Creating a culture of kindness at work

 

While it's easy to get caught up in the stress of responsibilities and meeting deadlines at work, we must continue to show kindness and compassion to our colleagues amidst the chaos. Creating a culture of kindness at work can have a profound impact on employee wellbeing, productivity and job satisfaction, resulting in a happier and healthier workplace.

The benefits of kindness at work

Kindness in the workplace can take many forms, from a simple smile or a kind word to more significant acts of support and compassion. When we feel seen, heard and valued, we’re more likely to feel engaged, motivated and committed to our job. A culture of kindness can also lead to:

• Improved mental health: Kindness can help reduce stress, anxiety and depression, which promotes overall mental wellbeing.
• Increased productivity: When we feel supported and valued, we’re more likely to be motivated and productive.
• Better relationships: Even the smallest acts of kindness can help us build stronger, more positive relationships between colleagues, leading to a more harmonious work environment.
• Increased job satisfaction: Employees who feel valued and supported are more likely to be satisfied with their jobs, which can also improve retention rates. 

An article published on Springer Nature, referencing a study by Discover Psychology, found that employees who experienced kindness from their supervisors and colleagues reported higher levels of job satisfaction, organisational commitment and wellbeing. The study highlights the importance of creating a culture of kindness in the workplace, where employees feel valued, supported and appreciated.

How to create a culture of kindness

How can organisations create a culture of kindness at work? Here are some strategies to consider:

• Lead by example: Leaders and managers should demonstrate kind behaviour and encourage others to do the same.
• Recognise and reward kindness: Recognise and reward employees who demonstrate kindness and compassion in the workplace.
• Build a sense of community: Encourage teamwork and collaboration to build stronger relationships between colleagues.
• Provide support and resources: Provide employees with the support and resources they need to manage stress and promote wellbeing.

Practical tips for showing kindness at work

Offer to help a colleague: If you see a colleague struggling with a task or project, offer to help.

Listen actively: When a colleague is speaking, give them your full attention and show that you value their thoughts and opinions.

Show appreciation: Express gratitude to colleagues who have helped you or supported you in some way.

Be present: Be fully present in interactions with colleagues, putting away distractions like phones and focusing on the person in front of you.

Creating a culture of kindness at work can have a profound impact on employee wellbeing, productivity and job satisfaction. When leading by example, recognising and rewarding kindness, we create a workplace culture that values and supports the wellbeing of all employees. By incorporating kindness into our daily interactions, we can build stronger, more positive relationships, making the workplace a happier place to be.

For more resources and info on how to improve wellbeing in your workplace, visit https://www.firstpsychology-assistance.co.uk/

Managing Workplace Conflict

Managing workplace conflict is a crucial aspect of maintaining a healthy work environment. Conflict can arise for various reasons such as miscommunication, different working styles, competition or personal differences among employees. However, with the right strategies and approach, conflicts can be resolved in a constructive manner, leading to improved relationships and overall wellbeing in the workplace.

A study, ‘conflicts in the workplace, negative acts and health consequences: evidence from a clinical evaluation’, undertaken by the National Library of Medicine reported that:

“Good organization and working relationships are based on respect and dignity of the person both as an individual and a worker. There are many ways and behaviors by which they can be threatened or harmed with serious consequences on the psychophysical health and existential well-being of the person, as well as on the functioning, cohesion and social image of the company.”

Understanding workplace conflict

Workplace conflict can manifest in different forms, such as disagreements between colleagues, disputes over tasks or projects or simply clashes in personalities. It’s important to recognise any signs of conflict early on and address them promptly to prevent escalation and negative impacts on the work environment. Ignoring conflict or allowing it to fester can lead to decreased productivity, low morale and increased stress among employees.

Strategies for effective conflict management

Effective communication

One of the key strategies for managing workplace conflict is effective communication. Encouraging open and honest communication among employees can help in resolving misunderstandings and clarifying perspectives. Active listening is also essential in understanding the root cause of any conflict and finding common ground for resolution. Providing opportunities for team members to express their concerns and feelings can encourage more empathetic attitudes and promote a sense of understanding and cooperation.

