Beth SchaeferJune 4, 2024Business Architecture, For the Public Sector, Leadership and Strategy Blogs, Professional Development and Career Advancement Blog

How Mature Are You? | A Workplace Blog

By Beth Schaefer

IPD Director

Over the years, IPD has offered several courses on solving problems:

  • Solve the Right Problem
  • Are You Fixing or Solving?
  • Continuous Improvement Training: Learn and Do
  • Building the Business Case for Change

The one thing that each of these courses has in common is the emphasis on defining the problem you are trying to solve before you start picking a solution.  Undefined problems are often the reason why many initiatives do not succeed.

It can be the same issue for training.  There are good reasons for doing training such as employee retention or leadership pipeline development, but if you are not sure what you want to accomplish with the training, those good reasons can still end up being a waste of resources: both time and money.

A tool that I find useful for helping to define all sorts of problems – including training – is the capability maturity model or capability maturity continuum.  You will have people at every level of the maturity continuum; however, if you can determine where most of your organization is living, and focus training at that maturity level, you will be able to move the organization as a whole along the maturity continuum toward your goal.

Capability Maturity Model

I find that you can take a generic maturity continuum and fill in your topic to help you define the problem. This approach is not as detailed or accurate as a full-blown consultant report, but it takes a lot less time and money!  And often the information a consultant taps you to collect on their behalf is the same information you can apply to the continuum.  Or you can use the continuum as a starting place to write questions for an employee survey.

To illustrate how to use the maturity continuum as a quick evaluation tool, IPD has taken the maturity continuum and used it to define DEI maturity for an imagined client.  If you find that most people are on the left of the continuum, you would offer training on the 4 tools for navigating DEI.  Or if you find that most of your people are at the defined level, you would offer DEI workplace influencer training for key leaders to implement policy.  You can see how tailoring training for maturity helps you define the problem or opportunity you wish to address with training.  Targeting training to move along the continuum is more effective than constantly offering and reoffering training at the same level of maturity.

If you search capability maturity models, you will find several hundred to pick from varying with the number of levels and the names of levels.  Pick the one that works for your organization, and start assessing your maturity on any initiative to help you define your problem, define your needs and, in turn, help define your solution.

 

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Beth SchaeferMay 6, 2024Leadership and Strategy Blogs, Professional Development and Career Advancement Blog, Workplace Wins

Celebrating the Grumpy Coworker Part 3: Too Much of a Good Thing | A Workplace Blog

By Beth Schaefer

While I have enjoyed confessing to being a curmudgeon (Part 1) and writing about the benefits of having a curmudgeon on your team (Part 2), even I need to admit, curmudgeonly behaviors have their limits.

Yes, you can have too much of a good thing.  IPD does quite a bit of training with the CliftonStregnths® philosophy which also promotes that any strength used too much and too often can become a weakness, and the curmudgeon benefits are no exception to that rule.

 

Grumpy Staying

Long-term ongoing anger is not great.

When researching, I noted that the new phrase for this is Grumpy Staying.  Apparently, none of us like coworkers who are grumpy 100% of the time.  (Noted.)  In addition to being disliked, your grumpiness loses its super power of extra energy if you are in a constant state of grumpiness.  According to research, there is the short burst of adrenalin that propels us to press on in challenging circumstances, and that burst of adrenaline is lost if we are just mad all the time.  If you are mad at work all the time, you may want to revisit the blog series on The Great Resignation.

In addition, if you are grumpy all the time, people will not like working with you, and then they will not help you when you need it.  I am sure some of you more dedicated grumpy people are saying you do not care if you are liked or that you do not need anyone else’s help to do your job.  I do not believe that is true.  At some point, you need HR to rush a vacation request or IT to update your computer or for someone in your department to respond to your customers while you are out of the office, so you need to make some effort to build good will with others by taming your grumpiness.

If you are having trouble balancing your grumpiness with happiness, take time at the beginning and end of each work day to think of a “positive nugget.”

 

Positive Nuggets

This is a strategy that I have used to manage up when I meet with my direct supervisors.  Even if the meeting is addressing lots of barriers, constraints, and problems, I try to end the meeting on a positive note with the positive nugget.  I find 1, 2, maybe even 3 nuggets (small morsels) to be share about good things taking place in my department so that I leave my supervisor with the impression that despite all the challenges, good things are happening.

