Let’s start off on the right foot

“There’s no master plan! I’m just going to be me and hope it all works out!” –Britney Spears

The skinny

The one Zoom, we all Zoom rule may be the only way to make hybrid work, work.

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What’s that?

It’s the middle ground, my friend. Hybrid work has revealed a lot of…let’s say, hiccups and process holes for those going into the office vs. those who prefer working remotely.

Like what?

Well, if a meeting is taking place and some people are in a conference room together while others join via video, there can be some awkward turtle moments like the people in the room talking over the talking heads on the screen. People getting muted when they talk, etc. Essentially a clusterfudge of a lot of people not feeling heard or valued.

So, everyone Zooms?

Exactly, that’s one way to create equality and harmony in a hybrid workforce. When there is a meeting with a remote employee, all workers (even the ones in the office) use video. A hybrid workplace takes a lot more forethought than many people…thought.  

But it’s flexibility, baby!

Right you are. Which, as we all know, is one of the hottest/most valued benefits right now. But the hybrid work model could negatively affect some employees who opt into fully remote work. Like women and underrepresented racial/ethnic populations.  

What about the office space tho?

Great point. For many employers, lux spaces occupied by just a handful of stalwarts have come to represent the real costs of ambiguity.  

Wow, that’s deep.

Truly underwater. But you know what? Hardship and confusion during a new phase of work is to be expected, communicated, and embraced.  

Embrace the chaos?

Exactly. Not to be The Joker, but think about the Stockdale Paradox.

The huh?

The Stockdale Paradox—along with its companion concept, Confront the Brutal Facts—is basically about how productive change begins when you confront brutal facts. You can and will prevail in the end, no matter the difficulties.

So…embrace hybrid difficulties?

A+. The organizations that communicate the complexities, tell the truth about difficulties, and figure out a personalized solution that fits their workforce will prevail (cue Daniel Day Lewis Hair flowing).

Date with data: 34% of men with children received promotions while working remotely, compared to just 9% of women with children.

Double date: 68% of women prefer their jobs to stay remote.

Totes Quotes: “The companies that accepted that this is going to be difficult and communicated that clearly to their teams, they’re going to thrive. There’s no more hoping for Christmas, hoping for Easter. Let’s just accept this will be hard.” —Mr. Sullivan, CEO, Velocity Group

The skinny

A recent survey revealed that 59% of employees said their colleagues were more rude compared to pre-pandemic times.

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How rude!

I know. Dealing with rudeness is annoying since this week has had so many wins!  

So, what’s going on?

Seems like working remotely makes it easier to let the rudeness flag fly.  

I have one of those…

We all do, for sure. Some people’s flags are bigger than others, but it’s important to note that rudeness isn’t just uncomfortable in the moment, but can actually have severe negative effects on overall culture, retention, and productivity.  

That’s not good.

No. In fact, a recent survey found that workplace incivility is more damaging than previously thought. And rudeness goes way beyond angry/annoyed outbursts, but also includes small slights or snubs.  

But what if you didn’t mean it?

Sure, many people who are being rude don’t recognize it. That being said, it’s important to meet rudeness head-on and communicate directly. Talk about why you think something was rude or go to a manager or leader. It can be best in these situations to have a third-party mediator.  

But why is rudeness up?

Some people are feeling frazzled. It’s close to the holidays after all, and many people are feeling the burn of burnout. Encourage employees to take breaks if they feel agitated or stressed. Sometimes that can be the ticket to stopping rudeness before it starts.

Further reading: How to be more mindful at work.  

Date with data: 4/5 workers find it difficult to focus on work after having an experience with rudeness.

The skinny

Understanding the symptoms can help you tell the difference between being exhausted to being burned out.

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Hahahahahelp.

Having a long week? You might be justifiably exhausted from having “one of those weeks,” but there are a couple of things to watch out for that won’t be cured by a Netflix and chill session.  

Like what?

A consistent lack of motivation and a lack of resilience to name a few.  

Resilience?

Yes. Resilience is your ability to get over a setback and get back on track. Obviously, we’re not all perfect and will experience a failure, bad news, or criticism that will bring us down

I feel that.

Yes, but for how long? If you find yourself feeling sad or angry for a few days, or even a week after something bad at work happened, your resilience tank is on E.  

Any other signs?

The inability to make decisions is also a symptom of burnout. To make a decision, we have to do some pretty difficult cognitive work. Weighing costs/benefits of something and imagining how one path is better than the other. Burnout can make it hard to concentrate, thus, making decisions feel impossible. 

Depressing.

Actually, no. Although burnout and depression have a lot in common, they are very different and should be treated differently. Burnout can be “cured” by taking some time off, disconnecting from tech, and reconnecting to colleagues and purpose.

Or changing jobs.

Well. Sure. Changing jobs can help burnout by alleviating some issues brought on by toxic workplace culture. However, deep-seated burnout can come creeping back even at a new role. If this is the case, you need to think about the root cause for why you’re not feeling connected to work (maybe it’s the industry?).

Further reading: How to find a therapist for the first time.  

Totes quotes: “I see resilience as a much more comprehensive way of addressing stress by being prepared ahead of anticipated or potential stress. This approach to resilience means that we are armoring and vaccinating ourselves against challenges so that they are actually easier and more manageable.” –Richard Citrin, author of The Resilience Advantage.

Now a break from the news… 40 ways to relax in 5 minutes.

Compliance Corner DOJ says it’s too soon to rule on permanent injunction sought for COVID-19 vaccines.

Here’s something to…

• Consider: HR shares insights on adapting.
• Read: An untapped resource: military spouses.
• Take note: How to talk to family members about politics.
• Think about: the .005%. 
• Cook: Tgiving trends.

AE Retreat

Own your break.