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One of the greatest gifts of my work is to spend time with a wide variety of fascinating individuals around the world. Each brings a unique perspective and I enjoy exploring solutions for the different challenges they face. In reflecting upon my meetings these past few months, there is one common theme plaguing the world of work – loneliness.
With back-to-back-to-back video calls and relentless scheduling, it’s increasingly challenging to form a meaningful connection with coworkers, customers, or providers. Impromptu chats about weekend plans or the latest episode of The Last of Us (no spoilers) have been replaced with a never-ending series of agendas, to-do lists, and invites, not to mention the all-hours texts, emails, and real-time pings. Lather. Rinse. Repeat.
This busyness without true connection is draining the people I talk to. It’s clear that burnout continues to be an issue for workers, with little hope of resolution any time soon. The annoyingly named “great resignation” and “quiet quitting” are symptoms of a deeper issue for workers seeking a place to build a career within the realities of life. Add to this the processing of our collective trauma, and the sense of an increasingly fragile state seems pervasive.
Leaders ignore this alienation of workers at their own peril. Recently, following a comprehensive eighty-year study on what makes for a happy life, good relationships came in at number one. That’s top of the stack, meaning this isn’t some fleeting notion burdening a few outliers, but instead the canary desperately seeking for someone in the coal mine to take note.
At the height of the pandemic, leaders seemed to truly understand that people were hurting. They approached work with more empathy, providing flexibility, and exploring creative ways to keep the team connected as they largely worked from home. Now, though, it seems like some leaders are doing everything they can to roll back those concessions, allegedly in the name of productivity and false community.
The organizations that will thrive in the future of work are ones that find a way to cultivate connection while still allowing autonomy. I’m seeing more companies opt for minimal common in-office days to ensure teams have time to come together with purpose. For example, one organization asks for three days in the office, but only one day needs to be common, and each team agrees collectively on what that one common day will be. I’ve also seen companies opt for “Meeting Free” days of the week to allow workers time to be off calls to focus on getting all those pent-up actions items completed. Yet others have carved out time for virtual coffee chats so workers don’t feel so on the go all the time and can connect.
Leaders can set the example by taking a few minutes at the beginning of each meeting to connect with the participants on a human level. Even better, they can surprise their individual team members with an outreach for no other purpose than to say hello and catch up. Why not give it a try, and perhaps your own loneliness will abate in kind.
With warm regards,
— Mark Stelzner
Founder/Managing Principal/Canary, IA
P.S.: Lest you think I’m just an observer, next month’s newsletter will share a true tale of loneliness from the streets of Stockholm on Valentine’s Day. One hint — “Where it began, I can’t begin to knowing.”
Voice of HR
ChatGPT and the dark side of AI
The excitement of AI is not without some concerns. Mary Faulkner discusses the fact leaders will need to regulate AI while legislation lags.
Where You Can Find Us
IA is pleased as punch to participate in a number of virtual and face to face events. We hope to see you there!
March 6-9, 2023: IA will once again support Hacking HR’s upcoming global conference, FORWARD 2023, participating in multiple panels during this global event. Register today!
March 21, 2023: Kimberly Carroll will share her expert perspective on the benefits of moving to a shared services model in her upcoming HR Executive Magazine webinar Global Shared Services: Improving the employee experience to drive success.
May 3-5, 2023: The upcoming Health and Benefits Leadership Conference will feature sessions to help organizations transform the way they think about using total rewards to engage, retain, and support their employees. Mark Stelzner will be keynoting Day Two, along with Cisco’s global benefits leadership, to share the organization’s journey to build an integrated benefits experience.
May 22-24, 2023: At ERE.net’s Spring Recruiting Conference, Mary Faulkner will be hosting a panel and participating in round tables to help organizations solve some of their thorniest talent acquisition challenges. You can learn more about the event here.
On Our Radar
A lot has been happening this year, and it’s only February! The topics that caught the team’s eye are as varied as they are interesting:
- Since we are the anti-consultant consulting firm, we were particularly drawn to this unique take from Rosie Collington’s research on the value (or potential lack thereof) of consultants. A very interesting read.
- It seems like everyone is eager to adopt Agile as a way of working these days – even if it doesn’t make a lot of sense. The UX Collective argues that the Agile’s day in the sun is over and it’s time to stop the insanity and just…work.
- There’s just something about ‘mansplaining’ that just frustrates people. While the term is specific to men, the reality is the anyone can practice the art of the mansplain. And this need to condescend has real consequences – particularly for women, as recent research has uncovered.
About IA
| As trusted advisors to senior leaders, IA supports strategic initiatives that transform the way organizations work. Our seasoned team of professionals apply a revolutionary eye, deep domain experience, and flexible tools to accelerate the achievement of even the most ambitious goals. With a cross-functional, strategic perspective, we thrive on big, messy problems. Whether large or small, public or private, domestic or international, it’s our job to support leaders and their teams in achieving outcomes that are truly unique to their culture and objectives. Every organization has a catalyst for change – learn more at ia-hr.com. |
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