Managing conflict at work

Conflict in the workplace is often viewed in a negative light. While it can be difficult to navigate, it also presents an opportunity for growth, understanding and improved relationships. Learning how to manage conflict effectively is essential for maintaining a healthy work environment that prioritises wellbeing. According to the CIPD Good Work Index 2024, people who experience conflict in the workplace have lower job satisfaction and are more likely to experience poorer mental and physical health.

Understanding conflict in the workplace

Conflict at work can arise from various sources, such as different personalities, work styles, values or simple miscommunication. A well-balanced team is diverse in nature, with individuals bringing their unique perspectives and experiences. Understanding that conflict is a natural part of collaboration can help reframe our approach to it. Rather than viewing conflict purely as a problem, consider it an intrinsic element of team dynamics that, if managed effectively, can lead to innovative solutions and enhanced relationships.

The impact of unresolved conflict

Unresolved conflict can have detrimental effects on workplace wellbeing. It can lead to increased stress, decreased productivity and even high turnover rates. Employees may feel disengaged and demotivated, which ultimately harms the organisation's health. On the flip side, addressing conflict constructively can result in improved communication, stronger relationships and a more positive work atmosphere.

Strategies for managing workplace conflict

1. Encourage open communication

Encouraging open, honest communication within your team is crucial. This means creating a safe space where employees feel comfortable expressing their thoughts and concerns. Regular team meetings, one-on-one discussions and feedback sessions can all be effective channels for communication. Ensure everyone understands that their voice matters, promoting a culture of openness and respect.

2. Active listening

When conflict arises, it's essential to practise active listening. This means paying attention to the other person's perspective without interrupting or immediately formulating a response. Show empathy by acknowledging their feelings and validating their experiences. Paraphrasing their thoughts can also demonstrate your understanding, helping to defuse tension.

3. Identify the root cause

Often, conflict stems from deeper issues than what may initially surface. Take time to identify the root cause of the disagreement. Is it a personality clash, a difference in goals or perhaps a misunderstanding? Understanding the underlying issue is key to resolving the conflict. Encourage participants to articulate their needs and concerns clearly, creating a space for mutual understanding.

4. Focus on solutions, not blame

When addressing conflict, aim to shift the focus from blame to finding solutions. To cultivate a spirit of teamwork and compromise, invite all parties involved to collaborate on potential resolutions. Brainstorming sessions can be an effective way to generate ideas and demonstrate that everyone's input is valued. 

5. The power of mediation

Sometimes, conflicts can become too heated for the parties involved to resolve on their own. In such cases, it may be beneficial to involve a neutral third party to mediate the discussion. A mediator can facilitate the dialogue, ensuring that everyone has a chance to express themselves while helping to steer the conversation toward a constructive resolution.

6. Set clear expectations

To prevent conflicts from arising in the first place, clear expectations are important. This includes establishing roles, responsibilities and goals. When everyone understands their role within the team, there is less likelihood of misunderstandings that can lead to conflict. Regular check-ins can also help in clarifying expectations and adjusting roles as needed.

7. Promote team building

Creating strong, trusting relationships among employees can act as a buffer against conflict. Consider implementing team-building activities that build rapport and a sense of belonging. These activities can help individuals see each other as allies rather than adversaries, paving the way for more effective collaboration.

8. Encourage emotional intelligence

Emotional intelligence is the ability to recognise and understand one’s own emotions and the emotions of others. Encouraging employees to develop their emotional intelligence can significantly improve conflict resolution. Training sessions on emotional awareness and regulation can empower staff to manage their emotions in challenging situations, leading to healthier interactions.

The role of social connections at work

The importance of forming strong social connections at work is often overlooked. Yet, these connections are important for maintaining both mental and emotional wellbeing. Building strong relationships with colleagues can lead to a more fulfilling and productive work life. 

1. A boost to mental health

Social connections are a cornerstone of mental health. Regular interaction with colleagues can significantly reduce feelings of isolation and loneliness, which are common in remote and hybrid work settings.

How social connections can boost mental health:

• Support system: having trusted colleagues to turn to during challenging times provides emotional support and reassurance.
• Stress reduction: engaging in casual conversations and shared activities can lower stress levels and create a more relaxed work environment.
• Increased happiness: positive interactions and a sense of belonging can enhance overall job satisfaction and happiness.

