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According to organizational psychologist Adam Grant, employers can make the necessary changes by avoiding the preacher, prosecutor, and politician mindsets and adopting the viewpoint of a scientist.
When pitching the notion of remote work on Fridays, organizational psychologist Adam Grant spoke with executives from several Fortune 500 businesses and unicorn startups in the winter of 2018. During Rewriting the Future of Work, a webinar held on June 7 by Grammarly and The Harris Poll, he stated, “Every leader I introduced the notion to balked at the idea.a
What a great missed opportunity to reconsider, Grant continued. Employers frequently revert to one of three mindsets: that of a preacher, a prosecutor, or a politician rather than thinking “like scientists,” which he defined as being motivated to look for reasons why they might be wrong instead of why they must be right. “When you’re preaching, you’re evangelizing your beliefs. You are attacking someone else’s in prosecutor mode. And while you’re in politician mode, you only pay attention to those who share your opinions, he explained.
A successful scientist, according to Grant, “has the humility to recognize their limitations and the desire to actively seek out fresh information. And there is mounting research that shows managers and executives actually make better judgments if they are taught to think like scientists.
HR can influence these choices just as much as other organizational functions like product design and marketing. Given the demands of videoconferencing, Grant discussed the growing issue of “Zoom fatigue,” which affects employees who operate remotely. According to the study, some of it is brought on by the fact that “we are expending a lot of cognitive and emotional energy trying to send and receive all these glitchy messages of face body language and facial emotions.”
Grant said that a growing body of research indicates that allowing people to occasionally turn off their cameras might lower burnout and boost engagement. “You don’t have to stare at each other’s faces all the time if you’re with a small group of individuals you already know well. Let’s reconsider the phrase “cameras on by default.”
Another shift that companies should be receptive to is establishing meeting boundaries, according to Grant. Leslie Perlow, a professor at Harvard Business School, conducted study that revealed that establishing “silent time,” during which employees may work without interruption , helped employees significantly increase their productivity.
Grant further emphasized that, while companies are primarily concerned with issues related to employment location, employees are much more interested in the freedom to choose when and how they work, also what they work on and who they collaborate with.
Employers who take risks more frequently, give staff members more freedom, and prioritize their wellbeing
Grant predicted that firms “are not only going to see stronger retention over time, but they’re also going to wind up with better talent attraction and more motivation of employees who are already in their organizations Human Resources.”
Even though experiments can sometimes fail, many influential people have recently discussed ways in which they have succeeded, supporting Grant’s claims.
The CEO of Articulate, Lucy Suros, recently spoke with HR Dive about the “human-centered organization framework” at her company and how she applies her experience in ethics to people management Human Resources. This strategy has assisted Articulate in being named to numerous “best places to work” lists.
Executives who oversaw the transition to a four-day workweek for their organizations told HR Dive that it has increased productivity, bolstered engagement, and attracted top talent Human Resources.
Grant added, “I realize that right now it’s hard to make a long-term commitment because so much is changing as the world of work transforms right beneath our feet.
But this is the ideal opportunity to don your scientist hat, come up with some fresh theories, and test them out to see what holds up.