How Organizations Work with Thriving Worker Consultant

Organizations are tested these days with so much turmoil in working with personnel. First everyone stayed home and then so many wanted to stay home when it was time to return to the office. While at home, it seems workers developed a different value system.

What was it about the pandemic and all of a sudden everything workers dreamed of in work/life balance becoming a reality. They had the opportunity for lots of free time by eliminating the commute and often working side by side with remote working mates. Often young kids were at home as well.

The Transitioning Mentality

What seemed to morph was the idea that work should be more than surviving. It should be more fulfilling allowing greater growth and more personal time. The step above work/life balance is being called thriving. It is a new description of what worker life should be.

The Organization wants to retain its best workers and would prefer they were dedicated to the Company Mission instead of having one eye on other opportunities. The best way to create loyal workers is to support their need for fulfillment. The organization has to understand what that is and not just throw piece meal perks to bandage the growing worker need for purpose.

The Consultant Helps Create Smooth Transition to More Productivity

A consultant can discuss the art of thriving and reach some consensus with Organizations on what they are willing to concede. It should include interviews or consultations with workers to see what their concept of thriving entails. Then the two should work together to see how much support the Organization can offer.

A second important aspect should be to help the worker decide what thriving means through some supported self-education. Thriving requires the worker to be fully engaged in his own improvement for him to reach a state of thriving.

Thriving is an Optimum State for Workers and Employers

Thriving is working at peak potential, feeling optimistic, having passion for work, feeling fulfilled personally, and dedicated to contribute to the Organization. It isn’t always about money. It is often more about a reasonable workload and opportunities to exercise responsibility with more flexibility and trust.

Workers and Organizations should define together what thriving means and work toward a solution that supports both in achieving goals. A consultant is not an interventionist, but more of a mediator who discovers the viewpoints of workers and employers to arrive at some mutually beneficial advances.

It is a process that should continue and be adjusted as times change. At the moment, Organizations are reducing personnel and this creates challenges to manage for both workload and moral. If workers have more responsibility, it is important that their attitude remains positive for them to be optimally productive.

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As a Thriving Worker Consultant, I can engage in conversations with employers on how to begin the process of helping workers thrive and reach peak performance. It begins with a conversation to see how far an organization is willing to go to change the culture for workers.

Great practices for daily living can be learned with the Markap Series of Books. If your organization would like live presentations or Zoom meetings, they can be arranged for small to large groups.

The Markap Books: