OCTOBER 2024
EDITION
BI-MONTHLY ORBIT
Kindness & Wellbeing in the Workplace
What is the value of kindness? Isn’t this something that people, professionals and line managers should focus on?
In a world where work and the workplace is changing dramatically, a sustained and continued decline in wellbeing at work, excessive workloads and a lack of boundaries are taking their toll. Kindness is not about doing it to resolve what’s gone wrong, it’s about being kind to stop it happening in the first place.
Kindness can be seen as the act of doing things like good deeds, for others. Kindness can mean different things to different people, but it is an act which is intended to benefit others.
In 2021 the world’s largest study of kindness took place, with over 60,000 people from 144 countries. This study identified a link between kindness and well-being. Those who received, gave, or noticed acts of kindness reported higher levels of well-being. There is a correlation between acts of kindness and levels of happiness, self-esteem which are all strongly linked to wellbeing.
There is even research showing reduced risk of cardiovascular disease in people who are kinder and psychologists have linked kindness with both mental and physical health and longevity.
Kindness may start with a single act but there is a tremendous value-add to your wellbeing and happiness. Give employees their voice by encouraging new ideas and honest feedback. Why not listen mindfully, and take a genuine interest and time to understand someone else’s perspective.
Try acknowledging achievements whether big or small, and compliment and thank others often. When making decisions, consider what is the kind thing to do and how you can help others, offering encouragement and support. Welcome newcomers and include others in teams and meetings and let people be authentic, open, and honest, encourage teamwork, collaboration, and informal interaction.
Smile because it’s a happy thing.
Don't Try To Be All Things To All People
Our Guest Writer - Richard Knight from Lionheart Management
Running a business is – or should be – an exciting time, and no one shows us what we should and shouldn’t do. Many people start a business due to redundancy, or maybe an elderly relative left us some money. So, we start a business maybe doing what we were employed to do and in addition to that we now have to be a bookkeeper, a salesperson, a marketing person, IT support and so it goes on – several jobs to do instead of just one.
There are places you can go for support and where you can get all the help you need. We all need to learn – and quickly – how to run a business properly and effectively and doing it all ourselves is not the answer.
A good starting point is to go networking. Find networking groups in your area, attend loads before you make a decision to be a member of one or more groups. This is going to be part of your marketing activity, so make sure it’s effective for you. You will meet people who can add value to your business – suppliers – and you will meet people who need the product or service you are selling. Do not sell – build relationships to an extent where people want to buy from you or want to collaborate with you. You don’t know who you Don’t know.
Also getting into a reading habit is a good thing to do. Read personal development books and books that talk about business. A great book that should be top of your reading list is “The E myth revisited” by Michael Gerber. It teaches you how to run a business properly – focus on what you are good at and outsource everything else.
Good luck, wishing you every success. Build a team around you who will help and support you.
Our People Are Our Biggest Asset
Isn’t that what management always say? Steve Jobs said, “The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.”
As a business owner I’m sure you can relate to that but how do we get and keep those best people? The current harsh reality of labour market shortages highlights that more time, thought, and effort is now required to attract, recruit, and retain the right people. Acute though it is, the skills crisis and labour shortage is an opportunity for enlightened employers to rethink how they go about it.
Taking a proactive, strategic approach to what’s needed not just now, but each year ahead will stand you in good stead for the future.
Employers need to increase their outreach, make systems robust, provide a better candidate experience and showcase their business. Recruiting for difference guarantees the widest possible candidate pool to choose from. If your role, marketing of the role or expectation is rigid then you’re unlikely to create a diverse pool of talent to choose from.
Marketing your roles. Yes, you read that right. Consider how much money is spent on marketing your product or service to your potential and existing clients. When a potential client is considering your offering, they will check you out and research your offering and maybe even benchmark it to your competition.
Guess what same strategy to attract your employees. Set aside time and money to create that same buzz about working for you.
There is that old adage that your first advert doesn’t secure a purchase and the marketing rule of 7 which means it takes an average of seven interactions with your brand before a purchase will take place.