Let's Get Real & Support Great Work

Organizations have more opportunities to help their employees thrive, than ever before. From the prevalence of information concerning research — to HR tech companies completing the heavy lifting — we are running out of excuses to listen-up and change unsupportive ways.

I’ve been droning on for years about what we can do to make the psychological contract sing (the unstated exchange relationship we all enter at work). I’ve also been relating this notion to the potential to do great work. However, much to my dismay — many organizations just aren’t listening. (Many are now tuning in, yet are stuck in a whirlwind of “analysis paralysis”).

But here’s the rub. It’s all out there for the taking whether you work in an organization of 20 or 20,000. The theories are laid. The research has been done.The books are out there for the taking.There are firms addressing some of the core people challenges that all organizations face. There are strategies to try and conversations to be started.

So, may I ask: What are we collectively waiting for? An engraved invitation? A life-threatening downturn in profits? A huge exodus among employees?

Stop.

Then do the following:

• Support Managers. I often refer to managers as “the forgotten ones”. (This sounds like the title of a western.) Managers have a unique opportunity to shape great work. However they are often unprepared, under-served and left to survive on sheer wit alone. From the decision to promote — to training — to the lack of available tools, managers require more to be fully effective.
• Focus on Resilience. I cannot stop thinking about the potential of building the components of Psychological Capital in the workplace (Think HERO: Hope, efficacy, resilience and optimism). Resilience is at the head of the list. (Read more here.)
• Communicate Organizational Strategy. The notion of “meaning” in our work is another key opportunity. However, if we are unsure of how our work connects to the greater picture — we can feel like another cog in the machine. Communicating strategy effectively can jump-start a more positive dynamic.
• Respect Individual Differences. This is the absolute foundation of my work — and I believe it is ultimately vital to organizational success. From how we work to where we want to go career-wise to how we evolve over time — organizations that build this principle into their DNA are worlds ahead of the pack.

I could add to this list. However, I’ll stop here.

Let me know what you need.

Photo: Life Magazine

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is a charter member of the LinkedIn Influencer Program. Her thoughts on work life have appeared in various outlets including Talent Zoo, Forbes, Quartz and The Huffington Post.