After decades of office nine-to-fives, more and more of us have become aware of just how important a good work-life balance is. And it’s not just for the employees. Employers are also set to benefit from this workplace culture shift. The modern workplace is all about employee experience. That’s because employee flexibility and employee satisfaction are the catalysts for so many other brilliant outcomes (we’ll get to that in just a bit). More and more businesses have woken up to the importance of job satisfaction, and it’s fast becoming a key criterion for job seekers the world over.  Workplace flexibility is an increasingly common phenomenon in which employees are given the opportunity to do their job in a way that suits their lifestyle and responsibilities.  In other words, it is the antidote to the nine-to-five and an essential part of any modern company’s culture. A flexible workplace realizes that how and when their employees work best will vary depending on their individual circumstances. The important thing is that work gets done well, not that it gets done in a prescribed timeframe or environment. Read more

Flexible work is no longer something for only gig workers or freelancers—many “traditional” employers are offering flexible schedules to their employees as well. As an employer, you might be hesitant to offer flexible scheduling to your staff. After all, aren’t they the only ones who benefit? While it’s true that employees benefit from flexible schedules, smart employers know that offering flexible schedules benefits them, too. From being a green company to having an edge in recruitment and improving diversity, the benefits of flexible work for companies can help your business stay ahead of the competition. The easiest way to define workplace flexibility is to think of it as an agreement between employer and employee. The agreement usually consists of three components. Employees can: Choose where they work from Create a work schedule that works best for them Schedule their work day however they want As an employer, you may think that this sounds like a freelancer schedule. And, freelancing is, indeed, one category of flexible work. However, flexible work can also include: Part-time work Fully remote teams Work-from-anywhere arrangements Compressed work weeks (working 40 hours over four days instead of five) Read more

Henderson et al. (2019) define feedback as “a process in which learners make sense of information about their performance and use it to enhance the quality of their work or learning strategies.” (p. 1402). Applying this definition in the organizational setting, we can conceptualize feedback as the process by which an employee or volunteer gets information about their effectiveness or performance that they can use to make necessary adjustments or improvements in their work. This information is often provided by a manager or supervisor, implying the need for organizational leaders to provide appropriate and effective feedback to their employees and volunteers. Read more

We are continually receiving and giving feedback, both explicitly through oral and written language, and implicitly through gestures and tone of voice. It is important to distinguish feedback from evaluation. Feedback is a formative assessment tool that uses descriptive, constructive, and nonjudgmental language. Evaluation is a summative assessment tool that judges outcomes and allows for comparison against a standard of performance. Providing iterative feedback is preferable as this provides the recipients the opportunity to improve before participating in the next activity and before a formal evaluation. Effective feedback is achieved by establishing a positive interpersonal relationship between the person(s) providing feedback and the recipient(s) as this creates an environment that fosters development. Read more

When constructive feedback is given and received in the right way it can help people thrive both professionally and emotionally. For some people when they hear the word feedback, negative connotations will often come to mind but giving or receiving feedback does not need to be a daunting experience. Furthermore, having a feedback rich culture encourages an open and collaborative working environment. We asked Abbie Morris, Director of Organisational Development APAC for her thoughts and key points to consider within the feedback process. Giving constructive feedback at work – what do you need to consider? “Feedback delivered well builds connection, strengthens relationships, and creates a trusting work environment” says Morris. Whilst giving constructive feedback can sometimes be an uncomfortable experience. Morris suggests “a little bit of preparation can go a long way and drawing on specific examples to support the feedback you are giving will also help”. It is also important to engage the individual to participate in the feedback discussion so it is an open dialogue and they can share too. “Remember, feedback in its truest form is the ability to have an open conversation with someone” says Morris. Read more

