Strive not to be a success, but rather to be of value.
Strive not to be a success, but rather to be of value.
As I’ve started writing about what makes people happy at work, I’ve gotten into a lot of conversations around “Do what you love”, “Find Passion in the everyday”, and “Do what drives you.” During a lunch, someone asked me if my issue was capitalism (and it may be) but I do think it is a little more than that. (Although I am for sure trying out the Work Uniform, black pants everyday anyone?) As individuals, the work we do should give us some kind of greater satisfaction. One employee helping people get mortgages could say their role is helping people get money, but another person in the same position may say they’re helping people own the homes they’ll build memories in. Finding purpose can come from the work, and it can also come from how you interpret the work.
To hone in on the importance of purpose, today, I’m going to focus on an NPR article that reports that people with purpose live longer.
Patrick Hill and Nicholas Turiano reviewed the data of 6,000 people in the Midlife in the United States (MIDUS) Study. They found that people who felt they had more purpose and direction in life outlived people who didn’t feel they had purpose or direction. A 15% lower risk of death in fact, no matter what age.
The article is sure to mention that the concept of purpose means different things to different people. Purpose could be defined as having a happy healthy family, making social changes, being pleased with your daily job or creating beautiful works of art for others to enjoy. Patrick Hill refers to purpose as a “compass or lighthouse that provides an overarching aim and direction in day-to-day lives.” Purpose is how you personally define it.
Of course, this is only one study and more research would help fine tune these findings, but it’s still really interesting to think about. I’m going to try to find more information around Purpose, but, at least we know that if we have a reason to get up each day, we’ll probably get up each day for longer!
Hi All! I had a really wonderful brunch this past weekend and we got into the topic of when/how we prefer emails/chats/etc in the workplace. (And in dating, but that’s for a different type of blog 😉 ). It also fell in line with a Monster article that was published last week on how we should communicate on our various platforms. Let me start off to just explain. I hate email. I’m a senior project manager for graphic design and branding firm and the number of emails I receive a day simply lends itself to items being lost in the shuffle of life. I worked out a system for myself, and have worked diligently with my teams as well on some of what I outline below. This way, as a team, we’re all greatly reducing our email overload and our jobs are moving past an email-only world. Now we even understand the value of gasp, getting up and just talking to each other! I wanted to share some of the rules I follow in order to maintain sanity in my day-to-day life.
Email is Good for:
Email is Bad for:
Chat is Good for:
Chat is Bad for:
Phone/In-Person is Good for:
Phone/In-Person is Bad for:
Curious how other people make their lives a little less-email-heavy, but this is what I do!
During Book Club this week, yes, I’m just that nerdy, we got into the conversation about the New Manager Conundrum. I wanted to share some of the conversation that occurred here, without any article back-up, just personal experiences. The members of my book club have all experienced some changeover in management (some of us up to five times at the same job!) and have some strong opinions as to what makes the process smoothest. In other news, we read Americanah by Chimamanda Ngozi Adichie and it was great.
Hope this helps.
Culture is a funny, funky thing. And a lot of articles speak about it as a nebulous force that could make (or break) your company.
Kathryn Jarrell from Xplane wrote a fun article for Medium on 3 Ways Your Organization May Be Misusing the Word Culture, which I’ll share here so we can level set.
To start, as a company, you need to define your organization’s purpose and mission statement. And clearly. This way, your employees know what you stand for as a company. They can begin to act as brand ambassadors, and consider situations through the eyes of your mission statement. Here are some things to keep an eye out for:
1. The first impression culture fit:
The most successful organizations are made up of employees with diverse backgrounds and areas of expertise untied by a strong foundation of similar values
So, just because everyone happens to be 20-years-old and wear hoodies, that’s not necessarily culture. People need time to explore the company and hear from all angles how employees view their mission and company.
2. After hours culture – beers on Thursdays doesn’t explain what your culture is like. It’s more important to know how people interact with each other, how they view success or how work gets done.
3. Can we have some more culture please? – Culture isn’t a packaged deal. In order to have more culture, you have to create it. By employees finding values in the company and sharing them with others, culture is being created. By deciding that as a company you’d like to affect culture, and having open discussions about how to obtain it, you’re already moving towards that.
And to continue: 5 Signs Your Company Culture May Actually Suck, by Chuck Longanecker for Entrepreneur.com covers some indicators as to what may really be happening in your company’s culture. Here are some big to-don’ts:
This was lengthy today, but fun. Culture is everywhere right now in the news, so I’m sure I’ll have more to add, but this was a nice start.
Credits: The Noun Project
If all goes well, and your company encourages check-ins, you just may have an annual or biannual review. These reviews can frequently feel informal, rushed or “not that important.” However, you can use this as an opportunity to not only get comfortable with tooting your own horn, but grab more responsibility along the way.
By coming to this meeting prepared, not only will it help you talk about your own successes, but assist your path within the company. Also, a little hidden tip is to pay it forward: when someone you work with does a great job, be sure to tell their manager just how great they are. This not only will help an employee get recognized, but support a positive work culture.
As we’re talking about things to worry about, or things to fix, there was a fun list of things we should stop doing at work. I’m adding some commentary, too.