PANIC MODE: THE NEW WORKPLACE NORM?
Sally Loftis, MSOD (she/her/hers)
Managing Director @ Loftis Partners | Pay Equity Expert
“It’s like my team has PTSD or something. Any sudden changes create a panic at work.” It’s a quote that I keep hearing from my clients. Sometimes this panic mode shows up as more sickness and absences; other times the panic shows up as people needing more direction now than ever. Most of us are still carrying something from the years-long COVID-19 pandemic, and it’s showing up in our workplaces.
The US Surgeon General released a guide to workplace mental health and well-being last year. Why would a medical professional get involved with the workplace? Of more than 2,000 workers surveyed by the American Psychological Association in spring 2023, 18% described their workplace as somewhat or very toxic, and 30% said they had experienced harassment, verbal abuse or physical violence at work, including from customers. “People are asking themselves what they want out of work,” Dr. Murthy said. “They’re also asking themselves what they’re willing to sacrifice for work, and the fundamental questions are reshaping people’s relationships with the workplace.” The workplace continues to change, and despite the infusion of wellness programs, the dial toward wellness at work isn’t moving.
In this month’s newsletter, I am sharing some ideas on how to use the guide from Dr. Murthy in your workplace. First, I’ll float the idea of scheduled breaks in addition to paid time off. Then I’ll share the results of a recent study about wellness programs and why they are failing. Finally, I’ll speak with Brett Loftis, Co-Founder at the Center for Trauma-Resilient Communities, about the need to release anxiety from our bodies.
If you remember anything from this newsletter, it’s this – connection and belonging are crucial.
When it comes to connection and belonging, we need to think expansively. Yes, meals and time together as teams are important. And it’s more than that. Connection and belonging are connected to diversity, equity, and inclusion. How we show up in relationship, the understandings we have of each other, and how we connect at the individual, team, and organization level are a constant need and critical part of our workplace cultures.
I’m excited to introduce my friend and colleague, Amber Rucker , to you. We recorded this interview in June 2023 as part of Pride month. Amber offers why transparency and open communication create connection and belonging in the workplace.
In this 9-minute interview, we discuss the following questions:
? What is the difference between inclusion and belonging? And why does that distinction matter?
? What are some ways that employers can support inclusion and belonging?
? How can employers specifically support their LGBTQIA+ employees right now?
I heard from Amber that connection and belonging looks like listening, support, and recognition. What did you hear?
One way to increase connection and belonging in the workplace is providing flexible schedules and/or offering additional time off. Here are some examples with articles for your reference:
·????? Try a 4-day work week for individuals, teams, and/or organizations. Get employees involved in the pilot and design. The Four-Day Work Week – JOSH BERSIN
·????? Offer “no meeting” days, especially after people have taken time off. Again, look at piloting this at the individual, team, and organization level. Time to ramp up or ramp down promotes mental wellness, especially in decreasing anxiety. Getting Back in the Groove after a Long Weekend, Holidays (shrm.org)
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·????? Give paid time off for volunteer time, which increases personal wellbeing. I’ve seen this work in many ways. Most important, build autonomy and flexibility into your offering. Workplace Wellness Programs Have Little Benefit, Study Finds - The New York Times (nytimes.com)
These are just a few suggestions that you can pilot right now with little to no cost. What are you waiting for? Try it today.
What’s it like to lead an organization right now? Today I’m talking with Brett A. Loftis , CEO of Crossnore Communities for Children and Co-Founder at the Center for Trauma-Resilient Communities. In this 11-minute interview, we discuss:
·????? Why does everyone feel a bit out of sorts right now?
·????? What’s one thing we can do to feel better?
·????? As a leader, what are the best practices that you’ve seen to increase employee wellbeing?
I appreciated the way that Brett shared his own practices and how we can decrease stress at the organization level. Before the interview, Brett and I checked in with each other and both said that we were tired – physically and mentally. For me, cutting back on screen time helps.
Guess what? I'm writing a book about pay equity in the nonprofit space! You can follow my journey on our Instagram with weekly video updates happening on Fridays. You can also read sneak peeks by signing up here.
I hope that you enjoyed The Fully Human | Resources Newsletter! Next month’s topic: supporting women in the workplace. I share a lot, so let's connect:
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