We’re all working from home, now what?
Strategies for productivity and wellbeing
Entire businesses or teams of people are now working from home and I applaud those organisations who are taking measures to attempt to stem the impact of the current health crisis.
With the benefits that working from home brings, there are also some risks or down-sides. Even organisations accustomed to working from home are experiencing a situation that we have not seen on this scale.
The following includes tips, suggested activities and advice for individuals, teams and managers who are perhaps new to establishing a work routine from home and one that helps with both productivity and wellbeing;
Photo by Corinne Kutz
1. Team meetings or Stand-ups X 2
Virtual video meetings twice a week but with two distinct outcomes.
First meeting early in the week to;
• Discuss recent communications on any business updates or priorities
• openly answer questions, discuss and share hopes, needs and any concerns
• share progress or achievements since previous meeting
• agree work priorities for week ahead
• explore challenges and support needed
Second meeting (mid to late week) to;
• Create and innovate
• Identify problems to solve or what could we make even better if?
• These can range from small to big ideas. You may already have ways you use to innovate or problem solve. Get creative.
Virtual meetings can be harder to engage people. That is why a known agenda, someone in the team to facilitate and keeping meetings to time are helpful. The length of time will vary depending on size of team and discussions, but I would suggest could be 45 to 90 minutes maximum. Use any form of video conferencing and also ask people to stand, if possible, for some of the meeting. Rotate the role of facilitator around the team.
2. Work and wellbeing check in
You and your manager should be checking in ideally weekly. This conversation should focus on both work and wellbeing. Discuss work priorities, support and obstacles and importantly wellbeing. Only share/discuss what you feel comfortable to. This discussion is intended to help encourage a focus on improving your wellbeing and promoting positive healthy activities. Use the well-researched 5 ways to wellbeing as discussion points;
a. Connections – broad and deep. Do you have broad connections to help you get your work done? On a personal level, how are the deep relationships that support you? Are you make time for both?
b. Be Active – social distancing can make it difficult to be active, but discuss what you enjoy and how you can build some activity into your day. Ideally getting outside if you can.
c. Continual learning – what would be helpful to learn either for immediate or future needs. First and foremost, it should be something you are interested in and then how does that benefit your work and career.
d. Be aware – a strategy for paying attention, gratitude and mindfulness. Find ways that work for you to help with calm and reducing stress.
e. Help others – this may or may not be work related but helping others is critical at this time and benefits wellbeing.
I have a simple 1 page guide to help prompt wellbeing discussions you can download from my website, or send me your email and I will share it.
You can use the 5 ways to wellbeing to focus on what works best for you and what you enjoy to help you improve your wellbeing and mental health. Visit their website or use the flyer attached.
3. Work bestie or buddy
Pairs or triads of peers within or outside the team to talk through both work and wellbeing activities that you are going to commit to. Agree on how frequently you connect, as this is more informal and both a way of improving wellbeing, increasing connectedness and reducing the feeling of isolation. Aim for at least twice a week or more for 30 minutes.
4. Psychological safety
In all of the strategies above psychological safety is crucial. This is both an individual and shared perception that it is safe to show one’s true self at work and take interpersonal risks. It is a concept in resilience and wellbeing and one that Google’s project Aristotle found was the most important dynamic of effective teams. Individuals on teams with higher psychological safety were more likely to harness the power of diverse ideas from team mates and bring in more revenue.
This will require supportive relationships, using mistakes as learning experiences, open, honest and respectful discussions and feedback.
5. Mental health
In Australia in a 12-month period 20% of people experience a mental health disorder, however the absence of illness does not necessarily mean good health. Particularly in this unprecedented context, feelings of anxiety, loneliness, depression and others may increase for many but not necessarily meet the diagnosis of an illness.
Additionally, experts, policy makers and organisations are moving away from only solving for illness and moving toward an approach that balances promotion and prevention of mental health and wellbeing at an organisation level, together with treatment and care.
6. Time to pause and play
A common trap is to replicate the business day of back to back meetings, and simply conduct them via video conference.
Creativity, better ways to do things and physical and emotional wellbeing require time to pause and reflect as well as incorporating joy into your work and doing something just for fun.
Schedule time to pause and give yourself and others permission to play.
Stick with what already works well for you, your team and organisation, and consider whether incorporating additional activities suggested above that may be helpful.
If you, your team or organisation needs further support with improving work and wellbeing, let’s have a no obligation discussion.
You can also download the 1-page Wellbeing discussion guide I have created using the 5 Ways to Wellbeing.
