How are we doing (really)?
I think it’s fairly safe to say that when 2021 rolled around most of us were happy to see the end of 2020 for so many reasons and we had such hopes and wishes for what 2021 could bring.
It’s now September.
So, where do we sit with those positive thoughts of ‘getting back to normal’ – ‘normal’ a word I have constantly struggled with?
Either way, some of those early adjustments we made to our personal and work lives, that we had assumed would be temporary, are now firmly part of our new everyday lives. And even if some workplaces and social activities have resumed in some places, we are by no means fully where we were pre-pandemic (and dare I say it, we might never be – the good and the bad reside together here in my opinion, but that’s probably another post).
We are now au fait with Zoom meetings, and in some countries, kids have completed a whole academic year without stepping inside an educational facility and many of us carry masks around along with our keys and phones as another necessity while some of us are still not allowed out of our front door without wearing a mask. In some ways it is surreal. I see on my Instagram feed photos of summer holidays, while I hear stories of heartache and grief from many of my clients in South East Asia.
But where are we really? How are we actually feeling? Where is this all landing for us 18 months into the pandemic?
I’ve spoken in previous articles about the impact of Zoom fatigue and the very real physical and emotional downsides of so many online meetings, and now there is even a ZEF (Zoom Exhaustion and Fatigue) scale being developed by Stanford researchers to help companies understand which type of communication technology actually benefits everyone.
As one of the researchers Professor Jeremy Bailenson reminded:
“Videoconferencing is a good thing for remote communication, but just think about the medium – just because you can use video doesn’t mean you have to.”
Even the head of Zoom APAC, Michael Chetner, has recently said that he hopes that the success of the next 12 months will be “….characterised by businesses learning how to create equality between employees in the office and those at home.”
“When in the office … it’s not just about the collaboration, but having the social aspect we’ve missed. Businesses will need to say to the [marketing] team come in on Wednesdays and they all get to go to lunch together. That makes it a richer experience people will look forward to.”
The social impact
The social impact of physically not being in work places, recreation spots, other people’s company for a year or more is also having a mixed bag of responses as certain places around the world are opening up.
A study of mental health service employees in the UK highlights the emerging issues of prolonged physical distancing…
“… where closer contact with others may be desired or beneficial (e.g. in order to show empathy), the ability to engage in this may be restricted by safety measures such as social distancing and the use of face masks.”
(Wong et al 2013).
Results of a similar workplace study in Australia suggest that the impact of being cut off from our usual work routine (even with every possible workaround in place) is still being felt…
“We are seeing that those who relied on their workplace for social stimulation are more affected by these changes.”
(Relationships Australia)
Is it all doom and gloom?
Well, no. There are emerging studies that are showing despite the adversity experienced by global populations that there are in fact some positives to be taken from it all, namely in our ability for resilience. This is particularly heartening to see when we look at the impact on young people and how their early stress experiences shape them later in life…
“Although adversity in early life has clear negative impacts, it is possible that adversity experiences may also provide opportunities to develop adaptive strategies that foster resilience and growth when facing stress.”
(Bleil et ta. (2021))
While I have not completed an extensive literature review, I think it would be fair to say that there is the potential for both negatives and positives – and – at the end of the day, how we respond to adversity and change is in our own hands. How we support those around us is also in our hands. It’s our choice.
We could also choose to rewrite ‘normal‘ and wouldn’t that be amazing!
Katarina Berg, CHRO of Spotify, captures the important essence and challenge of this. When she shared at People Matter’s TechHRSG conference (Sept ‘20) she spoke about the preciousness of human connection, experience (and for her example around listening to live music) and the feeling of NOW. How can we, in the future, create the best – exclusive inclusiveness – experiences when we are in a single space/room together, and with the best technologies we are getting smarter about using when we are not – whether we are working, schooling, at home or being entertained?
And more importantly, what choices do we make for ourselves, our families and friends and our communities?
At this point, can I offer some books that might be very relevant at this time? In addition to the work of Viktor Frankel, these books are worth chasing down:
Eger, E. (2017), “The Choice: Embrace the Possible”, Scribner, New York.
Jaku, E. (2020), “The Happiest Man on Earth”, Pan MacMillan, Sydney.
MacKay, H. (2021), “The Kindness Revolution: How we can restore hope, rebuild trust and inspire optimism”, Allen & Unwin, Sydney.
I’d love to hear from you. I’d love to hear about what you would like ‘normal’ to be in the future, as well as your thoughts about these books (note: two authors are Holocaust survivors).
As a head’s up, I’ll be releasing my virtual library in the near future so please watch this space.
Take care, everyone, and be kind to each other.
References:
Bleil, M., Appelhans, B., Thomas, A., Gregorich, S., Marquez, N., Roisman, G., Booth‑LaForce, C. and Crowder, K. (2021), ”Early life predictors of positive change during the coronavirus disease pandemic”, BMC Psychology, 9, 83.
Wong, C.K., Yip, B.H., Mercer, S. et al. (2013). “Effect of facemasks on empathy and relational continuity: A randomised controlled trial in primary care”, BMC Family Practice, 14, 200.
Media Release from Relationships Australia, “Have the COVID-19 workplace changes affected people’s mental health?”
Ramachandran, V. (2021), “Stanford researchers identify four causes for ‘Zoom fatigue’ and their simple fixes”, Stanford News, February 2021.
Redrup, Y (2021), “Zoom usage to enter new phase in 2021”, Australia Financial Review, January 2021.
Dr Robyn Wilson focuses on helping leaders tackle the change and challenges they face and journeys with them as they, their teams and organizations navigate these with the aim of becoming stronger, gaining more clarity and with strengthened relationships and personal capability. She is the founder of Praxis Management Consulting.
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