencies. The underlying feeling might be ‘Do they think we are not capable enough to do this on our own?’

This might especially be the problem with people who are experts or super-specialists. Seniors might feel attacked and juniors might feel underconfident about their abilities. Some others might just feel like the collaboration is ‘an imposition on their time’ and ‘extra workload’ as an article by Mindtools puts it. This is especially true for people who like to work more independently.

To avoid, this, it is important to first, to be clear about the purpose of collaboration and second, to let the collaborators know what’s in it for them.

As the articles goes on to point out, a strong, shared purpose can work wonders in this attitude. And letting people know how this collaboration would help them, for example, something as simple and straightforward as a bonus, more recognition, a chance to develop and learn new skill(s), career progression, can work as a great motivation for a good attitude towards the idea of collaboration.

The More the Merrier? Not Always:

A very basic and obvious sounding pointer to keep in mind: the key to collaborating effectively is not simply to involve a greater number of people but to involve the right people.  An analogy of a team-sport like football can work here: when the team is not playing well, more players are not added. Instead, some players are substituted for new players who might be feeling less tired, or who might have the specific set of skills needed to win the particular game.

Moreover, the ‘substitution’ is not seen as a lack of skill of the player who is replaced- their skills might be used better in a different game. The ‘substitution’ is not simply a replacement per se– it is rather letting the one who has the relevant skills for that context take the lead. The substituted player still has a place in the team.

Similarly, when a task or a project doesn’t seem to be working out too well, the key might be to recheck the kind of skills and competencies that are needed for the task, and ‘substitute’ the team members accordingly.

At an organisational level, this ‘substitution’ can simply be seen as letting one department take the lead on the particular project, rather than replacing anyone or anything entirely. It’s a win-win situation. Again, taking on the lead doesn’t mean that there is no delegation or no walking together towards the common goal- the team remains intact.

It is widely being accepted that in the contemporary world of work, it is collaboration and not competition that is key to thriving, as we have talked about in one of our earlier articles. And to collaborate effectively, a shared sense of purpose, and a willingness ‘to learn and let others learn’ are some pointers to keep in mind. 

Obvious Insights for Better Productivity

In our earlier article we talked about the power of the ideas that sound obvious. In a culture where innovative, out of the box thinking is encouraged to the extent of ignoring the basics, the simple, effortless obvious ideas are often the ones which actually push discussions and brainstorming sessions further. Building up on it and continuing on this line of thinking about the obvious, we dug up two other insights, backed by research of course, which remind us about the power of obvious and seemingly counterintuitive ideas.

Such ideas seem like they might not work well, and might hinder productivity and motivation. But ‘countering the intuitive’, sometimes, these are the kind of ideas that might give the necessary push needed to get things done.

So, let us take a look at them quickly!

Complaining can (sometimes) be Productive:

As suggested in one of our earlier articles, suppressing negative emotions can actually lead one to be demotivated and unproductive. Picking on it and narrowing it down further, complaining can actually lead one to think in the right direction.

Generally, the work culture doesn’t encourage complaining. Whenever we find ourselves complaining, we tend to catch our thoughts and remind ourselves to be grateful about all the other possibilities. Research by Harvard Business Review, and as quoted by an article by Growth Partners Consulting suggests how teams which engage in complaining once in a while actually perform better. They often engage in complaining, or as the article puts it ‘visiting Pity City’ and that actually helps them because of,

‘…the safety they feel with each other and how these behaviours build relatedness within the team, an important psychological need for motivation.’

Sometimes, you just need to get the complaints out of the way, out of system to move on to finding solutions, instead of letting those thoughts become unwanted pieces of furniture in your mind. Venting a little might let the others who might be feeling similarly know that they aren’t alone, enhancing the sense of relatedness, teamwork and team-chemistry.

So obvious when we think about it, but that is the thing with these ideas- they hide in plain sight. Just like the next one.

Working Endlessly Doesn’t (Necessarily) Lead to Getting More Work Done:

It is almost as if we take pride in ourselves when we think we have been working endlessly. We clock in the number of hours and we feel the kick of being productive. Some of us even blame others for not working hard enough when they don’t get the desired results, and hard work equals to long hours, right? Long hours equal to getting more work done, right? Well, not always.

Research by Human Performance Institute shows that taking frequent breaks- not working endlessly for long hours- can lead to more productivity. In fact, they have also named the phenomenon; they call it ‘oscillation’, the time we spend strategically to recover from stress. Oscillation is done to ‘shift between energy expenditure (stress) and restoring energy (recovery).’ The article cited above tells us further,

‘It sounds elementary but the research is undeniable. Taking short, intermitted breaks throughout the day enables our body and mind to recover from this energy expenditure. As a result, we make better decisions, think more critically, and prioritize effectively. We are more productive when we take breaks.’

Be it the Pomodoro technique which tells us to work with intense focus for 25 minutes, and then take a break, or the 80/20 rule, which says how 80 percent of output can come from only 20 percent of causes, suggesting that we work smarter and not harder, there are multiple examples of models which show that oscillating between periods of intense focus and refreshing breaks can work better instead of toiling endlessly.

Be it the surprising power of the obvious, or the quiet sense of relatedness that complaining leads to, or the underrated activity of taking rest, the seemingly counterintuitive insights are often the ones that can lead to more motivation, productivity and work satisfaction, countering the notions that entrench the contemporary work culture.