The importance of recognition

In the bustling journey of life, we strive for personal growth, professional success and harmonious relationships. Yet, amid the pursuit of goals and tackling daily challenges, one crucial element can often go unnoticed or undervalued: recognition. Far from being a mere pat on the back, recognition acts as vital fuel for motivation, self-esteem and employee wellbeing.

The meaning of recognition

Recognition is the act of acknowledging and appreciating the efforts, contributions or even presence of an individual. More than just a compliment, recognition is validation that our actions, thoughts or existence have been seen and valued. It can take many forms, like a heartfelt "thank you", a commendation for a job well done, an award or even simply an encouraging nod. It can come from a supervisor, a colleague, a family member, a friend, or more importantly, ourselves. The Global Culture Report highlights that employees felt an increase in their wellbeing when they experienced recognition at work, either by giving or receiving.

Why recognition matters

The impact of recognition reaches deep into our psychological needs, serving as a powerful catalyst for wellbeing.

1. Boosting self-esteem and confidence

When we receive genuine recognition, it validates our efforts and confirms our worth. This external affirmation can significantly bolster internal self-esteem and confidence. It reinforces the belief that we are capable, that our contributions matter and that our presence is valued. This boost can be incredibly empowering, encouraging us to tackle new challenges and step out of our comfort zones.

2. Fueling motivation and engagement

Imagine working diligently on a project or putting significant effort into a personal endeavour without any acknowledgement. It's easy for motivation to wane in such a scenario. Conversely, when our efforts are recognised, it sparks an internal drive to progress forward. Recognition acts as a positive reinforcement mechanism, encouraging us to maintain or even increase our level of engagement and commitment, whether in a professional setting, a family unit or towards personal goals.

3. Belonging and connection

Humans are inherently social creatures, hardwired for connection. Recognition naturally plays a vital role in forming a sense of belonging. When we are recognised, especially publicly or within a group context, it signals that we are an integral part of that community. This sense of being seen and appreciated strengthens social bonds, reduces feelings of isolation and contributes to a more cohesive and supportive environment.

4. Reducing stress and preventing burnout

Our professional and personal lives can be sources of immense pressure. Feeling undervalued or unappreciated can exacerbate stress and lead to burnout. Recognition, however, acts as a counterbalance. Knowing that our hard work is noticed and appreciated can alleviate pressure, make challenges feel more manageable and provide the emotional resilience needed to navigate difficult periods, which supports mental health.

5. Growth and development

Effective recognition highlights specific strengths or successful actions. This precise feedback helps people to understand what they are doing well and allows them to build on those behaviours. It also encourages a growth mindset, where people are more inclined to learn, adapt and continually improve, knowing that progress will be acknowledged and celebrated.

6. The ripple effect

The benefits of recognition are not confined to the recognised individual alone. A culture where recognition is freely given and genuinely received creates a virtuous cycle. In workplaces, it leads to higher morale, reduced turnover and increased productivity. In families, it strengthens bonds, encourages open communication and creates a supportive atmosphere. Within communities, it encourages participation and collective achievement. By making recognition a norm, societies can become more compassionate, collaborative and ultimately, more successful.

Cultivating a culture of recognition

Integrating recognition into our lives involves both giving it to others and ensuring we are open to receiving it, even giving it to ourselves. Here are simple yet powerful ways to recognise others:

• Be specific and sincere: Instead of a generic "good job", try something like "I really appreciated how you... it was really helpful".

• Timeliness is key: Be sure to recognise efforts as close to the action as possible to maximise impact.

• Tailor the recognition: Understand what genuinely resonates with the individual. Some prefer public praise, others a quiet word of thanks.

• Recognise effort, not just outcomes: Acknowledge the hard work and dedication, even if the final result wasn't perfect.

Self-recognition is just as important - here are some practical strategies for implementing it:

• Be open to receiving: When someone offers a compliment or expresses appreciation, accept it graciously. Don't dismiss it or deflect. A simple "thank you, that means a lot" is enough.