Conflict resolution techniques

There are various techniques that can be employed to resolve conflicts in the workplace. Mediation, facilitated discussions, and conflict coaching are just some examples of effective conflict resolution methods. Encouraging employees to focus on the issues at hand rather than personal attacks can help in de-escalating tensions and finding mutually acceptable solutions. It is important to promote a collaborative approach when trying to resolve friction or arguments, where all parties are involved in the decision-making process and are committed to finding a resolution that benefits everyone involved.

Creating a positive work culture

Promoting a positive work culture can also help in maintaining a harmonious workforce. Encouraging a culture of respect, empathy, and inclusivity can reduce the occurrence of disagreements and arguments between colleagues and create a more supportive work environment where employees feel valued and appreciated. Providing opportunities for team-building activities and activities that encourage emotional intelligence can equip employees with the skills and tools needed to navigate any conflicts successfully.


Managing workplace conflicts is an integral part of promoting overall wellbeing and productivity in the workplace. By implementing strategies such as effective communication and by creating a positive work culture, organisations can create a harmonious work environment where conflicts are addressed constructively, and relationships are strengthened. Investing in conflict management training and providing a culture of open communication and collaboration can help in preventing conflicts and create a healthy and thriving workplace for all employees.

Inclusivity in the workplace

Inclusivity covers a wealth of issues in the workplace to ensure that all staff aren’t excluded based on their race, class, age, sexuality, disability or gender. As human beings, we are naturally social creatures and we need to feel a sense of belonging, even at work. Exclusion, which is also classed as a form of bullying, can be detrimental to a person’s mental health and wellbeing.

Types of exclusion

• Social exclusion can take the form of organising activities inside or outside of work which not all employees are able to take part in for a variety of reasons. Or it might be something as simple as not allowing someone to join in a conversation at lunch time.
• Offering praise only to certain individuals.
• Gossiping.
• Offering opportunities such as training courses and promotions, or even pay rises, to only a select group of people or one individual.
• Ignoring someone’s opinions or ideas in a meeting for example and not allowing them to have a voice in the company.
• Repeatedly giving unwanted tasks to one person or overloading them with work.
• Not allowing employees access to the same or essential resources.

While some instances of exclusion are blatantly deliberate others may be unintentional, but the outcome can be equally as damaging to the person who is feeling excluded.

The impact of exclusion

Owing to the effects of exclusion, prolonged stress can increase the levels of cortisol in the body and lower the immune system which may result in a number of physical problems such as heart disease and diabetes. Some of the effects of exclusion on mental wellbeing can include:

• Stress
• Anxiety
• Depression
• Reduced quality of sleep
• Anger
• Low self-esteem

Ways to make the workplace more inclusive

In a study undertaken by Harvard Business Review, it was found that not only does inclusivity provide employees with a sense of belonging, but workplace exclusion also “generates hefty financial losses”. So, as well as benefitting the physical and mental wellbeing of staff, making the workplace more inclusive is also conducive for business.

If you want to ensure your workplace is inclusive, here are some tips for getting started.

• Do your research about any differences that your staff might have and be open minded. 
• One to one meetings – ask if there is anything that your staff need to carry out their job effectively and provide any necessary resources. By giving regular feedback to all staff and making sure they are praised as well as being given ways to improve, you’ll build a trusting relationship.
• Avoid talking about employees in a negative manner to anyone else in the company.
• Organise social activities that everyone can attend or maybe even let employees take it in turns to choose an activity of their choice.
• Use inclusive language, i.e. spouse or partner rather than husband/boyfriend/wife, etc.
• Create inclusive spaces at work, such as a prayer room.
• Provide inclusivity training for staff members so that everyone, not just the managers, practises inclusivity.
• Be flexible with different religious holidays and allow flexible working hours for anyone who might have parental or carer responsibilities.
• Wherever possible make the workplace accessible for anyone with disabilities.

Managing a multi-generational work environment

The workplace environment has changed drastically in the past few decades, meaning that team leaders are now having to learn how to successfully manage multi-generational employees. People who would’ve once be long retired are working alongside teenage apprentices and young adults fresh from college. Throw into the mix individuals who change their career path in their late 20s and 30s and you could have an extremely diverse work environment. Learning to manage a multi-generational work environment is not only essential to ensure happy employees but is necessary to achieve peak productivity.

What problems are associated with a multi-generational workplace?

If you are aware of the phrase “OK boomer” you will have some insight into how different generations may regard one another. The term 'boomer' relates to people born in the two decades after World War II. Boomers are thought to be out of touch with today’s generation. Besides boomers, there are other generations that have been given names, all of whom you may find in the same workplace:

Traditionalists – born between 1922 and 1945
Boomers or baby boomers – born between 1946 and 1964
Generation X – born between 1965 and 1980
Generation Y or millennials– born between 1981 and 1997
Gen Z – born between 1998 and present day

It is understandable to think that a multi-generational workplace will face problems, after all, each generation will have experienced different technologies and ways of doing things in a work environment. Problems can arise from prejudices of each generation born from presuming they are too traditional or non-PC, or conversely, too modern or liberal. Other difficulties can arise from one generation not being experienced in using certain technologies, and other generations ignoring tried and tested ways of approaching specific elements of work. For example, it may be presumed that older generations may not be fully aware of the benefits of social media, while younger generations may be perceived as being too reliant on modern technology. Clashes such as these require competent management to avoid confusion and frustration between colleagues.

How do I manage multiple generations successfully?

You will be relieved to know that there are ways to create a cohesive workforce made up of many generations.

Don’t make presumptions

It is all too easy to presume that younger candidates will be more capable when it comes to modern technologies and online media. However, it should never be presumed that other generations are not as up to date with technological advances. Bear in mind that the older generations have also lived through changing technologies. In the same way, don’t believe that Gen Zs couldn’t possibly live without their mobile devices or that they are easily distracted by social media updates. Treat each employee as an individual and listen to their unique experiences to ascertain how they will complement your workplace.

Encourage inter-generational mentoring

Like any workplace, employees may have very different experiences and qualifications. Use this to your advantage by encouraging employees to share their skills with one another. For example, one generation may not realise the importance of social communication etiquette, and another could be lacking the real-life interpersonal skills still required in today’s work environments. By delivering this in the form of mutually beneficial mentorships you are ensuring that employees don’t feel patronised.

Ascertain the goals and ambitions of each employee

There are many benefits to having a multi-generational workforce, especially when you know what each employee wants from their work. Younger generations without commitments may be more willing to travel and be keen to be given opportunities to do so. Those with family commitments may not want to be away for long periods of time and their skills could be better used elsewhere. However, it is essential that you don’t just presume, and as a manager you need to ascertain what each employee wants.

Be flexible

Being aware of the many potential differences between generations in the workplace allows you to get the most out of your employees. By being flexible with your approach to each employee and acknowledging their strengths, weaknesses and individual needs, you can provide management that will benefit not only them, but your entire workforce.

Tips for avoiding loneliness when you’re working from home

If you’re new to the concept of working from home, the idea can be initially exciting. Imagine, no colleagues to distract you and being able to turn up to your new workplace (home) in your PJs. Not to mention, only needing to do a tea/coffee run for yourself. However, although there are some obvious perks to working from home, there’s one rather drastic downside – feeling lonely. Owing to health and safety measures brought about by the current COVID-19 pandemic, many more employees are now working from home.

Working alone can inevitably lead to feelings of loneliness, but there are measures you can take to minimise these feelings. Here, we take a look at what can cause loneliness while working from home, and what steps you can take to alleviate these feelings.

The importance of social interaction

We often forget that the workplace can also provide social interaction, even if it’s just to gossip about what you’ve been up to over the weekend. Even those colleagues you don’t consider to be friends can provide a break from the monotony of the working day. The physical detachment associated with working from home can become a concern in the long term as you become isolated from physical and social contact. Although it may not be noticeable at first, this detachment can lead to poor mental health for those that aren’t used to being so alone on a daily basis.

An article written by Dr Vivek H Murthy that was published in the Harvard Business Review suggested that loneliness and social isolation have a significant impact on our health:

“Loneliness and weak social connections are associated with a reduction in lifespan similar to that caused by smoking 15 cigarettes a day and even greater than that associated with obesity.”

Although shocking, this information is important to acknowledge to help people understand the importance of taking action against loneliness. Research suggests there are three main areas of loneliness intervention:

• Identifying the individual experience – are they lonely or isolated?
• Self-awareness and self-involvement in organising activities to prevent loneliness
• The importance of group interventions alongside potentially further insight into individual activities.

How can we prevent loneliness when working from home?

Get organised

One of the most significant changes you can make to ensure you don’t find working from home lonely is to organise your time. This means assigning office hours to your homeworking and making plans to socialise once your working day is over.

Flexible workspaces

One of the simplest ways to feel less isolated now that lockdown restrictions are easing is to choose a social workspace. This could be a library, café, at the home of a colleague or a designated work-hub where you can hire a desk for the day. Just being in a peopled environment can help you feel more connected to the outside world and you will also have the opportunity to interact with others.

Set up a workplace chat room

When you work from home while others are working from the office, it can be easy to feel out of the loop. One way to stop this happening is by having a chat room that colleagues check into each morning. This is better than email as it is less formal and can be used for lunchtime video calls and to send fun messages to each other at less busy times of day. Suggest a chat room to your manager and explain how feeling connected to your colleagues can really help avoid loneliness when working from home. Make plans to meet up with colleagues at the end of the week to socialise and connect, at a distance, of course.

Break up the working day

Just as you would take breaks during the working day, do so while working at home. Arrange to meet a friend for lunch, or, if this isn’t possible, arrange a facetime session or even just a regular phone call. Be proactive with your break times and make sure you have the option to connect with someone, be it virtually or in person.

Get a pet

When you have a cat or a dog, there is limited opportunity to feel lonely. A pet can provide the physical connection you need and stroking a cat or a dog can actually help with other negative feelings such as stress and anxiety. If you don’t have a pet of your own, consider borrowing a friend’s and enjoy the company as you work from home. Having a dog is also a great excuse to get away from your desk and take a walk which can help you connect with others, especially if you arrange meet-ups with fellow dog walkers.


The NHS has some great advice about how to cope with loneliness and tips on how to get help if you become overwhelmed by it.

How practising empathy can create a better work environment

No matter what kind of industry you work in, the chances are there will be times when work colleagues clash, emotions run high and stress levels go through the roof. Spending so much of our time (whether in person or online) with work colleagues is sure to put a strain on our relationships from time to time.

So, how can we improve our working relationships and what can we do to create a more positive work environment? In Denmark, empathy classes are a part of the curriculum, teaching children from the ages of 6 to 16 how to empathise with others and help to solve each other’s problems collaboratively. Although this method might not necessarily work in an adult workplace, by practising empathy in other ways, we can create a better environment.

The three types of empathy

Psychologist Daniel Goleman believes there are three types of empathy: compassionate, cognitive and emotional. 

1. Cognitive Empathy – Being aware of how someone is feeling or what they're thinking by understanding what other people are experiencing emotionally or mentally on an intellectual level. For example, you recognise when someone is feeling sad even though you might not actually feel their sadness.
2. Emotional Empathy – Physically feeling someone else’s emotions. Perhaps a loved one is going through a lot of pain which creates an emotional response from you such as crying. 
3. Compassionate Empathy – As well as understanding someone’s feelings on an intellectual level and becoming emotionally involved, compassionate empathy means that you want to help the person.

By showing all three types of empathy with the people we work with, we are able to create a sense of trust between one another and connect on a deeper level. In a work environment, you might find that different situations require a different type of empathy, so it’s important to recognise when to understand, when to feel, and when to help.

The American website Businessolver delivered a Workplace Monitor Report in 2017 which detailed how empathy in the workplace impacts on the productivity of employers.

Incorporating empathy into the workplace

There are many ways you can incorporate empathy into the workplace:

• Undertake surveys and questionnaires so you can understand employees better.
• Listen more to colleagues and ask more questions.
• Shadow a colleague in another role so you can observe their working day.
• Try to establish facts before making assumptions about a situation.
• Organise social activities once a month to allow workers to get to know each other on a more personal level.
• Encourage group lunches to promote inclusion.

In 2018, HMRC undertook an empathy experiment to discover how they could improve relationships at work, the results were very interesting.

Working in an environment where there’s little or no compassion between employees and employers can heavily impact on a person’s mental health. Making a few relatively small changes that encourage staff to practise empathy can make a huge difference to the work environment and people’s wellbeing.

Become more likeable in the workplace

It’s human nature to want to be liked and accepted for who we are, and this isn’t just when we’re children at school, but it also continues into adulthood and the workplace.