2. Increased job aatisfaction

Feeling connected to co-workers can lead to higher job satisfaction. When we feel valued and supported, we are more likely to enjoy our work and stay committed to our role.

Key benefits include:

• Sense of belonging: social connections help form a sense of belonging, making employees feel more integrated and valued within the organisation.
• Motivation: strong relationships can increase motivation and engagement, driving employees to perform better and strive for excellence.
• Job fulfilment: collaborating with colleagues and contributing to a positive work culture can lead to a greater sense of fulfilment.

3. Improved team collaboration

Effective teamwork relies heavily on strong social connections. When team members trust and understand each other, collaboration becomes smoother and more efficient.

Benefits include:

• Enhanced communication: open lines of communication are vital for successful collaboration. Social connections facilitate honest and transparent communication.
• Problem-solving: diverse perspectives and ideas often emerge from strong social networks, leading to innovative solutions and better decision making.
• Conflict resolution: strong social bonds make it easier to address and resolve conflicts constructively, maintaining a harmonious work environment.

4. A more positive work culture

A positive work culture is built on the foundation of strong social connections. When employees feel connected, the overall work atmosphere becomes more vibrant and supportive.

This can lead to:

• Inclusivity: social connections promote a sense of inclusivity and diversity, making all employees feel welcome and appreciated.
• Employee retention: a supportive and positive work culture can significantly reduce employee turnover, saving organisations time and resources.
• Organisational loyalty: employees who feel connected and valued are more likely to remain loyal to the organisation, contributing to its long-term success

5. Supporting professional growth

Social connections can also play a crucial role in professional development. Networking with colleagues can open doors to new opportunities and insights.

Here’s how:

• Mentorship and guidance: Building relationships with experienced colleagues can provide valuable mentorship and career guidance.
• Skill development: collaborative projects and peer learning opportunities can enhance skills and knowledge.
• Career advancement: social connections can lead to new career opportunities, promotions and professional recognition.

Tips for forming social connections at work

Building and maintaining social connections at work can require a certain amount of effort. Here are some practical tips to help build these connections: 

Regular check-ins

Schedule regular check-ins with team members to discuss work progress and personal wellbeing.

Team building activities

Organise team-building activities, both virtual and in-person, to strengthen bonds and improve collaboration.

Celebrate milestones

Acknowledge and celebrate personal and professional milestones, such as birthdays, work anniversaries and project completions.

Open communication

Encourage open and honest communication, where employees feel comfortable sharing their thoughts and concerns.

Inclusive practices

Promote inclusivity by creating a welcoming environment for all employees, regardless of their background or role.

Flexible social spaces

Provide flexible spaces, both physical and virtual, where employees can interact informally and build relationships.

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.

Why Truth Matters at Work

Many workplaces are complex environments where we spend a significant portion of our lives. Therefore, working with people that we trust is of great importance as it directly impacts both employee wellbeing and the overall culture of the workplace. By understanding why truth matters at work, we can appreciate its positive effects on our mental health.

Trust and transparency 

Truth acts as the cornerstone of trust within work environments. When employees feel they can rely on the information communicated to them, it strengthens their trust in leaders, colleagues and the organisation as a whole. 

A study published in the Harvard Business Review found that “employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies. They also suffer less chronic stress and are happier with their lives, and these factors fuel stronger performance.”

Psychological safety

This term refers to an environment where employees feel comfortable taking risks, sharing ideas and being their authentic selves. A study published in the Journal of Applied Psychology showed that truthful workplace communication encourages psychological safety, leading to higher levels of employee engagement, motivation and satisfaction. Honest interactions instil a sense of psychological safety by removing the fear of repercussions, allowing employees to think freely, and contributing to a positive work atmosphere.

Reducing stress

Work places that champion truthful and honest communication contribute to lower levels of stress among employees. When information is accurate and transparent, employees feel more in control of their work environment, resulting in reduced anxiety and improved overall mental health.

