Conall

Culture Change

By Madison Hanscom, Ph.D. Feedback is one of the most important resources at work. It can be used to energize people, fuel their growth, guide them in the right direction, inform future behavior, clarify expectations, and help them to attain goals. Thus, it is central to motivation, performance, and even workplace safety (1,2). As the world is embracing remote work more than ever, many fear this will be associated with a lack of feedback when compared to the typical face-to-face workplace. This is a reasonable concern! A great deal of informal feedback is exchanged within an office environment. For instance, you might

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By Madison Hanscom, PhD What does the proverb “give a man a fish and you feed him for a day; teach a man to fish and you feed him for a lifetime” have to do with being a great leader? In short, it allows followers to be more self-reliant. As a result, employees will enjoy more autonomy in their job, potentially experience more meaning in their work, and it allows the leader to find better balance in their own time. When employees run into obstacles, you don’t want them coming to you at every single bump in the road — but you

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By Madison Hanscom, PhD Attitudes influence behavior. There are a host of reasons why justice perceptions should be of concern to companies. They influence the employee experience, the brand, the reputation of the company, and the customer experience. Justice perceptions are also related to important organizational outcomes like job satisfaction, organizational commitment, job performance, citizenship behavior, trust, turnover intentions, health and stress (1,2). This begs the question — Researchers were interested in this question. In order to examine these relationships, they collected data from over 300 mine and factory workers (e.g., textiles, food processing, breweries, timber and sawmill plants) (3). The researchers were interested

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By Madison Hanscom, PhD When it comes to doing the job well, people need to know what is expected of them. Ambiguity can be a very stressful experience, and a great deal of individuals are in a working situation where they would like to know precisely what they should do to be considered a high performer. Unfortunately, for those working in remote positions, this is particularly difficult. A team of researchers recruited 1135 participants to take place in a study that collects information on their work experiences during the COVID-19 pandemic over time. The data collection began in April of 2020 and

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By Madison Hanscom, PhD Let’s say you are about to start your workday. Imagine two scenarios: • A day in which you will be doing the same task repeatedly for 8 hours• A day in which you will rotate between a variety of tasks for 8 hours Which would you prefer? Although it feels great to get really good at a particular task, over time this can take a toll on motivation. Research has shown that individuals with variety in their work tasks are more satisfied with their jobs (1). Repetitive tasks with little variation can also contribute to complacency and attentional issues,

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By Madison Hanscom, PhD The extent to which individuals can “bounce back” to how things were pre-crisis describes their resiliency. It is beneficial to have a workforce of resilient employees who can recover quickly from difficult times. Not only is this better for the company (e.g., financially), it is better for the people (e.g., psychologically). We often place onus on the individual to be resilient. We might think, “they just need to get over it”. But researchers have shown that others in our environment can have an impact on our resiliency, and this includes leadership. After or during a hard event, employees

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