The decisions of others (and your company) may have contributed to your burnout, but you have the ability to make choices that affect today and your future.
Exploring, experimenting, learning — this is the way we’re supposed to live and work. The problem is, too many workers aren’t able to partake in these activities because the way our organizations are run is preventing them from doing so.
They key for leaders is to find ways to activate employee’s seeking systems. But how do you do it? If you’re like Tom’s boss, there are likely organizational roadblocks in the way — many of which are probably beyond your control. It’s not often possible to ignore performance metrics or overcome policies and bureaucratic red-tape.
Leaders can help employees be their best selves without changing the frames of their jobs. For example, in aI conducted with colleagues, we found that asking new hires to write down and share stories about times they were at their best made them feel more comfortable about being themselves around co-workers, and that their unique strengths were valued. Results showed that newcomers onboarded this way made customers happier and were much less likely to quit in the future.
Positive emotions are important in their own right, of course. But it’s not just that play “feels good.” Experimental safe zones create intrinsic motivations, which are much more powerful than extrinsic motivations because they unleash creativity. Firms are more agile when they encourage employees to think up new approaches and try them out, and then get feedback about how the environment responded to their ideas.
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