Meaningful relationships 

Honesty plays a key role in building meaningful relationships among colleagues. When we consistently speak truthfully, it gives us a sense of respect and openness and allows us to build trust and understanding with one another. Honesty at work also lets us collaborate more effectively and be more productive.

Ethical leadership

A commitment to truth also inspires the development of ethical leadership within organisations. Ethical leaders prioritise honesty and integrity, exerting a positive influence on their employees and creating a culture of trust. Employees who perceive their management as honest and truthful are more likely to have greater job satisfaction, motivation and emotional wellbeing. Truthful leadership sets the tone for the entire organisation, positively impacting employee experiences and performance.


In today's ever-evolving digital environment, the importance of truth shouldn’t be overstated. From honest and transparent communication to protecting the health and wellbeing of all members of staff, truth at work is vital for both personal and organisational success. By embracing truthfulness as a core value, we can create a culture that empowers employees, enhances job satisfaction and ultimately leads to a more fulfilled workforce.

Overcoming Workplace Mistakes

Making mistakes is all part and parcel of being human and an inevitable part of professional life, especially when we’re feeling under pressure or trying to juggle too many things in our live. However, when not handled appropriately, these mistakes can adversely impact our wellbeing. Through undertaking effective strategies and methods to overcome mistakes at work, we can maintain mental wellbeing and advance our personal growth.

Understanding the psychological impact

When we make mistakes at work it can trigger a range of negative emotions, such as guilt, shame and self-doubt. These emotions, if left unaddressed, can have a detrimental effect on our overall wellbeing and may cause stress, anxiety and a lack of self-confidence. By taking a proactive approach in dealing with our mistakes, we create an environment that encourages growth rather than self-punishment.

1. Acceptance and ownership

Before we can overcome our mistakes it’s important to acknowledge and accept them. By recognising our errors and taking ownership, we free ourselves from the burden of denial. Rather than blaming others or making excuses, we should embrace our mistakes as learning opportunities. In a study by the International Journal of Educational Research, it was found that: “A workplace culture of learning from mistakes stands to maximise them as effective learning experiences”.

2. Self-compassion

Self-compassion plays a vital role in how we deal with our own mistakes. When we treat ourselves with kindness and understanding, we cultivate a sense of emotional resilience. Self-compassion emphasises the importance of recognising that mistakes are a normal part of being human. Practising self-compassion involves reframing negative self-talk, avoiding self-criticism and offering ourselves the same kindness we would give to others.

3. Effective communication

Addressing our mistakes requires open and effective communication with colleagues and managers. By taking responsibility for our errors and offering solutions, we can rebuild trust and credibility. Open and honest communication is a crucial component of building relationships, both personally and professionally. Timely and transparent communication can prevent misunderstandings, improve collaboration and create a more supportive workplace culture.

4. Seek feedback and learn

Another aspect of overcoming mistakes at work is listening to constructive feedback from colleagues and supervisors. Feedback provides valuable insight into areas where we might need improvement and it allows for personal and professional growth. When we receive positive feedback, it triggers the brain's reward system, enabling us to process information effectively and improve our emotional and mental wellbeing. When we accept feedback as a means of growth, rather than as a criticism, it encourages us to strive for improvement.

5. Set realistic goals

By setting ourselves realistic goals at work, we can avoid certain mistakes and any stressful aftermath they may cause. When we set clear expectations and achievable objectives, we can minimise the likelihood of recurrent errors which in turn will reduce stress and anxiety. Setting goals also provides us with a greater sense of purpose and increases our motivation, which leads to improved performance and job satisfaction.

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 Benefits Of Random Acts of Kindness In The Workplace

In high-pressured and competitive work environments, employees often find themselves overwhelmed with stress, anxiety and deadlines. As organisations strive to maximise productivity, it’s crucial to prioritise employee wellbeing. One effective way to achieve this is by fostering a culture of kindness within the workplace. Acts of kindness not only promote a positive work environment but also have a profound impact on employees' overall wellbeing.

In a recent study, Science Direct refers to Curry et al who states that “The idea that, for example, ‘random acts of kindness' can boost the wellbeing not only of the recipient, but also the actor, and could thereby provide a simple, effective, inexpensive and widely-available means of addressing social problems ranging from social isolation to more serious mental and physical health conditions, has been taken up and promoted by a large number of research groups, charities and government organizations”.

Positive effects of acts of kindness

1. Enhanced employee engagement

Acts of kindness in the workplace encourage employee engagement. When employees feel valued and cared for, they are more likely to be motivated, committed and productive. Simple acts such as expressing gratitude, providing support or offering a helping hand can create a positive atmosphere where employees feel valued and acknowledged. This engagement leads to improved job satisfaction and a sense of purpose within the workplace.

2. Reduced workplace stress

Workplace stress is a significant concern that can negatively impact employee wellbeing and productivity. Incorporating acts of kindness can help alleviate this stress by providing a supportive and empathetic environment. Small gestures such as listening attentively to coworkers, offering encouragement during challenging times, or recognising achievements can make a significant difference in reducing workplace stress levels. By promoting a compassionate workplace, organisations can strive towards reducing burnout and supporting the mental wellbeing of their employees.

3. Positive workplace relationships

Kindness cultivates positive relationships among colleagues, leading to improved teamwork and collaboration. Acts of kindness can foster a sense of camaraderie, empathy and trust within the workplace. When individuals feel respected and appreciated, it creates an environment where ideas can freely flow, conflicts can be resolved amicably, and goals can be achieved effectively. This positive workplace culture strengthens relationships and enhances job satisfaction for employees.

4. Mental and emotional wellbeing

Acts of kindness have well-documented effects on mental and emotional wellbeing. In the workplace, these acts can have a similar positive impact. Small gestures of kindness, such as checking in on colleagues’ wellbeing or celebrating personal milestones, create a supportive environment. This can lead to improved mental health and reduced feelings of loneliness.

5. Improved employee retention and recruitment

Companies that prioritise kindness are more likely to attract and retain staff. Prospective employees are increasingly looking for workplaces that foster positive work cultures. A reputation for a kind and supportive work environment can give businesses a competitive edge and increase their attractiveness to potential employees. Also, existing employees who feel supported and appreciated are more likely to stay loyal to the organisation, reducing turnover rates and associated costs.

Why Taking Accountability at Work is Important for Mental Health

Taking accountability of your actions at work is crucial in maintaining your mental health and wellbeing because it allows you to manage your self-development by taking ownership of the things you have control over. A study published by Harvard Business Review found that out of 5,400 business managers, 46% failed to take accountability at work.

What is accountability?

While there are some things in life that we have no control over, there are also many things that we can control. However, people often choose to direct the blame onto someone else rather than taking accountability for their own part in a situation. 

For example, we might ignore the things that we say or do and the consequences they have on others and certain situations by misplacing the blame in order to make ourselves feel better. This can have the opposite effect and can create further issues that have a knock-on-effect on our wellbeing. By taking ownership of our behaviour, we develop our self-awareness and become less controlled by circumstances or other people.

Whenever you find yourself in a difficult situation, whether it’s with work colleagues, management or clients, it’s important to understand what role you played and how your words and actions contributed. We have control over how we feel, speak and behave and by taking responsibility, we can determine more positive outcomes. Rather than going on the defensive and trying to shift the blame, try to learn from your mistakes and you’ll soon begin to develop a more positive mindset.

How does accountability affect our mental health?

When we’re accountable for our words and actions, we are able to grow as people, accept our mistakes and learn to be better. This also allows us to take more control over our lives and forge a better future for ourselves where we’re in the driving seat. By choosing how we respond to circumstances we strengthen our internal power.

How can we learn to be more accountable?

Observe all of your words and behaviours – Make a conscious effort to observe your words and behaviours and recognise each time that you shift the blame onto someone else to avoid being reprimanded. Pay attention to the outcome of the situation and ask yourself, honestly, how did that benefit you? You’ll likely find that rather than remove any blame from yourself, it actually had the opposite effect and made the situation worse. Consider how you could have done things differently and notice how much more positive the outcome is when you learn to take accountability.