• Practise self-recognition: Take time to acknowledge your own small wins, your perseverance through challenges and your personal growth. Keep a "win journal" or simply pause to celebrate your achievements, no matter how minor they seem. This internal validation is a potent source of wellbeing.

• Express gratitude for recognition: Letting someone know their recognition was appreciated can encourage them to continue giving it, thus reinforcing the positive cycle.

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/

Rejuvenate the Workforce with an Office Spring Clean

As the season of spring progresses, it brings with it a fresh energy and a sense of renewal. While many consider spring cleaning as an activity solely meant for households, its benefits extend far beyond just tidying up our living spaces. In fact, embracing a spring-cleaning mindset within our workplaces can have a transformative impact on our mental wellbeing.

A study undertaken by Elizabeth (Libby) J. Sander et al, showed that “our physical environments significantly influence our cognition, emotions, and behaviour, affecting our decision-making and relationships with others. Cluttered spaces can have negative effects on our stress and anxiety levels, as well as our ability to focus, our eating choices, and even our sleep.”

Reasons for spring cleaning the office

To create a positive environment  

A cluttered and disorganised workspace can negatively impact our mental state, leading to increased stress, reduced concentration and decreased creativity. On the other hand, a clean and organised work environment helps maintain a positive mindset, promoting a sense of calm and clarity. By dedicating time to deep clean our workplaces each spring, we can create a physical space that supports our overall mental wellbeing.

To support productivity

An untidy workspace not only hinders our ability to focus but also wastes valuable time as we struggle to locate essential items and documents. Spring cleaning provides an opportunity to declutter and organise our workspace, enabling us to work more efficiently. Removing unnecessary items and organising essential supplies helps streamline our workflow, reducing distractions and saving time. By dedicating a little effort to spring cleaning, we are investing in our mental wellbeing and enhancing our productivity.

To help reduce stress levels
A cluttered environment can contribute to heightened stress levels. In contrast, a clean workspace promotes a sense of calm, reducing mental and emotional burdens. The act of spring cleaning allows us to let go of physical and mental clutter, resulting in reduced anxiety and a lighter state of mind. Additionally, cleaning can be a therapeutic process in itself, providing a sense of accomplishment and control over our surroundings. Through regular 'spring-cleaning', we can proactively manage stress in the workplace, leading to increased mental wellbeing.


To boost collaboration and team spirit
A neglected and disorganised workspace can hinder communication and collaboration among team members. Engaging in spring cleaning as a team, can help colleagues bond over a shared task, building a sense of camaraderie and unity. Collaborating on cleaning tasks helps develop stronger relationships, breaks down hierarchies and encourages open communication. A clean and inviting workspace also presents a positive image to clients and visitors, reinforcing a sense of professionalism and instilling confidence in the organisation.

To maintain a clean and healthy environment
An unclean workplace can harbour germs, allergens and other potential health hazards. This is especially crucial considering the current global climate, which highlights the importance of maintaining cleanliness and hygiene. Regular spring cleaning allows us to remove dust, allergens and bacteria, providing a healthier working environment for everyone. A clean workspace also signifies the value we place on our health and the health of those we work with.


Spring cleaning the workplace is not just a physical activity but also an essential practice to nurture our mental wellbeing. By creating a cleaner and more positive environment, we lay the foundation for a harmonious and fulfilling work experience. As we spring into action, we can harness the transformative energy and invest in the wellbeing of our working environment.

Avoiding Drama at Work

Mental wellbeing plays a pivotal role in leading a fulfilling professional life. One aspect that significantly affects mental health is the presence of drama in the workplace and toxic environments. Conflict, gossip and negative interactions can take a toll on our mental wellbeing, leading to stress, burnout and decreased job satisfaction.

A study by Cy Wakeman, drama researcher and leadership consultant, says: “Unfortunately, traditional leadership tools and approaches that are taught and used in many workplaces are fueling rather than defusing this drama. But the role of a leader should be to eliminate emotional waste by teaching good mental processes.”