Some positive nugget examples are:

  • Sharing how well a team member is performing
  • A positive comment shared by a client
  • Describing how someone from another department went out of their way to help
  • Explaining how your risk mitigation plan caught a big problem sooner rather than later

Positive nuggets do not need to be about the meeting of a goal or benchmark, but it is something positive that makes the working environment more pleasant. Positive nuggets themselves do not solve problems, but they can reframe your outlook to take the edge off your grumpiness.

 

Curmudgeons – go forth and use your grumpiness to improve the workplace, but also be sure to sprinkle some positive nuggets into your day.

 

Series Resources

Fortune: Getting Angry Can Make You Better at Your Job
NDTV: Can Being Angry at Work Make You More Productive?  This Study Says Yes
PTC News: Can Anger Boost Productivity?
Quartz: The Case for Being Grumpy at Work
Sky News: Getting Angry Boosts Performance and Productivity
StudyFinds: Research, in a nutshell: It’s good to be grumpy

 

 

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Beth SchaeferApril 12, 2024Leadership and Strategy Blogs, Professional Development and Career Advancement Blog, Workplace Wins

Celebrating the Grumpy Coworker: Part 1 – Curmudgeon | A Workplace Blog

Celebrating the Grumpy Coworker: A 3-Part Series

image

Curmudgeon

cur·mudg·eon

/kərˈməj(ə)n/

Definition: a crusty, ill-tempered (usually old) person

Also known as:

  • Killjoy
  • Wet Blanket
  • Grouser

Most Well-Known Phrase: “Get off my lawn!”

I have written quite a few articles for IPD over the years, so I feel like you have gotten to know me pretty well; therefore, this confession may come as a bit of a shock, but I am a closet curmudgeon.

To those who read the articles on the IPD website, this may surprise you because I write about engaging employees, valuing people’s input, and encouraging chit chat at work.  And, I believe in all those things – no, really… I really do because I strive to keep my inner-curmudgeon hidden during the workday.

(Disclaimer: Truth be told, as I get older, my curmudgeonliness may be more out in the open than I am aware of and not so much of a secret to those who interact with me regularly.)

But now… I may not have to hide or attempt to keep my curmudgeon self hidden any longer.

New research is debunking the myth that the always-happy employee is your most productive employee.

You may feel that some of my articles have promoted that theory.  I would like to be on record saying that I promote how engagement affects productivity.  If you go back and read my articles, engagement looks different than happy.  Engagement is not about sugar-coating bad news or smiling until your cheeks hurt; engagement is:

  • Removing inane processes that create unnecessary barriers to work completion
  • Enabling flexible work situations for life adaptability
  • Thanking people for specific accomplishments and contributions
  • Being a part of a team that includes and respects each other – even if someone is a curmudgeon
  • Providing challenging work that helps people contribute to the organization

To quote the famous Ted Lasso*, “Taking on a challenge is a lot like riding a horse, isn’t it? If you’re comfortable while you’re doing it, you’re probably doing it wrong.”  In other words, easy and happy are not the same as challenged and engaged.

If you are not already a curmudgeon, it’s not too late to take up the challenge. And remember, if it is not uncomfortable at first, you may not be doing it right – or maybe you are a closet curmudgeon too, and you feel a weight being lifted.

 If you are not convinced that grumpy is good, stay tuned for our next installment: Because the Research Says So… (be sure you say the title in your best curmudgeon voice) which is Part 2 in the 3-Part Series: Celebrating the Grumpy Coworker.

*I have a new person on my team who shares a Ted Lasso quote each week – which is where I heard this one.  I hear that Ted Lasso is a “feel-good show,” but I am too much of a cheapskate (cousin to curmudgeon) to pay for Apple TV, so I am not sure if Ted falls into the always-happy employee category.  I am hoping not, but that may just be the curmudgeon in me.

Series Resources:

Fortune: Getting Angry Can Make You Better at Your Job

NDTV: Can Being Angry at Work Make You More Productive?  This Study Says Yes

PTC News: Can Anger Boost Productivity?