Let go of the past – By playing the blame game, we’re inadvertently prolonging the situation and any negativity surrounding it and often it turns into “he says, she says”, which results in a battle that usually goes unresolved. When we accept responsibility and learn to correct our actions, we can begin to let go and move forwards, leaving feelings of resentment behind us. This not only means that we can improve our relationships at work, but it also means we can improve our own behaviours, thoughts and emotions, creating a much healthier mindset.

How Emotional Intelligence Can Benefit Managers

We've all been managed by incredibly smart people in their field who have risen through the ranks but who are not natural managers. And then there are the people who colleagues are drawn to for guidance even though they're not the manager. So what is it that sets these two groups of people apart?

Emotional intelligence 

When psychologists John Mayer and Peter Salovey published their theories in 1990 on how we process emotional information, the term 'emotional intelligence' was coined. Their findings provided fantastic insights into how processing emotional information could be used to promote social success, improve leadership skills, and even lead to happier relationships. The concept of emotional intelligence answered the question that some looking to progress in their careers had been asking for decades: why doesn't having a high IQ automatically translate into being a good leader? There are many situations in which leadership skills are needed, from teachers to tutors, to managers and even parents, but some are clearly better at leading than others.

The four areas of emotional intelligence

Mayer and Salovey presented four areas or ways in which one could exhibit emotional intelligence:

1. Being aware of emotions at a non-verbal level
2. Being able to use emotions to inform cognitive thinking.
3. Deciphering the information relayed by emotions and also the resulting actions.
4. Effectively regulating your own emotions, for your own sake and for the sake of others

How can emotional intelligence benefit managers?

Being self-aware can lead to a more trusting workforce As a manager, knowing your own strengths and weaknesses and how your emotions affect you and others can benefit both you and your employees. Do you find yourself taking things personally? Perhaps stop and reflect on how your emotions could influence your actions at work and how you react to others so that your employees can be confident in your decisions.

Practising empathy and open communication for a happier team  Being socially aware of situations can give you better insight into how your employees are feeling. Does your office work in cliques with some colleagues preferring to work with friends and leaving others out? If so, do you need to address this to improve relationships in the workplace? If an employee is isolating themselves when they usually wouldn’t, could this be a sign of underlying issues?

Foster a culture of communication by letting employees know they can communicate with you or with other clearly signposted groups or individuals. Unaddressed stress and anxiety in the workplace can lead to demotivated employees, high sickness rates, and ultimately poor results. Being emotionally aware can help to prevent this and make for a happier, more productive workforce.

Being aware of your own motivation can help to motivate others  As a manager you should not only reflect on the needs of your employees, but on your own emotional wellbeing too. Question what motivates you in your working life and how can this help to motivate others?

Do this by:

• Reflecting on why you took this role in the first place and if it still makes you happy. If you’re finding it tricky to remember what attracted you to this job, try writing down any bugbears and see if there are any solutions that will result in you being happy in your role once again.
• Involve employees in setting goals so they can be motivated too. You may already have your own goals, but by encouraging employees to be involved as a team, they will be more inclined to want to reach these shared ambitions. 

Do You Live Off Adrenalin At Work

If you have a tendency to seek out thrills and adrenaline-fuelled activities in life, such as skydiving, mountain climbing or race car driving for instance, you may also find that you crave an adrenalin rush at work. Although in some circumstances taking risks at work can pay off, it can also be an unhealthy addiction that can lead to overworking yourself, rivalry with colleagues, and physical and mental burnout. 

Initially you might find the adrenaline rush exciting and motivational but over time, it can impact your work and home life balance. In an article published by Science Daily, Haral Sitte of MedUni Vienna’s Institute of Pharmacology says that “Dopamine is a so-called messenger substance or neurotransmitter that conveys signals between neurons. It not only controls mental and emotional responses but also motor reactions…Adrenaline is a close relative of dopamine. However, serious health problems can arise if too little or too much dopamine is being produced. If too few dopamine molecules are released, Parkinson’s disease can develop, while an excess can lead to mania, hallucinations and schizophrenia.”

Am I living off adrenalin at work?

Do you find yourself continually staying late at work so you can get one more sale than your colleague? Do you take excessive risks that could jeopardise your job? Do you crave competition regardless of whether it damages your working relationships? If you answered yes to any of these types of adrenalin-seeking behaviours, then it’s likely you’re living off adrenalin at work.

