Reflections on work: how to get the most out of your people and yourself

Not so much a resignation letter as a love letter

The Great Resignation is on everyone’s radar right now. With nearly ¼ of UK workers thinking about getting a new job, we seem to be having a cultural moment of debate over what it means to be satisfied with our work life. An overheated job market and the shockwaves from COVID-19 have people questioning career choices, travel opportunities, work-life balance and work culture. I’ve spent the past twelve years working in the campaign world. At the end of last year, I left NationBuilder (a company and team that I deeply love and respect), and it was a good time for me to introspect about why I’m still chasing joy and growth at work. I planned on posting this in December, but it’s been a few busy months. Nevertheless, I wanted to share with you some ways to find it for yourselves and your teams.

1. Know thyself

Before you can empower other people, you’ve got to take stock of your strengths and your capabilities. Ask yourself, too, what you value and what you want more of in your professional life. Personally, I enjoy talking to lots of different people about the work they’re doing, what they like about it, what makes them tick and what brings them joy. For me, a job I love and that I’m passionate about must include helping others stretch, grow and come together to enjoy what they do.

2. Look for companies that are intentional about their culture

This piece of advice may feel odd given how many of us now work fully remotely or in hybrid models. I think it’s even more relevant than ever. How do we maintain those connections to other people which are so important instinctively as human beings? At NationBuilder, I had the real joy of working with a leadership team that intentionally created community and nurtured a sense of belonging with a fully-remote workforce. Leaders in work settings need to find the right balance between flexibility and structure to ensure teams can still come together; a challenge for many organisational leaders and employees right now. 

Implement brief recurring check-ins with your team. Ask open-ended questions: how are you doing as a human being? What things are you working on? What’s new with you? Your agenda is to learn and hold space, not to catch people out. 

Encourage cross-functional 1-to-1s and weekly pairings with key stakeholders from other teams to learn more about their work. Understanding how other teams operate and what their priorities and challenges are can assist you in your own team-building and problem-solving efforts.

Create spaces for your team to just ‘be’, and to talk about what is happening in the world. This might be an emotionally-charged place, especially right now. Be prepared for that, and encourage people to step away as needed or hold space for it as a workplace community.

3. Create cultures of empowerment

In a culture of empowerment, team members are treated as adults, trusted to manage their own time and ask for help as needed. When you treat your team as the authorities on their own portfolios, their time is freed up to do their best possible work and maximise impact. If you empower and challenge in the right proportion and offer a strong support network, staff will flourish. 

4. Lead with honesty and transparency

Commit to transparency in your interactions. Are you creating a culture where you can have the hard conversations before they become harder? As humans we have a tendency to overthink things. We have conversations with people in our heads when we see potential conflict on the horizon, but we don’t think to have a kind conversation with the people in question to alleviate that conflict. If someone says something you don’t understand, or that doesn’t feel right, offer the benefit of the doubt and ask for clarification. Also, it’s okay not to have all of the answers but kindness and transparency are especially key during times of uncertainty.

5. Feed your growth with good data 

Growth is such a core aspect of feeling successful and joyful at work. We all innately want to grow and learn. I spent many years in politics, which is a risk-averse culture. I learned a lot, but there was also a lot I wasn’t able to put into practice until I started a job with a culture that let me build confidence in my leadership skills and make difficult decisions. 

Start-ups and newer companies can be a great opportunity for people with a lot of knowledge who’d like the chance to apply it in many different ways. When you’re evaluating the culture at an organisation, ask yourself whether you’ll have the freedom to get the information and data you need to be successful. I personally like to debate ideas and projects, which probably has its roots in when I did competitive debating. So for me, important questions would be: are decisions based on data and wisdom? Does everyone want to keep learning, and does the workplace facilitate and encourage that? Is it okay to not always be right?

These are some of the things I was reflecting on in December before I transition into my new role. And what about you? Are you making a career shift right now, or rethinking your priorities? If so, what questions are you asking yourself to make sure you’re maximising the best parts of your career and finding the strongest opportunities possible for growth?