Quartz: The Case for Being Grumpy at Work

Sky News: Getting Angry Boosts Performance and Productivity

StudyFinds: Research, in a nutshell: It’s good to be grumpy

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Beth SchaeferApril 12, 2024Leadership and Strategy Blogs, Professional Development and Career Advancement Blog, Workplace Wins

Celebrating the Grumpy Coworker Part 2: Because the Research Says So… | A Workplace Blog

A curmudgeon may be known for saying Because I said so…  In this article, I am saying this because the research says so.  Yes, research provides solid reasoning for having at least 1 grumpy coworker on your team or in your department. I can provide 4 reasons to tolerate your grumpy coworker.

Side Bar:

One of the best things about celebrating the Grumpy Coworker is that your grumpy coworker will be the first one to be skeptical about a grumpy coworker being a good thing.  Yes, skepticism is one of the talents the curmudgeonly coworker provides (Series 1: My Inner Curmudgeon is Welcome at Work if you are unsure about the definition of curmudgeonly).

Here are the strengths your Grumpy Coworker brings to your team:

1.Analytical

The grumpy coworker brings the correct mood to be analytical.  Research finds that when people are in a grumpy mood, they perform analytical tasks better. Besides being skeptical, you can use your grumpiness to proofread documents, search for numerical inconsistencies, review data for trends and patterns, and identify inconsistencies in new situations or processes that warrant more attention.  Because skeptics ask for proof, they bring critical thinking, innovation, and integrity to any workplace problem-solving discussion.

2. Status Quo Challenger

Grumpy people are more likely to speak up and open topics in conversations that others may be afraid to address.  Curmudgeons do not care if they are liked, or at least, liked by everyone all the time, so they are OK saying what needs to be said. Their intriguing comments can increase the engagement of other team members. Someone who is willing to challenge the status quo helps your team avoid Groupthink and is actually, ironically, a catalyst for positive change.  Organizations who listen to their grumpy challengers are more likely to be innovative and adapt to uncontrollable forces. And, also ironically, the curmudgeons’ workplace longevity is a testament to the qualities of resiliency and agility – not traits we usually associate with curmudgeons

3. Persistent

According to a study by the American Psychological Association, angry people are better at thinking innovatively for out-of-the box solutions and more likely to persist in the challenging work to implement those solutions. Angry is one step beyond grumpy, but I still felt the study was worth noting here. Curmudgeons have standards; they know how things should be done and they are willing to put in the time and energy to ensure those standards are being met on behalf of their team, department, organization.

4. Productive

In the United States, we tend to value more highly someone who is even-keeled as a team member than someone who is grumpy.  However, research shows that anger is the most productive emotion. Anger was the best emotion for problem-solving and overcoming a challenge – more so than cheerfulness, sadness, or apathy.  Again, grumpy coworkers may be more irritated than angry, but they are still on the right track.

Things can go wonky in the workplace.  The curmudgeonly grumpy coworker says This is wonky.  This needs to be fixed.  This is bordering on ridiculous.  We need to stop this. (As a closet curmudgeon these phrases are familiar to me) along with This is very frustrating.  This makes it difficult for me to do my work.  This does not mean that the situation will be fixed or even addressed although organizations are more likely to fix things when made aware that they do not work.  By stating their unhappiness out loud, the curmudgeon can help their organization fix process and be more efficient.

The curmudgeon is also more productive as an individual worker. The American Psychology Association states that by expressing anger and frustration, you can be more productive at work.  When you are unhappy and frustrated, but are afraid to express those feelings, you can waste energy on pretense.   Smiling and pretending that everything is OK when it is not, takes time and energy – time and energy that you are not using to get work done. Passive acceptance of bad situations is not necessarily positive.  Another study showed that women who are happy all the time at work are less likely to be promoted.

Side Bar:

Finally, a study that focuses on women as the main subject and not an afterthought 20 years after the first study.  While I wish it was something more positive, the curmudgeon in me is happy to see that I am on the correct track with expressing workplace frustrations when they occur.

In addition, expressing anger and frustration in a proper manner to the proper people means that grumpy coworkers are less likely to have it come out sideways at the wrong time and directed to the people who do not deserve to be on the receiving end of an angry outburst.

In summary, a grumpy coworker can help you be innovative, critical thinkers who are more likely to address problems and challenging issues so that they, their coworkers, and their organization can be more productive.

But, before all you curmudgeons out there start dancing for joy – wait… you would probably not do that – before you start waggling your finger saying I told you so, know that being grumpy all the time will decrease your impact.