Prioritising mental wellbeing in the workplace involves creating a culture that avoids drama and fosters positive relationships. Building a supportive work environment is a collective responsibility that requires effective communication, conflict resolution, empathy, emotional intelligence and mindfulness. By implementing these strategies, and all pulling in the same direction, employees can enjoy a drama-free work environment.

1. Create a positive work culture - One of the most effective ways to avoid drama at work is by fostering a positive work culture. Employers and managers should lead by example, promoting open and transparent communication, respect and empathy among colleagues. Encouraging a collaborative and supportive work environment cultivates a sense of camaraderie, reducing any conflict and drama.

2. Effective communication - Miscommunication or lack of communication can often lead to misunderstandings and tensions among employees, resulting in workplace drama. It’s vital to focus on improving communication skills within the workplace. This can be achieved by encouraging active listening, providing constructive feedback and promoting transparent and honest communication. The more open and clear the communication, the lesser the chances of drama arising from misinterpretations or unresolved conflicts.

3. Conflict resolution - Conflicts are bound to arise in any workplace, but how they are handled determines whether they escalate into drama or are resolved amicably. Implementing effective conflict resolution strategies can help avoid unnecessary drama. Encouraging employees to address conflicts directly, openly and respectfully promotes healthy dialogue and understanding. Mediation or seeking assistance from managers can also be helpful in resolving conflicts before they escalate.

4. Encourage empathy and emotional intelligence - Empathy and emotional intelligence are essential qualities that can help prevent drama at work. Encouraging employees to understand and empathise with their colleagues' perspectives fosters an environment of mutual respect and compassion. Promoting emotional intelligence, including self-awareness and self-regulation, helps individuals manage their emotions effectively, reducing the likelihood of dramatic reactions to challenging situations.

5. Set boundaries - Preventing drama requires setting and respecting clear boundaries in the workplace. Guiding employees on appropriate behaviour, ensuring confidentiality and discouraging gossip can create a safe and drama-free environment. Establishing policies and protocols regarding acceptable conduct at work helps set expectations and prevents potential drama triggers.

6. Encourage team building activities - Team building activities are an effective way to strengthen relationships among colleagues and reduce potential workplace drama. Engaging in activities that promote collaboration, trust and respect can help create a cohesive and supportive team. When individuals feel a sense of belonging and connection within their team, they are less likely to engage in gossip and backbiting.

7. Practise mindfulness - Another powerful strategy for avoiding workplace drama is practising mindfulness. Encouraging employees to engage in mindfulness exercises, such as meditation, deep breathing or simply taking short breaks, can help manage stress and improve focus. By cultivating a state of present-moment awareness, individuals can better navigate challenging situations and respond rationally rather than impulsively.

The Pros and Cons of Workplace Competition

Whether it’s to gain recognition, promotion, pay rise or work-related bonuses, competition in the workplace is almost inevitable. While for some, competition may arouse excitement, for others it can be a source of stress and anxiety. Depending on the individual, this can cause people to act in different ways. In an article published by Harvard Business Review, the research says that “when employees feel excited, they’re more likely to come up with creative solutions. When they feel anxious, they’re more likely to cut corners or sabotage one another.”

The Pros

Competition in the workplace can provide many material benefits to employees as well as having a positive impact on mental wellbeing. However, this is dependent on how the individual feels about it – do they see this as additional pressure or an opportunity to prove themselves in their role? For those who feel excited about the challenge, they may benefit from the following:

• Sense of achievement
• Increased self-confidence
• Pay increases and performance-related bonuses
• Promotion
• Respect from colleagues and management
• Increased motivation
• Improved mood
• Increased creativity

The Cons

Not all employees are going to thrive on being competitive and it could have a detrimental effect on their wellbeing. These are some of the disadvantages that certain individuals might experience:

• Increased stress and anxiety
• Lack of motivation
• Decreased self-confidence and self-esteem
• Unhealthy relationships with colleagues 
• Fear of failure 

10 ways to create healthy competition

To ensure that all employees can take part in healthy workplace competition without it having a negative effect on their wellbeing it’s important to do the following:

1. Make sure that employees understand what healthy competition means by offering reassurance that they will be given help to succeed and not threatened by ridicule or, even worse, job losses. 
2. Ask employees what would motivate them and offer rewards that are meaningful to them.
3. Put competition rules in place that prevent any negative behaviour such as ridicule, underhand tactics, or workplace bullying.
4. Employ management that can lead by example and demonstrate principles that promote healthy competition.
5. Recognise employees’ efforts as well as achievements as this will help maintain motivation.
6. Involve employees when setting personal achievements and agree beforehand what they should be.
7. Practice clear communication at all times and offer help when it’s needed. 
8. Hold regular performance reviews with constructive feedback as this will maintain motivation levels and promote trust.
9.  Run team building activities inside and outside of the workplace. This will strengthen bonds between employees and help prevent any animosity.
10. Encourage open discussions where employees can air their thoughts in a non-threatening environment. In a study by Gallop, it revealed that open discussions are the best way to resolve any conflicts and reduce stress and anxiety about the competition. According to the study, when employees believe that their opinion matters, it increases productivity and decreases turnover rates. 

Inspiring your workforce

There’s no question this past year has been a tough one, leaving many of us feeling anxious, stressed and suffering from depression. It’s no surprise that motivation levels may have fallen through the floor, but what can you do to inspire and motivate your workforce?

It’s most likely your employees won’t thank you for toughening targets and deadlines, yet for your business to succeed, you still need to see a certain level of achievement from your team. Some of your employees might be working from home while some might still be furloughed but there are ways to inspire them without being insensitive to their current situation.

More than anything, most people need to feel valued so by taking a few steps to show your appreciation for the work they do, you can instil a more positive attitude and enhanced wellbeing.

Show appreciation

You don’t have to spend the entire company budget, just a small gesture such as an email or letter thanking your team for their contributions can have a positive effect. Make sure each message is personal and relates to their individual performance rather than the company as a whole.

Equip your team

If you have staff that work from home, ensure they have all the equipment they need to perform their job to the best of their ability. Trying to work with inadequate equipment can increase stress levels and decrease motivation.

Encourage personal interaction

Stay engaged with your employees and encourage them to interact with one another so that they continue to make social connections. It doesn’t always have to be work related either; a monthly online quiz or catch-up chat via video calls can uplift peoples’ spirits and make them feel valued.

Be genuinely caring

Have regular one-to-one chats with your team to check in on their mental health. Knowing that your boss sincerely cares about your wellbeing is one of the greatest motivators and is much more likely to inspire you than being reprimanded for any under-performance.

Be a motivational teacher 

Successful leaders lead by example so it’s equally as important to look after your own mental health in order to teach and inspire without lecturing.

Listen to your employees

Take on board what your employees have to say. If they have ideas for their role or the company, consider how you can help implement them and don’t dismiss them before you’ve even taken the time to consider them properly.

Utilise the talents and skills of your team

By allowing someone to play to their strengths, they will more likely want to prove their abilities and work harder to succeed. It might be the case that you allocate tasks they wouldn’t normally undertake, but this can inspire personal growth and you might just find that their skills are better placed elsewhere in the company.

Nurture don’t micro-manage

The moment an employee feels that their every move is being scrutinised, they’ll start to feel under pressure and afraid to take risks. By giving staff the freedom to take control and accountability for the work they do, they will grow in confidence and want to step up to the mark.


For more information on how to inspire your workforce, check out this handy study and guide from Motivates.

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.

Why soft skills are important for workplace wellbeing

Often in busy work environments there is so much pressure placed on achieving goals and hitting targets that the wellbeing of employees gets forgotten. There could be many reasons why this occurs but ultimately, this kind of responsibility lies with the management and their ability to use soft skills to nurture, inspire, and motivate their workforce. In a study by Gallup, it was found that "about 50% of the 7,200 adults surveyed left a job to get away from their manager".

In order for a business to retain and maintain the wellbeing of staff, it’s vital for employees to feel a level of trust and respect towards their line manager. For many of us, we are much more likely to enjoy job satisfaction and go the extra mile when we are given support not only within our role but also for our mental wellbeing.

