Inclusion is a choice: Micro-exclusions you are probably guilty of and how you can stop them
Not all exclusion is direct and intentional. The majority of exclusions we experience are micro-exclusions i.e. small behaviours that go under the radar but when experienced consistently are causal in our feelings of individual exclusion. As a result, people often come to believe that things will never change and, eventually, leave their roles. At Fika, we propose some micro-behaviour changes you and your teams should make that will help your colleagues feel more included.
Great onboarding: a secret weapon against attrition?
More than 1/4 of new hires leave a company within 6 weeks. More than 1/3 leave in the first 6 months. And of those who leave in the first year, half were thinking of leaving for 6 months or more. The impact of disengaged, one-foot-out-the-door employees on existing employees and clients is well known not to mention their reduced productivity levels and larger number of errors (Jaman et al, 2002).
Why it’s time to invest in your teams
The rise in agile, digital and knowledge-based businesses is making effective teamwork more important than ever, as companies compete to innovate. At the same time, the increase in remote working is challenging teams in ways they’ve never been challenged before. So, what can businesses do to ensure confident and cohesive team performance, despite the challenges that come with working remotely?
How digital solutions can play a role in building inclusion, belonging and diversity in the workplace
What if a digital solution existed that had the potential to grant permission and structure for every employee in the workplace to have a voice and be heard? Would this increase their sense of belonging and inclusion? And more importantly, could it tackle the lack of diversity in some workplaces?
From 'time off' to 'time in': how to replace burnout culture
Taking time off is essential for wellbeing. Our physical and mental health benefit from hitting pause. But many of us are unable to keep the pause button on. We check our emails, our messaging channels and even attend some meetings in our downtime. A staggering 65% of us eat into our leave time with work, making it a regular, almost expected occurrence.
The Great Resignation: how to hold onto your staff by keeping them engaged
Recent reports into the great resignation suggest as many as a quarter of us are intending to leave our jobs within the next six months, and resignation rates are already at their highest since 2009. The financial impact of this mass exodus could be enormous, with the average cost of employee turnover in those earning over £25,000 a year estimated to be £30,614.
Three steps you can take to look after your leaders
COVID-19. Hybrid. The Great Resignation. Mass reports of staff burnout.
How to turn 'conversations' into meaningful connections
When it comes to talking - there's talking, and there's really talking, isn't there?
Stress, performance and productivity: the role of leadership
‘What tools and techniques can I give to my staff to help them better manage stress?’ This is one of the most common requests that I get as a Psychologist. And it’s a perfectly reasonable request in view of the fact that last year UK employees were found to be working an extra 2 hours each day.
What can prepare you for life as a working mum?
Earlier this week I spoke about the importance of building mental fitness before different career transitions. It was a timely reminder as I’m currently going through undoubtedly the biggest transition in my career to date.
Preparing for career transitions
I am a Sports Psychologist, and in sport, we take career transitions extremely seriously. We spend a huge amount of time working with athletes to better prepare them for the next stage of their career. Whether that be moving from junior to senior competition or preparing for life after sport.