Coming soon: Celebrating the Grumpy Coworker: Part 3 – Too Much of a Good Thing

Series Resources

Fortune: Getting Angry Can Make You Better at Your Job

LinkedIn: Is Groupthink Reducing the Effectiveness of your Team?

NDTV: Can Being Angry at Work Make You More Productive?  This Study Says Yes

PTC News: Can Anger Boost Productivity?

Quartz: The Case for Being Grumpy at Work

Sky News: Getting Angry Boosts Performance and Productivity

StudyFinds: Research, in a nutshell: It’s good to be grumpy

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Eric Dormoh, JrJanuary 16, 2024DEI Blogs, Leadership and Strategy Blogs, Professional Development and Career Advancement Blog, Workplace Wins

Interdependence Part 2: The Power of Ubuntu: How Connection Can Change the World | A Workplace Blog

By: Destyn Land

 

In American culture, we are often commended for our independence and ability to conquer tasks on our own. Our society values individualism, emphasizing personal freedom of speech, thought, and expression. While these ideals hold great power, it is equally vital to recognize the beauty that comes from embracing interdependence and the reciprocal nature of receiving help. However, this notion of interdependence can sometimes be overshadowed by our inherently individualistic mindset in the Western world. We must not consider this mindset as inherently negative, but rather as a different way of perceiving the world.

 

This is where the philosophy of Ubuntu comes into play. Originating from the Bantu people and the Nguni language of South Africa, Ubuntu embodies a set of values including caring, harmony, responsibility, compassion, reciprocity, connection, and continuity. Translated to “Humanity,” Ubuntu encapsulates the understanding that “I am because we are.” It entails looking beyond ourselves and acknowledging the connections between our lives and the lives of others.

 

Ubuntu challenges us to recognize that societal issues impact us all, of course in varying degrees. It teaches us to move beyond sympathy and into empathy, prompting us to take action. As the renowned Dr. Cornel West once paraphrased, empathy is not merely imagining someone else’s experiences but rather summoning the courage and will to do something about it. When we internalize the belief that “I am because we are,” we refuse to remain silent about the stories of marginalized individuals and the injustices they face. We reject the notion that we can continue with “business as usual” after encountering stories of inequality and injustice.

 

Ubuntu urges us to seek unity and communal well-being within our humanity. It declares that my well-being is intricately tied to yours; I cannot be truly fulfilled if you are not. Truly none of us can be free until we all are free.

 

Here are some transformative steps to infuse the spirit of Ubuntu into your workplace:

 

Make Room for Genuine Connection:

Embracing Ubuntu necessitates moving beyond a focus solely on individual circumstances. Teams should foster curiosity about the needs of people within their organization and the communities they serve. This culture of storytelling enables employees to become deeply moved by the stories of those around them. Let us challenge the notion that meeting success is solely determined by productivity, and instead evaluate success based on how connected individuals feel to their team. There is room for both productivity and team-building; we need to make room for it.

 

Amplify Recognition and Appreciation:

A primary reason people leave fulfilling jobs is the lack of recognition and appreciation. While we may not seek validation solely for our work, we should never underestimate the impact of recognition. One of the most powerful gifts we can give our colleagues is truly “seeing” them, through acknowledging their strengths, talents, and capabilities. I can still vividly recall the life-altering moment when I felt genuinely “seen” at work. When we publicly recognize and appreciate individuals, we affirm their authenticity and encourage them to embrace their unique gifts.

In the continuous journey towards justice and equity, my professional chapter has taken a new turn, leading me down a path to explore the intricate relationships between equity and health in a Minneapolis hospital. I may have left my previous role, but in essence, I am simply continuing the work of creating a world where all individuals can experience freedom, wellness, and wholeness within a different industry.

 

Reflecting on my time with IPD (Institute for Professional Development), the concept of Ubuntu consistently resurfaces: “I am, because we are.” The essence of who I am today, as well as the nature of my work, has been profoundly influenced by the connections and contributions of this department. It is essential to recognize that this influence goes both ways. The Institute for Professional Development is not what it is solely because I was here; rather, every individual on our team adds value to the space. Each encounter with another human in our workplace and life leaves an indelible mark on us. Whether those interactions were positive or challenging, they reveal something about us and the world we inhabit.

