The well-being – of ourselves, our companies, and our colleagues is a theme that’s dominating the headlines these days.  The overarching message all include is a simple one: it’s time to be proactive. If we’re hoping to keep ourselves and others engaged and motivated even as many areas of the world experience another round of lockdowns, it’s going to take an effort.

Decide to THRIVE 

This week featured multiple headlines like this one from the Harvard Business Review  – How to Thrive When Everything Feels Terrible.  Maintaining your even keel and a positive outlook – and helping those around you do the same – is important at this moment, when so many of the headlines are still negative.

According to the article, there is a way to counter those effects.

“It’s called thriving — the psychological state in which people experience a sense of both vitality and learning. Thriving individuals are growing, developing, and energized rather than feeling stagnated or depleted.”

Getting oneself into the state of thriving doesn’t just happen. To get there, one needs to be deliberate and proactive.  The article outlines what it takes to get there, which includes:

  • Avoiding negativity. Stop doom scrolling!
  • Be mindful of what you’re thinking and saying. Challenge yourself to take a more measured approach, rather than giving in to hyperbole.
  • Adopt a neutral mindset. Focus on being non-judgemental, and non-reactive.  Instead, be proactive, and focus on what you can control.

In fact, earlier this week, we published an article that’s full of ideas for keeping the spirits of yourself and those around you high. You can incorporate some of those ideas into your larger plan to thrive!

The one question you should ask your employees 

How can you create a great corporate culture? It’s a question many ask.  A new book by Home Depot co-founder Arthur Blank titled “Good Company” offers an expansive answer. A review of the book by Inc. highlights the one question Blake says you can use to judge the value of your company culture.

“Ultimately, Blank says, you can judge the value of your culture by asking your associates “Is this organization worthy of your life?” Because it’s a question they will be asking themselves, particularly younger employers–the ones with the most growth potential. “If the answer is yes,” says Blank, “it’s an indication that the company’s culture is thriving, and that employees feel confident in making the best decisions for both the customers and company.”

Employee engagement returns to pre-Covid levels 

According to Gallup, employee engagement levels in the US have returned to pre-Covid levels after a wild summer that saw engagement scores vary widely – far from the norm.

“Employee engagement has been a steady metric without sharp ups and downs since Gallup began tracking it in 2000 — with the exception of 2020. This year, engagement levels have fluctuated more than ever before,” the company reported this week.

It’s important to note that “pre-Covid levels” of employee engagement are measurably lower than what we’ve seen for the majority of this year. (We’ve observed the same trends in our own aggregate data.)

What does this mean for business owners? It means that engagement is waning even as the going is once again becoming more difficult. Now is the time to be proactive in your engagement with employees.  This article on reducing employee turnover rates includes actions leaders can take to quickly improve morale and engagement.