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Operational Performance

By Madison Hanscom, PhD Changing how we think can have a profound impact on our life at home and work. Growth mindset is the notion that who we are as a person (e.g., our character, abilities, intelligence) is malleable and capable of being developed with effort. At the opposite end of the spectrum is a fixed mindset, which describes when an individual feels their talents and abilities are predetermined and not flexible. Those with a more fixed mindset might feel some people “have it” and others “don’t”. Research on this topic began in education, where it was observed that students with

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By Josh Williams, Ph.D. Leaders need to get more input from employees before making decisions that impact safety. Also, leaders need to share the “why” behind safety efforts instead of simply implementing top-down mandates. When new rules are communicated, people may have legitimate concerns and questions about why the new policy is needed. Taking time to address the underlying reasons for the change increases the probability employees will follow these procedures even when no one’s looking. Many employees lament that some identified concerns aren’t dealt with quickly or are swept under the rug. This creates safety problems and bolsters perceptions that “they don’t

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By Madison Hanscom, PhD Growth mindset is the notion that who we are as a person (e.g., our character, abilities, intelligence) is malleable and capable of being developed with effort. At the opposite end of the spectrum is a fixed mindset, which describes when an individual feels their talents and abilities are predetermined and not flexible. Those with a more fixed mindset might feel some people “have it” and others “don’t”. Research on this topic began in education, where it was observed that students with a growth mindset approached difficulty as a challenge, and they were more likely to persevere with

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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, Ph.D. A team of researchers recruited 1135 participants to take place in a study that collected information on their work experiences during the COVID-19 pandemic over time. The data collection began in April of 2020 and will continue to run for 6 months. Initial findings were recently shared by the researchers (1). Among many results, the researchers uncovered that managers are feeling uncertain about employee motivation in a remote work setting — 41% of managers agreed with the statement “I am skeptical as to whether remote workers can stay motivated in the long term” and 17% were unsure. This

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By Madison Hanscom, PhD Social media is everywhere. Good luck finding someone who doesn’t spend time on Twitter, Facebook, Instagram, TikTok, Snapchat, YouTube — you name it. But how does this impact our wellbeing? This is becoming a very important question. With more people social distancing and working remotely, many individuals are turning to social media for entertainment. Some researchers conducted a study to help us learn more (1). They randomly assigned young adults to one of two groups. The first group was a control group, so these participants were asked not to change anything. The second group was the experimental group, and

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