 

To Beth, Metro State University, the remarkable clients we have partnered with, and every participant in the training I have had the honor of facilitating, I want to express my heartfelt gratitude. I am undeniably who I am because we are.

 

By embracing the spirit of Ubuntu, our workplaces can be transformed into harmonious environments brimming with connection. Recognizing our interconnectedness as humans fosters understanding, empathy, and unwavering support for one another. Ubuntu teaches us that true prosperity is unattainable if any member of our community is suffering. Let us strive to build workplaces where Ubuntu becomes more than just a statement; it becomes the guiding framework that shapes our actions and interactions. Together, we have the power to create lasting change not only within our workplaces but in the world at large.

 

Until our paths cross again on this lifelong pursuit of justice, I wish you well.

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Beth SchaeferOctober 5, 2023DEI Blogs, Leadership and Strategy Blogs, Professional Development and Career Advancement Blog

Interdependence Part 1: The Goal | A Workplace Blog

Moving to Interdependence

By: Beth Schaefer

In search of an employee who is a self-starter and can work independently?  Not me.

 

In writing the posting for our new IPD Operations Lead role, I pulled out a word that I had not thought about for a while, but it seems like a word we should use more – Interdependence.

 

Back in a class I took (high school or college – too long ago to remember), I was taught that Interdependence, not Independence, is the real mark of maturity.

 

The theory was that being able to ask for help when you need it and being willing to support others when they needed it was far superior than being alone on your own island of independence (see the chart below).

 

However, in American culture, we have our roots in the rugged frontier which still transfers to modern day with the self-made person.  We love a “rags to riches” story where one person overcomes all the odds to gain power and riches.  However, I am sure that if you drill down into these stories, you would discover they are myths.  Even as I think about the terms associated with independence such as frontiersman and self-made man, those terms sound antiquated and out of place in today’s world.

 

Frontiersmen relied on someone to teach them survival skills, and others to support a supply chain, and others to care for children, and others to form towns and cities.  They may have moved outside “the grid,” but they used the community for support. They were not wholly independent.

 

I think too of the rich plantation owners that built the southern economy.  Self-made?  Hardly.  They relied on forced labor- slave labor.  Entire communities of slaves to build their empires and fortunes.  They were not independent at all. In fact, they may have even fallen more to the dependent-side of the continuum.

 

While we may not use these specific examples anymore, our culture still idolizes the multi-billionaires who presumably build corporations by themselves using their own ideas. The harm of putting the self-made rugged (or now-days contrarian) individual on a pedestal is that we send the message that NOT asking for help or NOT accepting help is the goal.

 

There are plenty of public service announcements that attempt to tell us that it is OK to ask and accept help for our mental health, but I feel like the step of asking for help is still considered a last-ditch effort to solving a problem.

 

Interdependence in the Workplace

We hire for the self-starter independent worker and are then surprised that we find that person lacks the skills to be a “team player.”

 

It is time for us to realize that we are not working on an island.  We need to teach people to work interdependently, ask for help early, and work with others to dream big and solve large problems.  We need to cultivate work places that value and respect this balance.

 

Look for a series of future articles to discuss the philosophy of Ubuntu that provides a framework to lead based on the African worldview of the interconnectedness between people.

* Examples of resources include = ability to comfort, mentor, ability to pay bills, listen, do errands, make purchases, provide advice, recognize limitations, see other’s strengths and weaknesses, solve problems, maintain person and home, give grace

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Beth SchaeferJanuary 6, 2023DEI Blogs, Leadership and Strategy Blogs, Professional Development and Career Advancement Blog

Diversify to Recruit and Retain | A Workplace Blog

By Beth Schaefer

Recruitment and Retention remain top concerns for HR departments and hiring supervisors.

If you have not thought about the role of diversity in these 2 challenges, now is the time.

Diversity Defined

Research, polls, and surveys tell us that the younger generations are seeking multicultural diverse workplaces.  Before discounting that environment (or rolling your eyes), take a look at what actually defines that type of organization because I think you will find that is the type of organization all of us want to work for.

Some of the characteristics and attributes of diverse, inclusive, and equitable workplace environments include:

 

  1. Respecting Individuals – People want to be appreciated for their unique contributions to the organization. Respect builds trust, and trust builds engagement with the work.

