What Happens in a Thriving Worker Consultation
The concept of having thriving workers is increasing in popularity and credibility. At this point there doesn’t seem to be a Universal agreement on what places the worker into the state of thriving. Most organizations feel that thriving places him above the state of surviving.
Surviving is a state that most would agree includes stress. Stress results from lots of conditions but usually from having too much on one’s plate and the feeling that everything can’t be accomplished on time. The time crunch is a key element of creating stress and burnout.
Is the Organization on the Right Track for Thriving Workers?
Organizations often address this issue with trying to alleviate the overload, more pay, and perhaps some perks as free gym memberships. These approaches are usually piecemeal and don’t address the fact that thriving is comprehensive and a whole life state of being.
The first thing to assess with workers in a consultation is where they place their own state of happiness and fulfillment compared to their expectations. This is subjective, but thriving is a subjective state. The second area of evaluation is determining if the worker has an understanding of what thriving means to them and how they would reach it.
What is the Worker’s Concept of Thriving?
If the worker’s concept of thriving means getting more perks, he is not on the right path. This is where the disparity between workers and organizations begins. How much is the organization willing to grant and feel they are still on the path to achieving their own Mission.
It is important the worker understand that thriving has to begin with them having the right perspective, growth mentality, and willingness to engage in the right habits. Thriving is a combination of the right growth goals and the ability to engage daily in achieving them. This places the worker in a mode of seeking fulfillment in both his personal and career life.
Thriving requires work toward worthwhile goals that give meaning and purpose to a worker’s life. This may include learning, challenge, risk, flexibility, and good time management. These each allow the worker to seek his potential. The organization can support this goal with giving the worker more flexibility, trust, and resources.
Getting Worker and Organization Goals Aligned
Now the organization and the worker can have a more meaningful discussion because both their goals become aligned when the worker wants to improve his contribution toward the company achieving its Mission.
The worker needs to create the time blocks each day to fulfill his goals. They may include time for learning, time for creativity, uninterrupted time for production, time for recreation or exercise, time for solitude, and time to fulfill social needs.
The worker creates his own plan for fulfillment. He discusses his needs from the organization with management. Now both are on a path to mutually fulfill each other’s needs in a timely fashion. This is where understanding, collaboration, empathy, and growth can all flourish with mutual benefits.
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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.