Although some people don’t care about whether they’re liked or not, for others, it can be much more difficult.

What are the benefits of being liked at work?

• It can increase self-confidence
• A sense of belonging
• Friendship
• To prevent loneliness
• To feel respected
• Career progression

There are many reasons why we might want to be liked and when we’re not, we might experience negative emotions, thoughts and feelings such as lack of self-worth, anxiety and fear. Very often a toxic work environment is caused by a clash of personalities, so it’s understandable that we would want to avoid this. In an article published by the BBC, Mitch Prinstein examines in more detail the effects and importance of popularity in the workplace.

Tips to becoming more likeable at work

We wouldn’t encourage changing your fundamental personality to fit in, but there are small actions you can take to help you become more likeable if you feel this is an issue.

1. Rather than find problems at work, find solutions. Your boss might not thank you for pointing out everything that is wrong, but they may thank you for offering ways to improve systems. 
2. Try not to compete with work colleagues. Always try your best at work but don’t compare yourself or try to outsmart others just to score points.
3. Accept responsibility if you make a mistake and don’t point the blame at someone else. This will only cause animosity and a lack of trust.
4. Smile more and use peoples’ names when you talk to them. This might seem like a simple thing to do but it can put people at ease and make them warm to you.
5. Be helpful whenever possible but also accept help when you need it. It’s a thin line, but don’t be a pushover either if it is likely to cause you stress.
6. Don’t ignore criticism, use it to improve where you can.
7. Be reliable and timely.
8. Don’t gossip about your boss or colleagues. It’s not nice to be the subject of idle gossip and it can create an unwelcome atmosphere. The chances are people will like you less if you speak negatively of others.
9. Don’t be afraid to ask questions or contribute your ideas in meetings but also know when to listen and when to speak.
10. Don’t exclude colleagues from social events.
11. Think before you speak. Take a moment to ask yourself whether what you are about to say is hurtful or offensive to someone else. To become more likeable, it’s important to speak to people in a manner that you would like to be spoken to.
12. Perform small acts of kindness. Perhaps if you’re going to make a coffee, ask your colleagues if they would like one, or be flexible with your lunch breaks if someone else needs to take theirs at the same time.

How to prevent workplace bullying

Unfortunately, bullying isn’t just something we experience at school or when we’re younger, it can continue into adult life. Workplace bullying is far more commonplace than you might expect.

What is bullying?

So, what constitutes bullying and how can we recognise it?

• Gossiping – talking negatively behind someone’s back, spreading malicious rumours or trying to turn others against someone are bullying tactics that can cause problems in the workplace.
• Exclusion – If you are being excluded from certain activities in or outside of the workplace, such as lunchtime gatherings and social events, this can leave you wondering whether you're disliked and whether you have done something to upset people.
• Unreasonable criticism – There will be times for most of us when we don’t get things quite right and we may be criticised for our work or behaviour, but when you feel as though the criticism is unjust or becoming a regular occurrence, you could be experiencing bullying tactics.
• Abusive language – If someone uses abusive or offensive language towards you, this can be extremely upsetting. Whether it’s directed at you because of your race, religion or sexual orientation, this is unacceptable behaviour that needs addressing. 
• Sabotage – Very often, a workplace bully will do everything in their power to sabotage your work and reputation. Perhaps they have taken credit for a successful task you have completed, or maybe they put the blame on you to cover up their own mistakes.

Effects of bullying

Bullying can have serious, detrimental affects on our mental and physical health if it isn’t nipped in the bud. As well as causing low self-esteem, disturbed sleep patterns, anger, lack of concentration, and a feeling of helplessness, the physical symptoms can be quite traumatic. When we undergo a large amount of stress for long periods of time, our bodies react and you could experience high blood pressure, panic attacks and ulcers.

Whether it’s yourself or someone else that is being bullied, this can also have a negative effect on the workplace so it’s important for employers and employees to recognise when it’s happening. Working in a toxic and hostile environment is unpleasant for everyone and can have knock-on effects for the whole workforce. It can cause a drop in productivity, a rise in absenteeism, low retention and high staff turnover, if bullying isn’t dealt with appropriately, it can result in legal issues.

