How to Enable Hope in the Workplace
In my last blog I offered my thoughts on the meaning of ‘hope’ – something which I acknowledged we recognise when we feel it and when we need it, but it’s hard to define and describe.
As a reminder, The English Cambridge Dictionary explains it as ‘to want something to happen or to be true and usually have a good reason to think that it might.’
I now want to consider how you can build and enable hope in your workplace.
Hope is a strong force that can change workplaces and those employed there.
In a workplace culture of hope, employees are given the freedom to set and reach goals that fit with the organisation's purpose and values. This not only makes them more involved and happier at work but also supports the organisation in its journey toward success.
Hope is also a key part of being resilient.
There’ll always be problems and setbacks at work - but workers who have hope view setbacks as opportunities to learn and develop rather than as unsolvable problems.
Consider these five steps to build hope in the workplace:
Understand how your colleagues perceive hope
It's essential you understand what hope means to your employees to foster it in them.
Asking employees to clarify what hope means to them is a good way to teach them about hope. Ask questions like:
What inspires you to hope?
When do you feel the most optimistic?
What motivates you to act when you have hope?
By giving these questions some thought, colleagues will better understand their own sources of hope and the potential role hope might play in their professional lives.
Promote confident self-talk
Enabling helpful self-talk is an essential component in fostering hope in the workplace.
Employees feel more confident to overcome hurdles and accomplish their goals when they can reframe setbacks as chances for growth and concentrate on their strengths and previous achievements.
You’ll foster an environment of optimism and hope by encouraging positive self-talk and giving staff members the resources they need to reframe their thinking.
Over the years, research has linked positive self-talk to increased resilience and better performance at work.
Set realistic goals
To promote hope in the workplace, you must set achievable goals.
Employees will be more motivated and optimistic about the future when they have clear goals they think they can achieve.
You can foster a culture of hope and resilience by working with your colleagues to set realistic goals and give them the resources and support they need to achieve them.
Embrace the power of recognition and feedback
When employees receive regular feedback and recognition of their efforts and skills, they feel valued and invested in the success of the company.
If you invest in positive recognition and feedback, you’ll develop a culture where optimism predominates and enhances everything your colleagues do.
Fostering a sense of community is vital in enabling hope and Optimism. Photo Tribesh Kayastha Unsplash
Encourage a sense of community
For employees to feel hopeful and resilient, the workplace must encourage a sense of
community.
Employees will experience a sense of purpose and be inspired to work towards common objectives when they’re connected to their colleagues and the organisation's bigger mission.
You can develop a culture of hope by developing a sense of community through teamwork, social activities, and highlighting your organisation's values and mission. This culture will enable staff members to accomplish their objectives and face challenges.
Look out for the next articles in this series – “The importance of hope in the workplace,” and “The benefits of hope in the workplace.”
If you need further information about these approaches, or any other resilience topic, please contact russell@theresiliencecoach.co.uk.