Think about all the drama that occurs in your workplace. The gossip, the politics, the cliques. It probably looks more like a bad reality TV show than a workplace. Constant change, poor communication and lack of transparency can lead to misunderstandings that fuel drama.
While we may never be able to remove all the drama, HR can implement philosophies and tools to develop employees and to create good mental processes, which can change negative energy to positive innovation.
According to author, international speaker and business consultant Cy Wakeman, the remedy for drama requires a healthy dose of reality-based thinking.
In the SHRM Online article “Ditch the Workplace Drama: A Q&A with Cy Wakeman,” she says that “Being reality-based is all about ditching the drama, because most of the drama in our lives has nothing to do with reality. It’s the story we make up about reality. For instance, if my boss asks me a question, I might think, ‘He’s micromanaging me, checking up on me.’ The reality is that my boss asked me a question. The rest is a story I made up.”
Wakeman says the average person spends two hours a day in drama. “That is a ton of emotional waste. When people let go of their drama, they are able to use those two hours a day for productivity, and they are happier because their morale is not affected by the stories they make up about their circumstances.”
According to recent research conducted by Wakeman in conjunction with the Futures Company, “conventional HR strategies and philosophies are fueling drama in the workplace. However, when HR helps teams to create good mental processes, it allows them to redirect energy wasted on drama to produce amazing results.”
“Current Performance + Future Potential - Emotional Expensiveness = True value.”
Emotionally stable employees will ensure their own future success and that of their organizations, and the most valuable employees think about how to add value in the future. “The future belongs to the people who can be flexible and serve in a variety of places with low drama, rather than to the technical guru who is a drama king,” Wakeman says.
How can you implement reality-based thinking and change management strategies to destroy the drama that’s killing engagement and productivity in your organization?
Please join @shrmnextchat at 3:00 p.m. on July 11 for #Nextchat with special guest Cy Wakeman (@CyWakeman). We’ll chat about how you can help make your organization a drama-free work zone.
Q1. What are some examples of drama in the workplace?
Q2. What is the root cause of drama in the workplace? Does it start with an employee or is it the result of a bad workplace culture?
Q3. What makes an employee “emotionally expensive”?
Q4. Is it possible to spot an emotionally expensive employee in the job interview? How?
Q5. Reality-based leadership and work environments help curb drama. What are some ways leaders can help employees become more reality-based in their thinking?
Q6. Resistance to change will cause drama in the workplace. What change management strategies can HR use to reduce the negative emotions that accompany change?
Q7. If you’re looking for drama, you’re going to find it. What are some ways we can proactively avoid drama in our workplace relationships and communication?
Q8. What is HR’s role in reducing workplace drama? What are some tips for how HR can be the change they wish to see?