Reasons for bullying

More often than not, bullies are lacking in self-esteem and feel the need to bring others down in order to build themselves up. Maybe they are jealous of your position at work, your relationships, how much you earn, your intelligence or even your appearance.

If bullies feel inferior or see someone as a threat, they use bullying tactics so that they can feel in control and gain recognition.

How to deal with workplace bullies

• Speak up – Try to speak to the bully in a calm manner. Be aware of your body language and tone of voice so that you don’t appear threatening or intimidating. Keep eye contact, a relaxed posture and explain why their behaviour is causing a problem. Sometimes, bullies aren’t conscious of their behaviour and when confronted, they might just take on board your concerns.
• Speak with someone in authority – Discuss the situation with your boss, or if it’s your boss that’s displaying the signs of a bully, then speak with someone higher up or in HR. Before you do speak to someone, keep a record of the times, dates and events of the bullying.
• Seek support – Spend time with close friends and family and talk to them about what you’re going through as they can offer support and reassurance that will boost your self-esteem. 
• Look for another job – This isn’t the most ideal outcome but if you have taken action and done all of the above but the bullying continues and your mental and physical health is suffering because of it, perhaps finding another place of work is the only other option that remains. 

If you or someone else is being bullied in the workplace, the website GOV.UK offers helpful advice. Alternatively, speak with ACAS on 0300 123 1100 or read their advice leaflet.

Successful stakeholder relationship skills

It’s International Day of Happiness today. Most of us will have a good sense of what makes us happy outside of work but, given that we spend most of our waking life at work, it makes sense that a feeling of contentment at work contributes to our overall happiness.

Positive personal interaction makes the world go round and one of the keys to happiness at work is the relationships we form with our colleagues and other stakeholders. By learning how to build productive connections with other people, we can improve our overall happiness and mental wellbeing.

Stakeholder management is usually regarded as a business process. This assumes that relationships are rational and that we can manage these interactions in a documented way. What this fails to address is that stakeholders are human beings and, as such, operate on an emotional level. By appreciating both the rational and emotional aspects of stakeholder relationships we can build deeper connections that deliver mutually beneficial results. Here are some tried and tested tips to help you connect with your colleagues and co-workers.

Accept that you are dealing with people, not processes

The first step in relationship building is appreciating that people don’t always behave in a consistent or predictable way. Every relationship requires effort and an appreciation of where other people are coming from. That’s how you build trust – and people work better with people that they trust and respect. When building relationships with people at work, it’s pays to try and look beyond their job titles to see what drives and motivate them on an emotional level. You can read more on how to do this in this article from Psychology Today.

Give and take goes a long way to building goodwill

Learning the art of compromise is essential to building mutually beneficial relationships in the workplace. Far from it being about giving in, it’s more about understanding and accepting that there are always different viewpoints in any given situation. Give and take is about respecting the opinions of others and being prepared to change your own expectations and priorities – perhaps even your proposed plan of action - for the good of your personal relationships.

Say what you mean and do what you say

Decisiveness is essential to building productive stakeholder relationships, especially if you want to take people with you on a particular course of action. Collaboration and consensus have their place and are laudable, but ultimately people respect those colleagues who are not afraid to make decisions when needed to. Working with people who constantly sit on the fence or are always looking to others for approval and agreement can be very frustrating for co-workers. Taking decisions shows that you are responsible and this is a solid basis on which to build trust with stakeholders.


Successful stakeholder management takes time. It’s worth remembering that difficult relationships with colleagues and stakeholders at work can be emotionally draining and very distracting, which can impact your own performance, so it really pays to make the effort to make your work relationships positive. You can find more tips on how to build beneficial work relationships in this Psychology Today article.

These are our ideas for building successful stakeholder relationships. What would you add to the list? Please comment below and let us know…

How to identify your bad habits at work and sort them out

Have you ever wondered why it’s so easy to find fault in others yet we seldom take the time to review our own working practices? Nobody is perfect, that’s true. It is only by recognising and acknowledging our own failings at work that we can start to do something about addressing them.

We’re not talking about the big things either – like the kind of development issues that should feature on your annual training plans for example – we’re looking at the annoying little habits that have crept into your work routines. The behaviours that are likely infuriating your co-workers and stopping you from achieving your full potential.

We take a look at some of the most common bad habits at work – and what we can do to nip them in the bud.

