everyone would love to be able to say that and even economically it would pay
itself off for companies. Nevertheless, we do not dare.
beauty is: it is reasonable and it is a social necessity in the present time
and for sure in future.
«Thank God it's Monday» - What
does it mean?
we speak of "Thank God it's Monday" ("TGIM"), we speak of work and a work environment that employees
are looking forward to, in which employees are treated respectfully as human
beings and in which basic neurobiological needs are met. We speak of a culture
in which meaning/purpose, trust and empowerment are of high importance. In such
a culture, human beings engage with full
heart and love to contribute as it makes sense to them.
Why a meaningful necessity?
digitalization and automation will,
on the one hand, make many human activities in business life - and ultimately
professions - disappear. On the other hand, many new professions and roles will
arise at the same time. The future of work will be characterized by the skills
that distinguish people from the machine: emotional intelligence, creativity,
passion and the ability to critically question things. A "TGIM"
culture will invite people to work going forward – given that new definition!
we call for the performance of our employees, in the future it needs their full
likelihood to gain employees full potential into the workplace and their full
engagement is if work and leadership are based on meeting the basic neurobiological needs of human
beings, according to the approach of neuroleadership by Karsten Draht. It is
about creating a framework that meet these needs:
Affiliation / Belonging
Fairness / Appropriateness
Growth / Development
Autonomy / Self-efficacy
fulfillment of these needs stimulates the reward center of the brain and
triggers feelings of well-being. In a nutshell: People feel accepted,
stimulated and seen - work has meaning for them and they want to contribute with
their full energy. The likelihood that people will bring their full commitment,
creativity and engagement is greatly increased. This leads to more innovation,
higher level of identification and more excellence.
No banality - neither for employees nor for HRThis sounds not too complicated right? However it is not a habit in most companies today. Quit the contrast. TGIF (Thank God it`s Friday) is the norm today if we take recent studies on the low average engagement scores seriously. Changing current TGIF frameworks into TGIM frameworks would be like leaving the norm or the comfort zone. Leaving the norm is associated with uncertainty and anxiety. Our habits of thinking and unconscious prejudice make us stagnate in the mode of “survival” and remain in the habit. To create change and new patterns of behavior is a stressful and time-consuming task for our brains. And our brain is programmed for "energy-saving mode". Moreover, attitudes cannot be conveyed cognitively, but only through emotional experience. What make it even more risky to change those company patterns is that human beings are complex. We can not predict or calculate their reactions. So if it is economically meaningful and necessary, but not banal, it takes courage! Everything begins with a decision and one's own action. Getting out of the role of a victim and purely into that of a shaper.
The time was never riper and the need never more obvious for brave TGIM role models. The decision is yours. You cannot not decide!
(Text was published in German language in HR Today, Switzerland, Author: Daniela Thomas & Imelda Breitenmoser, fourpointzero Ltd)