There are many different reasons why people seek out adrenalin rushes and while they can make you feel excited and elated for a while, the pleasurable sensations can soon turn into boredom, anxiety and a feeling of emptiness once the adrenalin drains from your body.

Ways to overcome adrenaline addiction

Over time, adrenaline addiction in the workplace can have a negative effect on your mental health, your colleagues and the company as a whole. But if you want to kick the addiction, there are several ways to overcome it.

• Take regular exercise as this will release the same ‘happy hormones’ as an adrenaline rush and it’s less likely you’ll crave excitement from more dangerous or risky activities at work.
• Get plenty of sleep to ensure your mind and body are in tip-top condition, as this will help you to feel more in control of any addictive behaviours and urges.
• Eating a healthy diet will regulate your body’s blood sugar levels and you’ll be less likely to go in search of an adrenaline rush. Low blood sugar can make you feel less restless and agitated so you won’t feel as distracted or tempted to go in search of that adrenalin-induced sensation.
• If you’re hooked on adrenalin, the thought of meditation and other calming activities (such as mindfulness, breathing exercises, gentle yoga, tai chi) might fill you with dread, but once you’ve learned how to relax, it can actually be really beneficial and stave off any adrenalin cravings.

Why You Should Trust Your Colleagues More

In our personal relationships, trust is usually top of the list of the main qualities we look for in a friend. Without trust, we’re unable to create the bond that makes the relationship so strong. And trust between colleagues in the workplace shouldn’t be any different.

When we work alongside people that we trust, we feel safe and more confident to take risks, speak out and take responsibility. This can also make us feel more motivated and willing to work harder. When a workplace has a culture lacking in trust, this can have a negative impact not only on productivity but also the mental health of some individuals.

You might experience dishonesty, poor cooperation and communication, unhealthy competition and even bullying. Maybe your colleague withholds important information so that their light shines brighter than yours, or perhaps you’ve found yourself being blamed for failures in a group collaboration. However the lack of trust manifests, it can be seriously damaging to your wellbeing.

In a PWC survey, it was reported that 55% of business leaders believed that a lack of trust was a major concern within their company. The report goes on to say “A high level of trust also makes employees more committed to staying with the company, partners are more willing to collaborate and investors more prepared to entrust stewardship of their funding. Consequently, those organisations that can build trust seem to garner significant benefits.”

Reasons why trust is important in the workplace

• It promotes respect 
• Employees are more willing to take risks 
• It provides a feeling of safety 
• It creates self-confidence
• It allows colleagues to work collaboratively and productively
• It generates more creativity and innovation as people are willing to share ideas and make themselves more vulnerable
• It encourages greater communication

Ways to build trust

1. Inclusivity

By creating an inclusive workplace, employees are less likely to feel 'left out' regardless of their age, gender, religion or ethnicity. When we have a strong sense of belonging, we can be ourselves and perform to the best of our ability without it having a negative effect on our self-esteem.

2. Honesty

Honesty plays a huge role in trustworthiness. When you’re transparent and honest, others not only believe what you say and hold you in higher regard, but it also makes them feel more secure in themselves. Open communication is key to building strong working relationships.

3. Listening and encouragement

When we don’t listen to what others say, it shows a lack of respect for that person and can discourage them to be open about their thoughts and ideas. It’s important to listen to what someone else is saying, as this will give them the confidence to continue putting ideas forward and be more forthcoming with their feelings and emotions.

4. Don’t play the blame game

Nobody is perfect and at some time we all make honest mistakes. By putting the blame onto someone else it can create a toxic environment and instil a sense of fear. It’s much more productive, and far better for someone’s mental wellbeing, to accept the mistake, discuss the problems and find a way to do things better next time.

5. Be understanding

Everyone is different and people work in different ways so by being understanding to your colleague’s character traits, abilities or personal situations, it allows them to feel more accepted and to be more open.

Ways to survive your first week in a new job

Whether you’re an introvert or extrovert, or somewhere in between, there are certain aspects of starting a new job that can initially feel nerve-wracking. Although you might feel excited about your new role, a few niggling thoughts could be playing on your mind, such as:

• Will people like me
• Will I be able to handle the workload and meet important deadlines
• Will I have help with anything I’m unfamiliar with?

Unless you deal with the negative voices in your head, your first week in a new job could potentially affect your mental wellbeing. You might find yourself feeling more anxious or stressed than usual, your sleep patterns could be disturbed, or you may have moments of crying and feeling like you’re unable to cope with the role or it in with your colleagues. New job anxiety is not uncommon and there are ways to help.

Tips for coping with your first week in a new job

1. Remember back to when you previously started a new job and look at how you gradually adapted over time. Sometimes it does take a little while to settle in and become familiar with new procedures and new people. However, the longer you stick it out, the easier it becomes.

2. Take regular exercise. This study shows that undertaking physical activity on a regular basis can reduce feelings of anxiety by releasing endorphins, relaxing muscles, and promoting quality sleep.

3. Become familiar with workplace policies and practices. By understanding the culture and ethos of a workplace, you’re more likely to feel secure and supported.

4. Don’t be afraid to ask questions. If you don’t have the confidence initially to ask questions in meetings or group situations, ask your manager, or a colleague who you might have befriended, when they’re on their own. It’s understandable that there are going to be certain aspects of the job that you won’t know or need help with so don’t be afraid to ask.

5. Make a good impression. Dress appropriately, arrive at work on time and having a friendly demeanour. These are things that will help you to create a good first impression which, in turn, will help you to build good working relationships both with management and co-workers.

6. Be enthusiastic. While it can be frowned upon by colleagues if you seem overly keen to impress your boss, showing just the right amount of enthusiasm along with a good work ethic can earn you a lot of respect. If you’re respected at work, your first week will be less daunting.

7. Make notes. Whenever you’re being shown something new at work, keep notes about the processes to help you remember. Although you shouldn’t be afraid of asking for help, asking about the same thing multiple times could become frustrating to the person trying to help you.

8. Muck in! If everyone in the workplace shares the responsibility of doing the drink runs, washing up in the kitchen, or answering phone enquiries, for example, make sure you help out to maintain a harmonious environment.

Mastering collaboration as an introvert

For an introvert, the mere thought of teamwork can be their worst nightmare. According to psychologist Carl Jung, introverts turn to their internal thoughts to restore their mental wellbeing. But there are many personality traits and characteristics that an introvert might possess, such as:

• Focusing on their inner thoughts
• Dislike of large groups of people
• Reflective
• Prefer peace and quiet to concentrate
• Feeling drained and tired after spending time with groups of people
• Like spending time alone
• Being shy around other people

It can be extremely daunting for an introvert working in an environment where there are lots of people and their job requires them to collaborate and attend meetings. These kinds of social situations can create negative emotions, including nervousness, a sense of failure, overwhelm, and fear, which can lead to anxiety, stress and depression in the long term.

So how can introverts overcome the daily challenges of a bustling work environment where regular meetings are structured for collaboration and extroverts?

1. Spend time reading through papers or meeting agendas prior to the event and brainstorm while you’re alone. This will take some of the pressure off when you’re in a group of people and you’re suddenly expected to come up with ideas. Doing the legwork beforehand and planning in advance can ease some of the pressure. 
2. Practise speaking up in groups of people and over time it will get easier. Maybe write a few points down before the meeting and aim to communicate at least one of the points. Gradually increase the number of points you raise. This is a great way to become more confident in your communication.
3. Ask your manager if you can have some time following back-to-back or lengthy meetings so that you are able to spend time alone and recharge your batteries.
4. Whenever possible, request one-on-one meetings or smaller team sessions with only those colleagues that are absolutely needed.
5. Flexible and remote working is more widely accepted now so if your job allows, work from home and collaborate online instead. 
6. Request that larger group meetings operate a round robin system so that everyone gets their chance to speak, this means you won’t have to try and talk over people to be heard.

Finally, remember that we all have different personality types and although introverts might struggle more with communicating in large groups, they have other skills that are equally as important when it comes to collaboration. According to a study published by Harvard Business Review, introverts very often make great leaders because of their ability to listen, build positive relationships and empathise deeply. These skills should be cherished because they could help introverts become highly successful in their field.