Pressure and behavioural adjustment manifest differently in different people. Some will ‘blow’ while others withdraw. The result however, is often the same - reduced wellbeing and productivity.
Neither pressure nor behavioural adjustment are bad. It’s more a question of what is proportionate to the situation the individual faces. Whether locked down alone or with family, we are all having to make adjustments to the way we live and in our relationships. For those of us working at home, the line between our work and personal lives has blurred. The inability to get out to meet friends and family means that our workplace relationships become more important. In both good ways and bad.
This is where pressure turns sour. Instead of positive pressure which gets the adrenaline pumping to meet a deadline or create an awesome piece of work, the pressure can be restricting or mundane. It squashes and represses creativity and productivity. Our workplace relationships become distorted, perhaps through a sense of dependency – the need for human contact – or through frustration from not being able to get things done. It’s at times like these that we start to realise just how valuable a face-to-face meeting can be to resolve misunderstandings. However, with better self-awareness and emotional regulation, we can be more mindful of our reactions and respond to triggers appropriately. It’s important to aim for emotional consistency in the face of pressure and remain composed.
We are all adjusting, and that’s not likely to change for some time. This is the new normal. The best way for organisations to deal with this is to address the longevity of this ‘normal’ and what it is likely to mean for whatever comes next. Many of us will still work from home as public transport continues to be hazardous. This being the case, organisations must address how this will affect the workplace wellbeing of their people, when they are not actually in the physical workplace.
Identify the adjustments people under pressure make
While it’s important to identify this adjustment, it’s equally important to do something about it. We all face challenges to our emotional intelligence, resilience and motivation but it’s hard to know how to keep our response proportionate, especially when under pressure. These workplace skills have never been so important to the productivity of your organisation, and therefore its ability to stay in business.
flowprofiler®️ provides unparalleled insight into the emotional intelligence, resilience and motivation of your leaders, teams and individuals. Crucially, and uniquely, it allows users to measure these abilities across 18 dimensions, both day-to-day and under pressure in the workplace, wherever that may be. With these insights individuals can begin to observe the impact their behaviour has and enable them to make positive adjustments for the benefit of their home/work life and your organisation’s future success.
Employers must look at how their people work at home when under a different kind of pressure – the factors of which could be homeschooling, isolation, poor home relationships, mental health. Good, responsible employers cannot shrug their shoulders and ignore these factors when it comes to supporting their people. It is necessary to recognise that everyone will adjust differently and with varied degrees of success. Employers must maintain the lines of communication with their people. They should regularly ask their teams if they are struggling to maintain balance in their home workplace. But this must be done with authenticity to get the real answer. An assessment and coaching programme such as flowprofiler®️ supports leaders in this by encouraging individuals to take the time to reflect and respond on the adjustments they are making.
Use McQuaig as a mirror
It’s important to identify how people are adjusting their behaviours. McQuaig users will understand where this is going. You will already have McQuaig profiles of your people, probably from the point of recruitment. Ask them to complete the McQuaig Word Survey®️ again. You may find the results of their current ‘Situational’ profile are not only different to their ‘Real’ but very different to their original Situational.
These results will not only be helpful to you, the employer, but also very valuable to the individual. Think of it as a mirror which helps them to better understand where perhaps their Chimp is winning over their Human (a reference to Professor Steve Peters’ excellent The Chimp Paradox, highly recommended by Team Holst).
Use flowprofiler®️ and McQuaig to help your people under pressure
flowprofiler®️ assessments deliver unparalleled insights into the resilience, motivation and emotional intelligence of your teams and individuals regardless of their personality type, seniority or job role. When teamed with bespoke coaching and (post C-19) training workshops, flowprofiler®️ will enable your organisation to effectively coalesce under your defined values to naturally form a culture that will achieve your desired outcomes.