Occupational Wellbeing

Hybrid Working Lingo: The Top 5 Buzzwords You Need to Know

December 7, 2022
The Wellness Tribe

In the era of hybrid working, several buzzwords have become increasingly important to understand. These terms can help us navigate the changing landscape of work and communicate effectively about the ways in which we are working. 

In this article, we will discuss five of the most important buzzwords in the hybrid working era: Frolleagues, distributed teams, asynchronous communication, Proximity Bias, and Productivity Paranoia.

Frolleagues

Frolleagues : Hybrid Working Lingo - Top 5 buzzwords you need to know
Photo by Microsoft 365 on Unsplash

Frolleagues are individuals who are both colleagues and friends, and the frolleague relationship can begin as a professional one and then evolve into a friendship. It is common for people who work together to form close bonds and friendships, especially if they spend a lot of time together and have shared experiences.

It is essential to recognise that different people may have different boundaries around their work relationships, and it is important to respect those boundaries. It is also important to be mindful of the potential risks or challenges that can arise when mixing professional and personal relationships and to communicate openly and honestly with frolleagues about expectations and boundaries.

If you are an introvert struggling to socialize here's our guide of : Social Networking When You Hate It - An Introvert's Guide

Distributed Teams

A distributed team is a group of individuals who work together but are not physically located in the same place. This type of team is common in the era of hybrid working, as it allows for a mix of remote and in-office work. With distributed teams, it is important to establish clear communication channels and set expectations for collaboration and communication.

Asynchronous Communication

Asynchronous communication is a term used to describe forms of communication that do not require all parties to be present simultaneously. This can include emails, instant messaging, and other forms of written communication. In the era of hybrid working, asynchronous communication is important for allowing team members to collaborate and communicate effectively, even when they are not all in the exact location.

Proximity Bias

Proximity bias refers to the tendency to favour or give preferential treatment to individuals who are physically present or close to themselves. This bias can manifest in various ways in the workplace, such as providing more opportunities or attention to employees who are physically present in the office or overlooking the contributions or needs of remote workers.

Proximity bias can harm employees working remotely or not physically present in the office, as it may lead to a lack of equal opportunities or recognition for their contributions. It can also negatively impact team dynamics and morale, as it may create a sense of unfairness or inequality among team members.

Productivity Paranoia

Productivity paranoia: Hybrid working lingo: top 5 buzzwords you need to know
Photo by Dasha Yukhymyuk on Unsplash

Productivity paranoia refers to the anxiety or stress individuals may feel around their ability to be productive, especially in the modern workplace. This anxiety may be fueled by societal or cultural pressures to be constantly productive and achieve high levels of success, as well as by a lack of work-life balance or a lack of support from employers or colleagues.

In the era of hybrid working, productivity paranoia may be exacerbated by the challenges of working remotely, such as the blurring of boundaries between work and home life or the need to juggle multiple responsibilities. It may also be fueled by the fear of not being seen as a valuable contributor to the team or organisation or by the fear of being left behind in an increasingly competitive job market.

Closing Words

In conclusion, as a corporate wellness company, we always stay attuned to the buzzwords and trends shaping the modern workplace, especially in the era of hybrid work. However, by understanding the terms, we can better support the health and well-being of employees as they navigate this new way of working.

It is also crucial for us to recognise the potential challenges and risks that may arise in a hybrid work environment, such as productivity paranoia and proximity bias. By addressing these issues and promoting inclusivity and equity, we can create a healthy and supportive workplace for all employees, regardless of their physical location. Overall, the era of hybrid work presents both opportunities and challenges. By staying informed and proactive, we can continue to support the well-being of employees in this evolving landscape.

Workplace Anxiety

FoMO No Mo' - Conquer Work Anxiety and Reclaim Your Peace

August 5, 2024
Nitesh

Picture this: You're at your desk, trying to focus on a task, but your phone keeps buzzing with notifications. Your inbox is overflowing with emails, and you're constantly worried about missing out on important information or updates. You feel a knot in your stomach, your heart races, and you can't seem to shake the feeling that you're always one step behind. This, my friend, is the fear of missing out (FoMO) rearing its ugly head in the workplace.

In India's bustling corporate scene, where we're always connected and work seems to blend into our personal lives, FoMO has become a silent epidemic. It's no longer just about missing out on social events or the latest trends; it's about the constant anxiety of not being in the loop at work. And this can wreak havoc on our mental health and productivity.

The FoMO Effect: From Stress to Burnout

Let's take a deeper look into what happens in our brains and bodies when FoMO strikes. It's not just a feeling – it's a cascade of physiological responses triggered by our primal fear of being left out.

