At PeopleNotTech we make software that measures and improves Psychological Safety in teams. If you care about it- talk to us about a demo at contact@peoplenottech.com
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In yesterday’s article we wanted to highlight the superheroes we meet every week, how tremendously important they are (or should be) to their organisations and how much their mental health can be suffering when they are faced with organisational lip service.
In this video, we further discuss that, how, if organisations really wanted to do something about where they are at and where they are going what they need, what they really need, is to find ways to:
- Stay away from lip service when it comes to the HumanDebt™ – it’s best you leave it unexamined and do not mention it rather than claim that people work is encouraged and important when nothing happens truly. You know who you are. Stop it;
- Redefine “engagement” – look at the people who truly have strong emotional bonds to each other and the company and understand how to replicate that value and where they find purpose, evidence of impact and enough courage for the people work;
- Put the team’s wellbeing at the heart of everything and of course, focus on Psychological Safety – again, take a look at your superheroes and replicate how they retain the bravery and obstinance to speak up and care and then empower them to carry that through with data and actions;
- Demystify the difference between healthy teams and healthy individuals when it comes to their emotions and dynamics and work on BOTH;
- Be mindful of the cognitive dissonance that the superheroes/advocates/ engaged and courageous employees feel when they are faced with the slow pace of change on top of the pandemic flux we all are experiencing and aim to make their lives easier and recognise their efforts.
None of this is news, these are the same themes we discuss every week and in every way but the reality is that this could be HR’s greatest crisis whether we know it or not. None of it is optional or postponable anymore. We have to clear the HumanDebt. We have to focus on empowering teams and teaching them it’s ok and desirable to have and express emotions. We have to learn new ways to lead. New ways to relate and connect. We have to supercharge any lingering slow transformation or change efforts. We have to be Agile and connected at the heart.
The pandemic, the remote working POC, the effects on employees and the need for intense and true change in the way we work, are a perfect storm to bring up issues that had long been brewing. A world where we could have HR toddling along on admin, acquisition, retention, L&D and leadership development tasks and departments will never return. Today’s new paradigm is shaped by the fact that humanity has finally returned to the workplace and it is here to stay. Command and control and lack of emotions and disregard for the mental health of the individual and the good dynamic of the team, are no longer even possible leave alone desirable.
We haven’t even entered the eye of the storm yet but if we don’t find urgent and super smart ways to deal with much of the HumanDebt quickly, the #GreatResignation and the loss of true engagement will be far-reaching into years to come and will be the end of the road for many should they not wake up. Now. Today. This week.
May all your superheroes stay sane, caring, happy and put.
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The 3 “commandments of Psychological Safety” to build high performing teams are: Understand, Measure and Improve
Read more about our Team Dashboard that measures and improves Psychological Safety at www.peoplenottech.com or reach out at contact@peoplenottech.com and let’s help your teams become Psychologically Safe, healthy, happy and highly performant.
To order the “People Before Tech: The Importance of Psychological Safety and Teamwork in the Digital Age” book go to this Amazon link