How to improve leadership soft skills?

Let’s not forget that managers are also human and might need assistance from time to time to improve their soft skills in order to ensure a happy and positive workplace. Being given help to better their emotional intelligence, communication skills, and interpersonal skills will stand them in good stead for being a respected leader that can maintain a healthy and inclusive workplace culture.

Get to know your team

Although it’s important to have a professional relationship with your employees, it’s equally as important to understand them on a personal level. Finding out what motivates a person, how they respond to stress, or understanding how they communicate with others can help you manage their workload and environment effectively.

Learn to listen properly

Especially when our jobs are busy and stressful, it’s easy to neglect the wellbeing of others, but by taking time out to listen to your staff’s needs or feelings, you can manage workloads much more effectively.

Give considered and empathic feedback

Not only can constructive feedback be beneficial to employees, but it can also help managers understand how they can improve workflow and productivity. It may be that a member of staff is struggling with one particular role, so rather than reprimanding them, ask them if there’s another area they feel they would excel in. Not only does this give them more job satisfaction, but it also gives them the confidence that you have considered their wellbeing.

Developing your own soft skills

Become more aware of an employee’s emotional needs by looking out for any subtle signs that may arise from personal issues, stress, or anxiety. Is someone quieter than usual, are they interacting less with others, do they look tired, are they more agitated than normal? These can all be signs that a member of your team is off-kilter and might need to air their thoughts to you in a private and confidential environment.

Keeping your team engaged during the festive season

In the build up to the festive season, people often start to feel excited and become wrapped up in the happy atmosphere. However, sometimes too much excitement can create a lack of focus and motivation in employees, which results in them becoming distracted in their work as they start to wind down for the holidays.

The run up to the Christmas period is often one of the busiest times for businesses as there are deadlines to be met and loose ends to be tied up. Of course, this kind of pressure can affect the health and wellbeing of employers and management so it’s important to keep employees engaged and operations running as smoothly as possible without being a killjoy and dampening staff morale. A report by Gallup found that companies with highly engaged employees resulted in 21% greater profitability.

Fortunately, there are ways you can protect your own and employees’ wellbeing while keeping them engaged at the same time.

Tips for maintaining engagement

• Embrace the season and decorate the workplace. A brightly decorated workspace can lift people’s moods and by encouraging staff to help with the decorations during their lunch break, they can get into the spirit of Christmas without it eating into their working hours. This kind of activity is also a good team building exercise and great for (socially distanced) engagement. You could reward them with festive treats (although not too much or you might find them becoming a little bit giddy!) 
• Play festive music in the week before the holidays, but perhaps not so loudly as to distract them from their work!
• Arrange a Secret Santa with the promise of exchanging gifts at the end of a working day to motivate employees to complete their work first.
• Organise a staff party on the last day before the holidays with awards and prizes for the most motivated employees. This is sure to make them eager to meet their deadlines prior to the award ceremony and will keep them engaged as well as making them feel appreciated at the same time. Make sure you also celebrate their achievements from the past year. In a survey by Glassdoor, 53% of those who took part said that appreciation from their boss would make them more likely to stay working at the company.
• Send personlised Christmas cards thanking your employees for their efforts throughout the year. This small gesture can have a huge impact on someone’s wellbeing, particularly if they suffer from a lack of self-confidence or experience feelings of loneliness at this time of year.
• Make the last day in the workplace a more relaxed working day - perhaps watch a film, host a quiz or a organise a few party games during extended break times. 

You’ll be amazed at how motivated and engaged your employees become if there’s a promise of an early finish or other rewards involved!

Remember that the festive season isn’t always a happy time for everyone, especially given the current Covid situation. By lightening the mood at work and offering thoughtful and personal rewards, you could have a positive impact on an individual’s mental wellbeing. If many of your employees will be working from home in December, be sure to adapt the above ideas by creating virtual online events instead.

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.