Imagine this: You see a notification pop up on your phone, and your heart starts racing. Your brain releases a surge of cortisol, the stress hormone, preparing you for a fight-or-flight response. But in the digital age, there's no real threat to fight or flee from. Instead, this stress response becomes chronic, wearing down your resilience and leading to exhaustion.

Studies have shown that FoMO is linked to increased activity in the amygdala, the part of the brain responsible for processing emotions, particularly fear and anxiety. This constant state of heightened emotional arousal can deplete your mental and physical energy, making it harder to focus, make decisions, and cope with everyday challenges.

Furthermore, FoMO can disrupt your sleep patterns. The blue light emitted from screens suppresses melatonin, the hormone that regulates sleep, making it difficult to fall asleep and stay asleep. Sleep deprivation further exacerbates stress and anxiety, creating a vicious cycle that can be difficult to break.

Over time, the cumulative effects of FoMO can lead to burnout – a state of emotional, physical, and mental exhaustion caused by prolonged or excessive stress. When you're burnt out, you feel overwhelmed, detached from your work, and unable to function effectively.

The science is clear: FoMO is not just a passing feeling; it's a serious threat to your well-being. But by understanding the underlying mechanisms and taking proactive steps to manage it, you can break free from its grip and reclaim your mental and physical health.

Breaking Free from the FoMO Trap

The good news is that we can break free from the FoMO trap. It starts with recognizing that it's okay to disconnect, to not be available 24/7, and to prioritize your mental health. But let's go beyond the usual advice. Here are some unconventional tips to help you regain control:

  • Embrace the JOMO: Instead of fearing missing out, cultivate the joy of missing out (JOMO). Celebrate the moments when you choose to disconnect and focus on what truly matters to you. Savor the quiet, indulge in a hobby, or simply spend quality time with loved ones.
  • Practice the "One Tab Rule": Limit yourself to one browser tab open at a time. This forces you to focus on the task at hand and resist the temptation to multitask or get sidetracked by notifications.
  • Create a "Do Not Disturb" Ritual: Designate a specific time each day or week as your "Do Not Disturb" period. During this time, turn off all notifications, put your phone away, and focus on deep work or relaxation.
  • Unsubscribe and Unfollow: Declutter your digital life by unsubscribing from unnecessary email lists and unfollowing social media accounts that trigger your FoMO.
  • Cultivate a "Growth Mindset": Instead of comparing yourself to others and feeling inadequate, focus on your own growth and development. Celebrate your achievements, no matter how small, and learn from your mistakes.
  • Practice Gratitude: Take time each day to reflect on the things you're grateful for. This can shift your focus away from what you're missing out on and towards the abundance in your life.
  • Seek Support: If you're struggling to manage FoMO on your own, don't hesitate to seek support from a therapist or counselor. They can provide you with tools and strategies to cope with anxiety and develop healthier coping mechanisms.

Remember, breaking free from FoMO is a journey, not a destination. It takes time and effort to change ingrained habits and thought patterns. Be patient with yourself, celebrate your progress, and don't be afraid to experiment with different strategies until you find what works best for you.

Creating a FoMO-Free Workplace

Organizations also have a crucial role to play in combating FoMO. By fostering a culture that values work-life balance, encourages open communication, and prioritizes mental well-being, they can create a workplace where employees feel supported and empowered to thrive. Here are some innovative strategies to consider:

  • "No Meeting Wednesdays": Designate one day a week as a "No Meeting Day." This allows employees to focus on deep work, catch up on tasks, and recharge without the constant interruptions of meetings.
  • "Email-Free Fridays": Encourage employees to refrain from sending internal emails on Fridays. This promotes more direct communication and collaboration and reduces the anxiety of overflowing inboxes.
  • "Mindfulness Mondays": Start the week with a guided mindfulness session or encourage employees to take a few minutes each Monday morning to set intentions and prioritize their well-being.
  • "Flexible Fridays": Allow employees to choose how they spend a portion of their Friday afternoons. They could use this time for professional development, personal projects, or simply to relax and recharge.
  • "Reverse Mentoring": Pair senior employees with younger colleagues to exchange knowledge and perspectives. This helps bridge generational gaps and fosters a sense of belonging and connection.
  • "Well-being Ambassadors": Appoint employees as "Well-being Ambassadors" to champion mental health initiatives, organize wellness activities, and create a supportive environment for their colleagues.
  • "Tech-Free Zones": Designate certain areas in the workplace as tech-free zones where employees can disconnect and engage in face-to-face interactions.
  • "Gamification": Incorporate elements of gamification into work processes to make them more engaging and fun. This can help reduce stress and increase motivation.

Remember: Creating a FoMO-free workplace requires a commitment to ongoing learning and adaptation. It's about fostering a culture where employees feel valued, supported, and empowered to prioritize their well-being. By implementing these innovative strategies and encouraging open communication, organizations can create a workplace where everyone can thrive without the constant fear of missing out.

HR Report

Gartner Report Unveils 2024's Top 5 HR Priorities

November 1, 2023
Nitesh Padghan

As we step into 2024, the corporate world is not just evolving; it's transforming at a pace like never before. For HR leaders, this means navigating through a maze of new challenges and opportunities. 

Based on Gartner's extensive survey of over 500 HR leaders across diverse industries and countries, we've pinpointed the top five priorities for HR in 2024. These aren't just trends; they're the signposts guiding HR professionals through a landscape that's changing under our feet. 

From redefining leadership roles to embracing cutting-edge HR technology, these priorities are reshaping the way we think about work, culture, and employee engagement. Let's dive into each of these priorities, understanding their nuances and the strategies to address them effectively.

A New Era of Leadership

In the realm of HR, the development of leaders and managers is paramount. Gartner's survey reveals a startling 73% of HR leaders believe their leaders and managers aren't equipped for change. This is a big deal. Why? Because change is the only constant in today's business world. The solution isn't more training; it's about rethinking the role itself.

First, let's talk about resetting expectations. It's about empowering managers to focus on what they do best – leading and developing their teams. This means less time on admin and more on people. 

Next, we need to rewire habits. Good management isn't just about skills; it's about daily habits that build a strong team culture. Finally, rebuilding the manager pipeline is crucial. This means giving potential managers a real taste of the role, letting them decide if it's right for them. It's about making the role fit the person, not the other way around.

Building Connected Cultures Remotely

Organizational culture is next on the list. It's about how people feel at work. Do they feel connected? Do they believe in what they're doing? In a hybrid world, this is tougher than ever. Gartner points out that 47% of HR leaders are struggling with this in the new work environment.

The key here is intentionality. Culture doesn't just happen; it's built. It's about aligning everyone with the company's vision and values. Then, there's connectedness. In a world where remote work is common, creating a sense of belonging is crucial. 

This means more than just virtual happy hours. It's about meaningful interactions that build a community. Lastly, microcultures in teams can make a big difference. Each team has its own vibe, and nurturing this can strengthen the overall culture.

The HR Tech Transformation

HR technology is a big talking point. With 56% of HR leaders saying their current tech doesn't meet their needs, it's clear there's a gap. The future is about AI and advanced tech, but only 22% of HR leaders are actively engaged in this conversation. That's a problem.

First, understanding the tech landscape is crucial. What's out there? What fits our needs? Then, it's about readiness. Is our workforce ready for this tech? Do they have the skills to use it effectively? 

Lastly, ethics and risks can't be ignored. With any new tech, especially AI, understanding the ethical implications is key. We need to ask the tough questions before diving in.

Leading Through Transition

Change management is all about helping people adapt. But here's the thing: 82% of HR leaders say their managers aren't equipped for this. Employees are feeling the strain, with many reporting lower trust and engagement levels.

The solution? It's a threefold approach. First, communicate. People need to understand what's changing and why. Second, quality training is non-negotiable. People need the right tools to adapt. Finally, managing fatigue is crucial. Change is exhausting, and acknowledging this is the first step to helping employees cope.

Redefining Growth in the Workplace

Lastly, we have career management and internal mobility. The stats are worrying – 66% of HR leaders think their company's career paths aren't compelling. This is about giving employees a roadmap for their future in the company.

First, it's about moving away from rigid career paths. The future is fluid, and career paths should be too. Next, it's about aligning roles with experiences, not just job titles. 

This means thinking about what skills and experiences employees gain in each role. Finally, it's about support. Employees need guidance and tools to navigate their career journey within the company.

Final Thoughts

In wrapping up, it's clear that the HR landscape in 2024 is about much more than policies and payroll. It's about leading through change, building cultures that thrive in hybrid environments, leveraging technology smartly, managing change compassionately, and carving out dynamic career paths for employees. 

By addressing these priorities, HR leaders can not only navigate the complexities of the modern workplace but also shape it into an environment where both the organization and its people can flourish. The future of work is here, and it's time for HR to lead the charge, turning challenges into opportunities for growth, innovation, and lasting success.

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