 

  1. Communicating Honestly – People want their organizational leaders to “walk the talk.”  They want the policies that the company says they have to be adhered to by everyone in the organization.  If they say they have an inclusive culture in their value statement, they want to see inclusive actions in their hiring practices or promotion opportunities.

 

  1. Valuing Innovation – Characteristics of innovative organizations include learning about customer needs by including all ages, genders, and races when problem-solving.  The organization makes a commitment to inclusion.

 

  1. Practicing Culture Add – Culture fit can imply that only people who already “fit the mold” are hired. Whereas Culture Add encourages the addition of different perspectives and sees that as a value.

 

  1. Creating a Sense of Belonging – When people feel they are valued for their unique skills, talents, backgrounds and perspectives, and can see how those attributes contribute to the organization’s goals, they feel that they belong in that organization.

 

  1. Evaluating Diversity, Equity, and Inclusion Challenges. Recognize areas that need improvement and taking steps to address those gaps.   About 80% of companies “go through the motions” of DEI, but do not hold themselves accountable (Society of Human Recourse Management).  See Items 1 and 2.

When I look at that list of 6 attributes, I think those embody that type of organization that could recruit me and retain me as an engaged talented worker.

Cultivating Culture

Of course, getting your entire organization aligned to doing the values it states, may be out of your sphere of influence; however, there are some things that you can do locally to retain the young people you hire.   This website contains many past articles on getting your workforce engaged – which leads to retention.  I encourage you to visit or revisit those and consider the suggested actions steps.  However, for people like me who are X Generation or Boomers, you may need to rethink and move beyond the way you have always done things.  The list below states some changes (for people my age – paradigm shifts are what we use to call these) you may need to make.

  1. Do not expect people to find their own way. Be intentional about supporting their career and development.   On my first day of teaching, I was assigned a teaching mentor; he was paid for exactly one day to mentor me.  Fortunately for me, he thought that was bunk.  While they paid him for a day, he mentored me the entire time I was in that teaching role – 4 years.  Here I am still in education 33 years later.  The current statistic for teaching tenure is that 44% of teachers leave the profession within 5 years.  I am sure that other occupations have similar drop out rates.  Provide a career pathway and help your employees achieve their goals. People will stay and work for your organization if your organization shows it cares about them.
  2. Provide Input Opportunities. I grew up in an era where young people were to listen and learn from those older and wiser. While young people can learn from the older generations, the older generations need to recognize that they can also learn from the younger generations.  Respect the skills and knowledge of everyone on your team.  Do not expect the younger generation to sit on the sidelines observing; provide the “Why” and let them join the game.
  3. Reward Quality Work. There might still be some “pay your dues” believers left in the workplace.   This phrase means that regardless of your skills and talents, you need to just wait patiently for your time to come; for a space to open up; for you to become more seasoned and experienced. My dad coached me on how to pay my dues and how to temper my enthusiasm for wanting to move forward.  Most young people do not see time as a qualification for work.  If they can do the work, they want the chance, they want the recognition and they want the reward in the moment – regardless of their age.
  4. Offer Made-to-Order Opportunities. The younger generations have grown up in a world that asks for and honors their preferences.   I ordered a new Discover card last week, and not only could I pick from hundreds of designs, I could create my own personal image – all at no extra charge.  From creating a video game character, to selecting a wait list of show to watch, to choosing ring tones to recognize their contacts, the younger generations have grown up in a tech world that allows them to make all kinds of choices. When I was young, Burger King let you “have it your way” by removing lettuce off your burger.  Now Subway and Chipotle personalize your order by having you build your sandwich, wrap, bowl exactly the way you like.  Figure out how to be flexible and offer personalized workplace options whenever you can.

While I am not a young worker anymore, I look at the list of 4 things and think, Would I like to work for someone who does these 4 things?   Of course, I would!

In my research, I came across all the usual statistics that support these ideas from a financial outlook.  Of course, it saves money to have engaged employees rather than a revolving door.  Rather than reciting those numbers again, I am going to say one of the best reasons to rethink the old ways, is because the new way is actually more fun.