Staying positive through collaboration

There are many aspects to creating a successful work environment, but research shows that collaboration can play a huge part. A study undertaken by researchers at Stanford University in 2014 found that collaboration (even when physically apart) generates higher levels of engagement as well as a higher success rate. It seems even just feeling part of a team working towards a common goal is enough to increase interest, enjoyment and productivity in the task. 

Why is collaboration important in the workplace?

There are several reasons why collaboration plays an important part within any business:

1. Firstly, it can reduce monotony. While some people might prefer to work alone, it’s beneficial to work with others on certain occasions to reduce the tedium and repetitiveness. It can be easy to fall into a habit of wanting to work alone but in the long run this can lead to boredom, apathy and a lack of motivation. If you continue to work alone for long periods of time, it could begin to affect your mental wellbeing and positivity.
2. When working alone, you are also less likely to challenge yourself as it’s easy to get stuck in a rut. Working collaboratively with colleagues can ignite healthy competition, which means you will push yourself harder to achieve results, and this will also give you a greater sense of achievement.
3. Working in a team is a great way to inspire each other. Activities such as brainstorming can spark your imagination and make you think in more positive ways. When you’re inspired, you begin to feel more motivated, passionate and positive about the task at hand.
4. Working alongside others also allows you to share the burden of your job. Whether that’s talking about your worries or being able to delegate a task to someone who’s better equipped to do the job, it will certainly lighten the load and ease some of the pressure. With less to worry about, you’ll start to have a more positive outlook.
5. Another benefit of working collaboratively is being able to share your knowledge. Unlike working alone, you can teach each other new skills that you wouldn’t have otherwise gained. This can save you a lot of time trying to figure something out for yourself and by sharing systems, you’ll start to see much more positive results. This is not only advantageous for the company your work for, it’s good for your own development too.
6. There’s nothing better than experiencing a positive team spirit that not only brings everyone closer together on a work level, but also on a more personal level too. You can help each other to remain focused and positive during challenging times and offer support when it’s needed. Also, you can share the success with your colleagues and feel proud of being part of a team.

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.

Are you a team player?

Most businesses rely on great teamwork to be truly successful. No matter what job a person has, each role makes up an important part of the bigger picture. So, for an organisation to run smoothly and achieve its goals, it’s vital for every member of staff to work effectively in a team.

In order to become a better team player, there are several attributes we can focus on developing.

Be committed to your team

Although some roles might require you to work autonomously for some of the time, undoubtedly you will also need to interact and work alongside colleagues. By being committed to your team, you should learn to listen to what others have to say, respect their opinions and be helpful whenever possible.

Take accountability

We are only human and, from time to time, we make mistakes. By shifting the blame onto someone else and denying our part in any kind of oversight or error, we’re likely to create negative feelings in the workplace. When we take accountability for our actions and take complete responsibility in our individual roles, we can avoid these kinds of negative situations and are likely to gain more respect from our colleagues. More importantly, we can learn from our mistakes and move forward with better judgement in the future.

Communicate effectively

Communication is one of the greatest parts of becoming a great team player. By sharing our ideas and taking on board the ideas of others, we open the communication gateways and create a more powerful rapport with our co-workers. By contributing ideas and actively taking part in meetings, we can inspire others by displaying a positive, can-do attitude. Try to refrain from monopolising discussions and be mindful of your body language. Making eye contact, keeping an upright posture and speaking clearly will make you appear more confident and colleagues are more likely to listen to what you have to say.

Be adaptable

To work collaboratively, we must learn to be flexible and adaptable. Some situations may arise that require us to take a different approach in our day-to-day roles and if we are able to adapt accordingly, we can encourage others to do the same - overcoming obstacles and achieving greater success.

Be reliable

We all know how frustrating it can be when someone lets the team down by not turning up, being late or not completing a task on time. One of the most important attributes of being a good team player is reliability. When our team members know that they can depend on us, we create a level of trust that is integral to becoming a successful team player.

John J. Murphy, a business specialist and author of books such as The i in Team and Pulling Together: The power of Teamwork offers some great insights into the power of teamwork as well as useful tools and techniques that can improve collaboration in the workplace.