When Was The Last Time You Genuinely Checked in with a Colleague?

That person who helps others simply because it should or must be done, and because it is right thing to do, is indeed without a doubt, a real superhero.

Stan Lee

This holiday season will be difficult for everyone. There’s no doubt. Whether you’re staying home for safety’s sake or being forced to by the government of where you live. The holidays have never looked like this.

Even the years I spent in China, a country that saves its cheer for Chinese New Year, I could usually find a group of friends and a home or a karaoke to celebrate Christmas in. This year, however, the cheer has fizzled out of the grandeur that normally is the festivities this year.

I, for one can’t go home for Christmas, the border is still closed between the US and Canada. So my mother’s infamous Christmas party decorations and merriment will have to wait until next year. Replaced by my sad little tree and twinkle lights. Honestly, there’s no comparison but there’s also no presents because my husband doesn’t understand the concept of waiting to unwrap gifts and has opened every package that’s arrived- there goes the surprise!

We’ve been lucky and grateful in this year for many reasons, we’ve struggled but we’ve managed, others may be not.

Last summer when I started hosting the Beyond BLM: Actionable Steps for Change series, one of the panelists mentioned that no one had checked in with her just to see if she was ok, and it would have been incredible if someone had. When she felt she could handle going public, she did and the comments and calls of support followed, but the toll on her emotional and mental health had already occurred.

The holiday season is always one that is filled with a tinge of darkness just beneath the surface. We all get distracted by the holiday movies, the dinners and parties but loneliness is especially high during the holidays. I imagine this year, numbers will peak. Especially for those that may be quarantining alone.

Mental health has already become precarious in 2020. According to the Mental Health America, The number of people looking for help with anxiety and depression has skyrocketed. Even in Canada, pre-Covid, 1 in 5 Canadians needed help with mental illness, according to the Canada Mental Health Association.

Don’t let the year finish without reaching out, if you do need help or even if you don’t. The worst feeling of regret is always wishing you had reached out to those you thought might be struggling.

Last week, I reached out to an old friend and she admitted that while she was at work all day, she found her off time had little activity and she was glad for the conversation. What was supposed to be a 30 minute discovery call ended up being an hour and a half, let’s talk about everything call.

I remember that feeling from the start of the pandemic when we saw no one, didn’t leave except for the weekly grocery run. My husband and I had to learn to speak deeply to each other again, not having done that in a while. Another reason to be grateful this year.

But reach out and genuinely speak with one person this year, it might benefit you more than you realize.

And if you need more than just a helping hand reach out to those services that offer more. There is no shame in realizing you need help, we all do in different ways.

Key Take Aways From Web Summit 2020

people on a video call

If you’re interested in the worst case of online misogyny I’ve ever seen professionally- scroll down to the last section.

It Was Good Until It Wasn’t…

If you don’t know the Web Summit conference, you might want to get on board. Luckily for me, it was online this year and I was able to attend from my living room. It’s all about tech, startups, business, and this year- I don’t know if it was me or what but the AI talk was everywhere!

This reaction right here!

If you don’t understand AI, you’re not alone

AI seemed to be a big hot topic at the Web Summit conference this winter and everything from startups and politics were talking about it. It’s the flashy new toy on the trendy tech block.

This is the easiest way to understand it that I’ve come across, it’s data management. Pure and simple. It’s taking heaps and heaps of data and compiling, organizing, and applying it to whatever it is that you want it to do- the idea that eventually it will become an autonomous compiling and applying.

This is the thing I don’t understand- why hide it in secrecy? If you can’t explain to someone in a way that they understand you are creating a level of exclusivity that is inherently discriminatory. If you laugh at someone trying to understand the applications of AI that may benefit their entrepreneurial aspirations- the buck stops there. Right?

I don’t know- something about that just rubbed me the wrong way. Especially when it came to online networking- speed networking by the way that made it good if you weren’t clicking because you didn’t have to and also good in figuring out quickly if you wanted to continue the conversation.

For me, it was a great way to validate some things- I was able to quickly introduce myself and judge reactions to what words I used. (Always a research at heart).

My Online Roundtable Experience

This was fun! I was on a panel on Leading your Organization with Empathy and Abundance. It was riveting- you know I’m a big fan of empathy at work! We had an engaging discussion led by Danielle DeRuiter Williams, from the Justice Collective in the US, on intersectional inclusivity, what companies were doing right in 2020, and what they still needed to be doing moving into 2021.

