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Providing a purpose at work, how to increase motivation, creating equitable workplaces, and how to tackle mental health discussions have all been trending topics on LinkedIn recently.
Providing greater meaning at work
Gartner outlined “The Human Deal Framework” on LinkedIn, which discusses the importance of providing purpose for staff.
Gartner said that the three “systemic truths” employers should recognise are:
- Employees are people, not just workers.
- Work is a subset of life, not separate from it.
- Value comes through feelings, not just features.
Providing employees with a sense of purpose is important; as Gartner said, people are increasingly searching for meaning in their work.
Caitlin Duffy, research director in Gartner’s HR practice, said: “The intent to leave or stay in a job is only one of the things that people are questioning as part of the larger human story we are living … You could call it the ‘Great Reflection’. … It’s critical to deliver value and purpose.”
“And ignoring this shift is shortsighted. The pandemic stretched this elastic band so far that it can’t snap back. Moreover, people don’t want to go back. Many have developed a new sense of self-awareness and worth, and they won’t easily forget if they have felt undervalued.”
The five ways to achieve this, as listed by Gartner, are:
- Deeper connections
- Radical flexibility
- Personal growth
- Holistic well-being
- Shared purpose
Getting motivated even when you don’t want to
Founder of Inventium, Amantha Imber, reposted an article she wrote for Fast Company, providing guidance for how to get motivated to do something, even when you don’t want to.
Ms Imber said changing your mindset from ‘I have to do this’ to ‘I get to do this’ is her half-glass-full approach to completing work.
“The effectiveness of the ‘get to’ strategy lies in the fact that it reframes the activity from being a chore to being a gift. It taps into intrinsic, instead of extrinsic, motivation,” explained Ms Imber.
“Reframing the task reduces time wasted procrastinating, so it’s a win-win: the task gets done and you feel happy about doing it.”
Creating an equitable workplace
Diversity, equity, and Inclusion (DEI) expert Lydiah Igweh posted to LinkedIn, discussing how to create an equitable workplace.
Ms Igweh said that the three considerations when creating an equitable workplace are:
- “Take an intersectional approach to DEI: consider how different identities intersect and influence individuals’ experiences of oppression and privilege.”
- “Address power dynamics at all levels of the organisation to create more equitable workplaces.”
- “Create a sense of belonging and human-to-human connections to truly engage with employees and value their diverse perspectives.”
By taking the time to stop, reflect, and create policy that caters to different perspectives, you’re ensuring that you’re promoting a healthy workplace for everyone.
Mental health conversations
Mental health advocate and Heart On My Sleeve founder Mitch Wallis took to LinkedIn to talk about mental health discussion in the workplace.
A poll was posted, posing the question of who employees confide in when discussing mental health at work. By far, the most popular response was with colleagues, with 68 per cent saying that’s who they turn to. Managers were second, at 50 per cent.
Mr Wallis said that workplaces could do their part to support staff by creating a peer support program, which allows conversations to start and give “colleagues a huge sense of meaning and purpose”.
Mr Wallis said managers could also do their part: “We need leaders to LEAD. To lean in to hard conversations. To treat people as humans. To understand the difference between connecting and talking.”
Jack Campbell
Jack is the editor at HR Leader.
