All of us need daily doses of each of these happiness chemicals, but how can we get them when we are working? Here are some tips:
- Finish a little task. Keeping track of the things from your to do list that have already been completed can be very powerful.
- Have coffee or tea with a colleague.
- Look for and celebrate small wins.
- Notice what people are doing right and give sincere compliments lavishly.
- Write compliments on sticky notes and leave them around the office.
- Write thank you notes when colleagues partner with you.
- Learn and practice 5-minute meditations. Here is a list of some of my favorites to help you get started: Quick Meditations. The magic code word is “meditation.”
- Take 3 deep breaths when you leave and enter every room.
- Spend time outside every day, even if it is only for a few minutes here and there.
- Practice a laughter exercise. When my cousin Pat, a certified coach, told me this exercise, I thought she was crazy, but it actually works!
- Exercise, stretch, or just take the long way to get wherever you are going.
- Take some essential oils into your office (as long as your colleagues find them pleasant — we all react differently to scents.)
Take time to do at least one of these every day!
I utilized this thought-provoking video from Procter and Gamble as a discussion starter for a recent D&I workgroup. Take a look:
We tend to believe we understand the complete picture, but the assumptions that we make in order to reach our conclusions are often the result of what we most often read in the news or see on our screens. If we consider what details we might be missing, in addition to what we do actually see, we can widen our view.
I have to share that when I watched the video, I did get a very uncomfortable feeling from my own biases. How did you react?
I have heard that once you are having an affair, it’s too late to save the marriage. I don’t know about this personally, but it makes sense.
Likewise, once an employee is actively looking for a new job, it’s hard to get him or her to remain in the existing position. One way to solve this dilemma is to conduct “Stay Interviews” every year in your organization. It can be done separately from the performance appraisal. If possible, about 6 months after the appraisal.
A Stay Interview is exactly what it sounds like. It’s an interview to ask current employees at all levels what it would take to make sure they stay.
Stay Interviews are conducted to help managers understand why some employees stay and what factors might cause others to leave. Employee turnover is costly for organizations.
In an effective Stay Interview, managers ask standard, structured questions in a casual and conversational manner. Most Stay Interviews take less than half an hour.
Click here to find a sample Stay Interview. Please modify it to fit your organization’s needs.
One word of caution: If your organization gathers this information, but doesn’t make significant changes recommended by the employees, the best employees will leave to find an organization that will value their expertise and listen to their needs.