(Not) ready for anything

Do you pride yourself on getting through each working day by the seat of your pants? Do you consider yourself an expert at winging it in team meetings? Being unprepared is unavoidable at times – but managers and co-workers can easily see through colleagues who do not take the time to organise themselves. They don’t think you’re too busy, they take it as a sign that you don’t value what you are doing. Our top tip is to plan as much time into your diary to prepare as you will spend at the meeting itself. If you find time management an issue, there are lots of resources you can use to help you. Read these tips from Psychology Today, which  are designed for home-workers but apply equally to people who are office based.

Too late!

There’s always that one co-worker who never arrives on time! We’re all busy people – so if this is you, perhaps it’s time to think about two things: 1) the impact your tardiness has on your team mates (why are you so special that everyone must wait for you?) and 2) what is it that makes you late? This article from Psychology Today suggests that often it is through the fear of wasting time – unfortunately, the impression that constant lateness makes is the exact opposite: that you couldn’t care less about the meeting – or your job and colleagues.

 

Loose lips

It’s great to get to know your colleagues and co-workers on a social level, it really helps to develop a collaborative and constructive team environment. However, if you find your chitter chatter usually involves talking about the people that you work with, then you need to do something about it. Although fun at the time, gossiping can make you look untrustworthy, not only that it also wastes a lot of valuable time, which others can resent. Try to make all your chatter constructive and work-related, keep away from the personal stuff – that’s best left for the pub!

Dream on

Every team needs a dreamer – they’re the ones who keep others motivated by reminding us all of what is possible and the dizzy heights we can all aspire to. Daydreamers are the ideas people, they are creative and help us to solve problems. However, daydreaming can also be a sign of someone who isn’t fully committed to their job, or their employer. If you like to let your mind wonder, do it constructively – and set yourself a timer, so that your full day isn’t ‘wasted’ looking up to the stars while the everyday toil gets neglected.

These are just a few of the most common bad habits people display at work. What would you add? We’d welcome your comments!

Mindful last minute gifts for colleagues

It’s the season of goodwill and tradition goes that we shower our friends and loved ones with gifts to show our appreciation and affection

When we exchange gifts, it is more about the thought that goes into the giving, rather than the gift itself. This is more often true in the workplace, where it is commonplace to give token gestures rather than the larger gifts we share with friends and family.

Thoughtful giving comes from a practice of mindfulness. Mindfulness is not a new concept. It’s a tried and tested technique that helps us gain perspective and regain control during periods of stress. It has been shown to improve wellbeing, reduce stress and make us happier.

The concept of giving and receiving gifts is closely tied to compassion, love, and gratitude. When you give someone a gift, no matter how big or small, you’re showing them that you care.  When we talk about mindful gifts, it’s about the thinking behind why we’re giving and choosing something that it truly meaningful for your colleague.

In a work situation, there are a couple of golden rules when it comes to buying gifts for your colleagues. These include not giving overly personal gifts and respecting price limits on gift exchanges. It’s also worth remembering that the gifts you choose say as much about you as they do your colleagues, so avoid anything too political or cheeky. The great news is that these boundaries lend themselves to more mindful gift giving.

In a team situation, gestures of goodwill work really well and are great for strengthening relationships. Think about what you could do that would make their working life easier, for example, covering extra shifts, making the coffee for a week or committing to finish your reports earlier.  Handwritten cards with personal messages that convey your appreciation for others are also a great way of building connections with your colleagues. There’s some fascinating research about how effective gifts are in helping us to form stronger bonds with people and boost morale. You can read more about it in this article on Psychcentral.com.   

One of the best gifts you can give your colleagues this festive season is to be kind to yourself. We are pulled in so many directions over Christmas that it takes a resilient person to not feel pressured or stressed by what they have to do. Failing to nurture yourself over the holidays means that you are not giving your best self at work – and that impacts on your co-workers. Be mindful of your own moods in the run up to Christmas – you cannot give to others if you have nothing left to give. Make a pact with yourself to be fully present at important meetings – despite the additional pressures on your time and energy – and set aside time when you can fully appreciate your co-workers, perhaps at office drinks.

Whatever you decide, remember that when it comes to gift giving – be it friends, family or coworkers – it really is the thought that counts.