Each week I’m going to provide a round up of what I consider to be important and interesting articles on the future of work (not authored by me). These will include a variety of sources and topics ranging from workplace practices to robots and automation to leadership and everything in between. There’s a lot of information out there so I’m hoping that these weekly round ups will help make life a bit easier for you by giving you just the good stuff. Let’s get into it!
If you don’t trust your employees to work remotely, you shouldn’t have hired them in the first place
Culture doesn’t grow because of an unblinking gaze by a manager with direct line of sight over his underlings. Quite the contrary. David Heinemeier Hansson
This article offers the point of view that there are people who work better remotely and it is to both the organization and employee’s benefit to offer this option. This is paired with research that indicates that some people work best in the morning and others in the night time.
With these points in mind, the author contends that it doesn’t make sense for organizations to require employees to work prescribed hours from an office space. Instead, consider ROWE, a Results Only Work Environment, where the amount and quality of work is assessed rather than the time in the office. Suggested is giving employees a choice as to where they work best.
As the quote from Hansson indicates, no amount of oversight will encourage creativity and passion in workers where there is none to begin with. So, hire the right people and let them decide where they will work best. This will create a dynamic, healthy culture.
HR Leaders Must Become Disrupters
According to this article, HR has an opportunity to impact organizations’ culture as not only ‘disrupters’ but as innovators. Current employees are looking for a balanced career and life blend that allows them to grow. With that in mind, HR should not only be thinking ‘outside the box’ but considering whether there is a box at all! Included in the piece are links to articles such as “9 HR Tech Trends for 2017,” which discusses various ways HR’s use of technology can boost their production and return. Also, a conversation asking, “Is It Time to Kill the 40-Hour Workweek?” that contains thoughts on the validity of the conventional wisdom that longer work hours mean more productivity.
Job Burnout? How to recognize it, how to cure it and how to avoid it
Ninety-five percent of HR executives say ‘burnout’ is the number one reason for employee turnover. Symptoms of burnout may include fatigue, irritability and exhaustion. This article outlines some of the top reasons for this condition and suggestions to avoid or alleviate it.
Suggestions for employees include setting up an individual meeting time with their immediate supervisor to discuss a plan of priorities. Communicate specific needs and ways to accomplish the goals from both sides. Perhaps going over available resources to assist with managing stress would be helpful.
As an employer there are a few ways to assist workers within the organization to avoid or cope with burnout. For instance, be aware of the symptoms. If a usually top performer within the company begins to miss deadlines or becomes unable to solve problems, then burnout may be considered. This may be an appropriate time for someone within the organization to initiate a conversation. Managers themselves should take a look at how they are balancing work and life to ensure they are providing a positive role model to others.
While all burnout may not be eliminated, a conscious plan of attack may be just what is in the best interest of both staff and organization.
My new book, The Employee Experience Advantage (Wiley, March 2017) analyzes over 250 global organizations to understand how to create a place where people genuinely want to show up to work. Subscribe to the newsletter here
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