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Posted by on Sep 15, 2013 in Culture, Featured, Leadership | 2 comments

The Case for Workplace Optimism

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You certainly don’t need to be reminded of the trouble our organizations are in these days. Let’s instead shift our focus to what managers can do to counter the dark cloud hanging around too many workplaces.

It’s time managers take matters into their own hands and bring optimism to the work environment influencing their teams’ performance. But what is workplace optimism? Is it happiness? Is it viewing the world through the proverbial rose-tinted glasses? I suppose for some it could be. However, that is not what I’m advocating.

Workplace optimism is a dimension of the company or team’s culture. For this post, we’ll focus on workplace optimism at the team level. Using Dov Seidman’s “Five How’s of Culture” framework, workplace optimism is a cultural dimension of “How we relate” to one another and our work.

What Is Workplace Optimism

Workplace optimism facilitates stronger relationships within the context of an encouraging work environment that is viewed positively by employees and management. A dominant belief is that hard work leads to greater possibilities for the employee, the team and even the organization, and its customers. Employees believe they are a contribution and that their work matters.

In short, workplace optimism addresses the absence of hope and possibility in our workplaces today.

Why Does Workplace Optimism Matter?

Whether it’s our frustration with corporate scandals, overpaid executives who deliver underwhelming results, or trends like the emerging skill gap problem in corporations, a constant message of scarcity has depleted employees’ hopes and aspirations – personally and professionally.

While senior managers scurry to address business issues or opportunities that tie neatly to the balance sheets, workforce problems are put aside as “someday projects.” As I mentioned earlier, the dismal mood in our organizations can’t wait for senior managers to do something. I present to all managers a choice: let low engagement scores and poor job satisfaction numbers continue to erode productivity or act now and do something about the problem.

Creating Workplace Optimism

Many management actions are available to begin shifting the team’s culture. But perhaps the most necessary are these three actions:

  • Get clear why you want to shift the culture to be more optimistic. You’ll need to awaken employees lulled to sleep by the monotonous rhythms of fire drills and lack of inspired opportunities. Employees may have turned off reasons to care. They are likely skeptical, apathetic. Be prepared for this. And don’t give up. Your “why” becomes inspiration for you.
  • Identify how you’ll measure progress to a culture of workplace optimism. You need to be clear on behavioral indicators you want to see shift. You also want to target key business outcomes. For example, decrease in sick days used, increased productivity, improved quality work.
  • Gather your team after you’ve done the first two items and explain what you are about to do. Invite them to be part of the solution.

A culture of workplace optimism is one of the most important management and leadership actions you can take today. You have the greatest influence over your team’s performance. Not your CEO or your immediate boss. It’s you. They may not realize it, but employees are waiting for you to make work a place worth investing their time and unleashing their talents to do great works.

This post originally appeared on Talent Culture.

 

Photo courtesy of Hartwig HKD

 

Shawn Murphy

Change Leader | Speaker | Writer Co-founder and Co-CEO of Switch and Shift. Passionately explores the space where business & humanity intersect. Promoter of workplace optimism. Believes work can be a source of joy. Top ranked leadership blogger by Huffington Post.

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  • http://www.frymonkeys.com Alan Kay

    Thanks Shawn. Some folks still think workplace optimism is ‘fluffy’.
    They also used to think that paying attention to the customer was a quaint
    idea. To support them out of their denial you can help them see that there’s a framework for creating and sustaining optimism that will yield immediate and lasting results. It is; 1. What’s working? 2. What needs to be different / better, and 3. What small steps can we take to make progress?

  • David Sanford

    The past couple of months more and more articles and blogs have come out against workplace optimism. Crazy! Thanks for your much-needed and on-target article…

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