It is a crucial aspect of workplace ethics that helps individuals grow professionally and personally. It’s the art of offering constructive criticism without hurting someone’s feelings or causing conflict at work. At times, giving or receiving feedback in the right manner can be challenging. In the workplace, the response is a vital aspect of communication. It refers to the exchange of information between colleagues or managers to provide constructive criticism, identify improvement areas, and acknowledge successes. Giving and receiving this response is essential to employee development, performance improvement, and personal growth. However, navigating it can also be challenging, as it involves potentially sensitive topics and emotions. But with practice and patience, you can master this art and positively impact your colleagues’ lives while keeping a healthy work environment intact. This blog post will delve into effectively giving and receiving workplace feedback. So, let’s get started! Read more

My name is Luis Rojas, and I am the Head of Data, Digital & Technology (DD&T) for Corporate Functions at Takeda. I am especially passionate about giving and receiving feedback. Why? Because feedback can make a significant difference in someone's life, as I learned from a challenging experience early in my career. Let me tell you what happened. When I was a first-time manager, I had a team of six people reporting to me. One of them, let’s call him Johan, was much older and more tenured than I was at the time. Johan was a hard-working and reliable employee, but he had a problem: he had a strong body odor that made it unpleasant to be around him. In fact, it got so bad that my team told me they did not want to hold staff meetings on Fridays because they had to sit next to Johan for an hour. I knew I had to do something but I was afraid of hurting Johan's feelings or making him angry. And frankly, I did not know how to approach the conversation. Read more

Hard conversations are pretty much what they sound like. But, sometimes having a difficult discussion’s the difference between being unhappy and getting what you want. So while initiating one in the workplace isn’t fun, you could stand to gain respect, a promotion, or extra income—all good things. Emerging from the conversation unscathed comes down to three smart moves. First, never go into a difficult conversation unprepared. Think long and hard about what, exactly, you want to accomplish and how you want to use your energy. As my mother used to say, “Pick your battles.” Use your resources to address significant misunderstandings or problems professionally and thoroughly, letting the small stuff go. Read more

We all know that job satisfaction often hinges on the quality of the relationships we have with our bosses. Yet in today’s rapidly evolving, 24/7 workplaces, it’s not always clear what managers should do to create the most satisfying work experiences and the happiest employees. My research into the world’s most successful bosses has unearthed some common practices that make work much more meaningful and enjoyable. If you supervise others, make sure you do the following: Manage individuals, not teams. When you’re under pressure, it’s easy to forget that employees are unique individuals, with varying interests, abilities, goals, and styles of learning. But it’s important to customize your interactions with them. Ensure you understand what makes them tick. Be available and accessible for one-on-one conversations. Deliver lessons cued to individual developmental needs. And when it comes to promotion, look past rigid competency models and career ladders for growth opportunities tailored to the ambitions, talents, and capacities of each person. Read more

Addressing challenging discussions at work is rarely enjoyable, but it’s something we all encounter sooner or later. These conversations have a big impact on how we get along with our colleagues and the general vibe at work. Recognising the importance of these conversations is the first step in transforming conflicts into opportunities for growth. In this article, discover helpful tips on how to manage these difficult conversations at work. Read more

We’ve all been there – that moment when you need to have a heart-to-heart with your boss, but the idea of it makes your tongue swell and your palms sweaty. Whether it’s asking for a well-deserved raise or addressing a conflict with a colleague, having difficult discussions at work is a skill we could all stand to sharpen from time to time. Let’s be real, uncomfortable conversations are a part of professional life. Instead of avoiding them, embrace the awkwardness. We often get caught up in how we anticipate the other party will respond and most of our hesitation is based on what we think might happen. Whatever the topic of the conversation, you have two responsibilities: to communicate clearly and to remain professional. Get comfortable being uncomfortable and think of it as a chance to develop your communication skills. The more you practice, the better you’ll become and the less you’ll sweat these interactions. Read more

Mastering the art of difficult conversations has become an indispensable skill for leaders and employees alike. Whether it's navigating conflicts, delivering constructive feedback, or discussing sensitive topics, the ability to handle tough conversations with grace and effectiveness can significantly impact team dynamics, employee satisfaction, and organizational success. Working through the discomfort of difficult conversations is so crucial to both personal and organizational success that universities are starting to provide space to roleplay tricky and often dreaded work situations (1) and for students to become familiar with and apply many of the communication principles we cover in this article. Read more