Need A Weekly Dose of Workplace Wellbeing – Delivered Live to your Desk?
Posted by: Sue Atkins
In this episode:
Need A Weekly Dose of Workplace Wellbeing – Delivered Live to your Desk?
NEW Series of Instagram Lives Answering ALL Your Co-Parenting Questions
‘I’m a Grownup and I Really Don’t like My Mum.’ The ‘Don’t Stew- Ask Sue’ Question
Preparing Your Older Child for Your New Arrival
Sue Atkins in Conversation with Joanna Griffin Author of ‘Day by Day: Emotional Wellbeing in Parents of Disabled Children’
Connect with Joanne
A growing number of organisations are transitioning to hybrid working – partly working from the office and partly from home.
Making hybrid working a success however requires a different approach .
Six ingredients for adopting a hybrid working model
A growing number of organisations are transitioning to hybrid working – partly working from the office, and partly from home. Making hybrid working a success however requires a different approach to organising processes and working in teams, among others. Anke Konst, a Senior Associate at M3 Consultancy, shares six ingredients that not should be overlooked when embracing a hybrid working model.
1. Planning office days
Nearly every job comes with different types of tasks. Some are collaborative, innovative, and creative in nature. Others require focus, solitude, and productivity. Before the pandemic, it was fine to mix them up. But hybrid working requires employees to schedule meetings and collaborative jobs when they’re in the office and save individual tasks for the days when they work remotely.
You might want to categorize your workforce into on-site, remote, and hybrid teams. But the major challenge is planning. What if five separate teams need to collaborate on different days? Will they be in the office from Monday till Friday? And what will you do when you need an entire department (or all the company’s employees) to be in the same location, even though some people are scheduled to work from home that day? It’s important to consider such and more related questions.
2. Change your office design and equipment
The traditional office floor is bound to change. As employees will generally complete individual tasks at home, there will be less need for conventional desks in quiet rooms — which means you can rearrange the office space. And the latter will be necessary, as you’ll require phone booths and collaborative meeting rooms.
Although you’ll try to ensure members of the same team are in the office on the same day, there will be cross-team collaborations and meetings. That means people will organise hybrid get-togethers, with some participating in the office and others from home. To get the most out of these meetings, you need high-quality videoconferencing equipment that will make all attendees feel they’re in the same room.
3. Set up a well-equipped home office
As an employer, you are responsible for creating a good work environment. So, if you transition to hybrid working, you should ensure a well-equipped home office. That includes a proper desk, sufficient lighting, a solid chair, and a computer. Furthermore, as an employer, you should regularly check if the remote workplace is up to par.
4. Check your security measures
When employees work from anywhere, your data is everywhere. How secure is your information? That depends on your users and system. To keep your data safe, you need to change your employees’ mindset. They should understand that security is everyone’s business.
5. Maintain the company culture
Your company culture largely determines how successful you are at hybrid working. A good starting point is to check if you meet the conditions needed for hybrid working, which includes aspects such as governance, accountability, accessibility, transparency, and technology.
One of the aspects is fairness: employees should have a sense of justice. Those who are more visible to their managers are more likely to get promoted, receive a bonus, or get a raise – and that shouldn’t be the case. So, you may want to train managers to identify and address bias.
Furthermore, remember that people need a sense of belonging. During the pandemic, we’ve held more team activities and coffee breaks to mimic in-person meetings. If you implement hybrid working, you should continue these efforts. After all, part of the workforce will still be at home, requiring personal contact.
6. Review contracts and reimbursement of travel expenses
As much as you want to embrace hybrid working, most contracts don’t allow you to force people to work from home. And what to do with the reimbursement of travel expenses when employees work from home a few days a week? Are lease cars still the best option, or should you switch to ‘pool’ cars?
Hybrid working will likely require you to adapt agreements made. Have a close look at existing contracts as well as new rules, and ensure the necessary changes are made.
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My Award Winning Divorce Journal for Kids
The Award Winning Divorce Journal for Kids
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Separation and divorce are traumatic events for families.
This journal is designed to help children express, explore and understand some of the strong emotions that they may be feeling and to help them process the divorce for themselves.
Keeping a Journal is a very simple, but powerful way to support children.
As caring adults, we can help by simply acknowledging & listening to how a child may be feeling, without trying to “fix it”.
This Journal is designed to support open and honest communication and to help children feel heard, understood and supported during a time of great upheaval.
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Maybe you had a chaotic mother, or a neglectful, abusive or controlling one. Maybe she over-protected you, and you feel a bit trapped or judged. Maybe she’s turned a bit bitter or jealous of you or maybe your mother only likes to transmit, not receive.
A lot of this comes down to change.
Changing your mindset, your attitude and your way of speaking, acting and being around her.
It’s a challenge but it seems like you’d like to try.
Sit down with a coffee and write down all the things that are positive about your Mum – they may be small but think out of the box – she may have come to England for work, she may brought you up on her own etc – think what her friends like and say about her.
Think about your mother’s upbringing, which can provide vital clues as to where things went wrong.
Sometimes we learn how ‘not to be’ from our parents – my Mum was very judgemental and I vowed to be more tolerant, more accepting and more forgiving of people’s foibles and character. I choose to be different and decided not to be so judgemental of others.
What if you wiped the slate clean in your mind – despite your story or childhood and decided to connect more with her – slowly and gently. To be more patient, to forgive some of the things that have happened – not to excuse your mum but to give you more peace?
To look for what you have in common rather than what divides you?
One exercise I show my clients is the Giraffe Technique that may help you. (listen to the Podcast for the explanation)
Try and move away from ‘Conversation as Confrontation’
Try and do something together that’s relaxing – without alcohol as that can stir things up a bit! Going to a National Trust place to visit.
Chat about her favourite music, actor, film – to connect on neutral ground
Some family patterns can repeat. In the most simplistic terms, it’s like a knitting pattern (I often use wool and knitting as analogies for complex emotional problems). You have only one pattern, so you knit that because that’s all you know, until someone shows you a different pattern and, suddenly, your jumper is transformed.
Talking to a neutral person can help with this. You can try to discover what your place in it all is – what behaviours you contribute that you can control. But then you have to remember the golden rule: you will never change your mother, and you can’t control how she behaves.
Have the intention to build bridges and not walls between you – and things seem to shift from that intention.
On the Parentverse
- Sue Atkins in Conversation with Vijay Solanki Co-founder & CEO of the ParentalEQ app
- Margaret Rooke author of the best selling books ‘Dyslexia is my Superpower (Most of the Time’), ‘Creative Successful Dyslexic’ and ‘You Can Change the World’
- Deborah McNelis – Award Winning Author & Early Brain Development Specialist and Pioneer of Brain Insights
In the Book Club
- Eddie the Elephant and the Birthday Party by Colin Ridyard
- Sian Lewin – Creator of the Adventures of Alfie and Pepper
- Day by Day: Emotional wellbeing in parents of disabled children by Joanna Griffin
- The Baby Blogs. Preparing Your Older Child for Your New Arrival https://sueatkinsparentingcoach.com/2021/08/the-baby-blogs-day-20-preparing-your-older-child-for-your-new-arrival/
When a Child Says “No One Likes me” | FAQ About Friendships
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