 

Read more from the sources used for this article:

Gen Z in the Workplace: What Employers Need to Know – Architectural Digest website
What Do Newer Generations of Employees Want and Can Your Business Adjust? – Forbes website
Four Things Gen Z and Millennials Expect From Their Workplace – Gallup website
Emphasizing DE&I in Employee Retention – Strategic Finance website
5 Extraordinary Benefits of Age Diversity in the Workplace – Vervoe website
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Beth SchaeferOctober 25, 2022Leadership and Strategy Blogs, Professional Development and Career Advancement Blog, Workplace Wins

The Value of Chit Chat | A Workplace Blog

By Beth Schaefer

IPD Director

Office Chit Chat.  Do you love it?  Hate it?  Do you find it distracting or does it make you more productive?  Read on to find out what the experts say.

Let me start by saying that if you find the claims in this article bogus, you can search office chit chat on the internet, and find a bunch of advice on how to clamp down on it.  That is not the kind of information you will find in this article.

How can something like chit chat be so polarizing that some want to eliminate it from the workplace?  Well, let’s start with best practice: When discussing workplace strategy – one should start with definitions to make sure we are all talking about the same thing.

Definition of Chit Chat

Most of my sources show 2 definitions of chit chat.

  1. Small Talk, banter, informal conversation about matters that are not important; light-hearted exchanges
  2. Gossip

If you define office chit chat to be office gossip, then you have an issue.  Gossip is detrimental.  See the footnote at the end for the 2-prong approach to stamp out Gossip.

If you define chit chat as small talk or light-hearted exchanges, or the discussing of unimportant topics, then, you may want to consider encouraging it rather than eliminating it.

Here are some examples to help differentiate how this article will view chit cat vs. gossip:

Two Caveats on Definition

  1. For me the distinction between gossip and chit chat is, if you would not say it to the face of the person, it is more likely to be mean-spirited (and, thus, detrimental) gossip.
  2. While the definitions say the topic of chit chat is inconsequential or not important, I disagree. For me the nuance is that the topic is not important for the business of the workplace; however, many times the topics are very important to the personal lives of you and the people you work with.

Benefits of Chit Chat

These are stated in numerous ways, but they all return to one main benefit: people are more productive.  Yes, taking time to chit chat makes people more productive.

Chit Chat builds personal relationships with coworkers.  And, if you like your coworkers…

  • The workplace has a more positive tone
  • They (and you) feel acknowledged and you feel that you belong
  • You are better at discussing controversial work issues – being a good listener and being respectful of differing view points
  • Your mental well-being is more intact at the end of the workday, and you take that positive energy into your personal life
  • You are more likely to help coworkers solve a work problem
  • You are more likely to help with “someone else’s” work – to go above and beyond expectations
  • They are more likely to see you as a credible worker and vice versa (builds team trust)
  • You may find it easier to be creative and share those innovative thoughts with others

If you are a supervisor, consider viewing chit chat as a team-building advantage instead of distracting work detractor.

Still not convinced?  I bet you can think of a time that office chit chat was actually life-changing!  You heard me.  Office chit chat can be responsible for people finding new jobs, for blind dates that become life partners, for getting a good doctor for your child’s illness, for helping you navigate a life transition.

So, people everywhere (especially you home-grown Midwesterners), let go of the guilt.  Chit chatting helps you get your work done.  Embrace the water cooler!  Oh wait, I work remotely now – where is the water cooler?!  (You guessed it; an upcoming article).

Two Footnotes

*What a hypocrite!  I know some of you who work with me are shaking your heads.  Really?  You, task-focused-Beth who sometimes forgets to say hello before asking for a project status update?  You are telling us to value chit chat?  Yes, I am.  And by the way, I get around being a hypocrite because I do value chit chat; I am just not that good at it.  However, it is a skill I am constantly trying to improve upon.  In fact, it is not unusual to see my official typed up meeting agendas with the word “pleasantries” written on the top of my copy so that I remember to open the meeting with chit chat.

*Stop the Gossip Footnote:  And, as with most side bars in my blogs, they could use an entire blog to address.  Let me just say this on office gossip:  Yes, you want to eliminate it, and it is a 2 pronged approach:

  1. First, you or your fellow leaders need to ensure that you are not creating the space for gossip.  Use clear communication.  Ignore the adage, “no news is good news”, and instead think that “no news is fuel for gossip”.
  2. Second, address the gossiping of your direct reports the same way that you would address any other performance issues – with a private discussion that describes the undesired behavior and provides clear expectations and examples of positive behaviors.

Sources For ChitChat Information

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