We covered neurodiversity, flex scheduling, mental health and accessibility! It was a lot for an hour but everyone was contributing left and right and doing so in a way that inspired me! I was so glad to be a part of it.

There were other panels: Inclusion in Tech, AI possibilities, etc. There is so much happening right now in people trying to create change in the tech industry which is amazing to see, but let not the momentum fizzle out.

Even the speed networking mingle, was entertaining- if it was on the verge of awkward at least it was only 3 minutes and if you were enjoying the conversation you had the option to connect and if they felt the same way you would be given each others’ contact.

Some Parts that Always Disappoint

Pre-recorded interviews are boooooring! There’s little engagement unless you count people in the chat complaining about the fact the video was pre-recorded. Once they move on from that there tends to be criticism- no point in keeping it quiet, the speaker isn’t going to see it.

In order to make up for it, there were often Q&As after the pre-recorded session which was live but depending on the notoriety of person, some or most Q&As like Microsoft or Facebook still left much to be desired. Which was understandable, it’s not like the audience always get their questions answered in person at the conferences.

The Greatest Disappointment

This was something that although it’s talked about in many circles I had yet to experience it, not having had to pitch in front of investors before. Throughout the conference, several startups pitched their ideas throughout various portions. There was one block that was all about the 40 word pitch. Man, condensing your startup’s business into 40 words? That is a feat unto itself.

There was a healthcare startup led by a male founder, who pitched to an all-male judge panel. Now that is not the biggest issue, I get the numbers are not in our favor for much diversity in VC firms but the kicker was that after the healthcare application and the judges questions were presented i.e. their interest in the startup or their reservations.

The second startup was a female founder speaking on recycled fashion- and immediately the mood changed for the judges. They were no longer jovial and with an air of ease. The founder, albeit was very excited about her venture and it showed, the judges’ response? Make an off-putting remark about being a zodiac sign- apparently making a joke in some way of the founder?

It was the most disgusting display of professional misogyny I have ever seen!

It was like they forgot they were on-screen and had slipped into private boys clubs where girls weren’t allowed and with a clearing of the throat remembered where they were. They then proceeded to ask completely ridiculous questions predicated on the fact that none of them knew anything about fashion-duh! I could tell by their polo-induced comas. And the second hesitation was that they weren’t sure of the validity of recycled fashion and whether or not people would be into it.

Really? Ever heard of Rent the Runway or Posh? and others I’m sure.

It was as if they heard fashion, saw it was a woman and grumbled to themselves, “Oh no no no, can’t touch that- fashion doesn’t affect everyone.” I’m hearing the voice of that Oh no no laugh meme that was flying around a while back.

It was like seeing a real life pig fly across the sky- I’d heard the expression but didn’t believe it really existed.

Now I’m not an expert on body language but since being at home for 9-10 months, a year- I’m not sure. But it’s made me super paranoid about my background and surroundings- something I take note of while I’m on a call- oh and how I’m presenting myself, if I’m not the one talking. No booger scratches here please 🤦🏽‍♀️!

Other than that it was a great opportunity to learn all about Europe’s tech, its limitations and opportunities and to meet and speak with people I normally would not have come across. It’s always a learning experience I love.

If you want to stay connected, check out our social on IG and Twitter @theway_wework and if you have any questions email us at TheWayWeWorkOfficial@gmail.com

Would love to hear from you!

Yours in kind,

Jessy Santana, Founder & Principal, The Way We Work

3 Ways to Measure Company Culture

and Solutions to do Something about it!

background board chart data
Photo by Lukas on Pexels.com

Have you ever wondered these three things…

  1. Why is my turnover so high? 
  1. Why is my retention so low? 
  1. Why am I spending so much time and money hiring and training only to do it all again a few months later? 

The truth is…You might have a culture problem. 

I know. I’ve been there. 

I’ve worked at companies that didn’t value their employees and we had a serious turnover problem, I’m talking people quitting in the middle of the night kind of turnover!

Things like nepotism, quid pro quo and retaliation are culture killers for most companies and even if you are big enough to keep your head above water for a while. It will catch up with you. It’s only a matter of when, not if. 

For many companies, a complete overhaul doesn’t make sense and it can be costly but there are small changes that can help. 

Solutions that Matter

1. If change is needed

and it probably is…

Don’t make the change on your own. Have employees know that change is coming and how it might affect them before the change is implemented and whenever appropriate have them be a part of the change. 

Make sure everyone understands the culture you are building and adjust otherwise. From onboarding to exit interview, the message shouldn’t be muddled. Everyone should know exactly what the mission of the company is and what it means for their individual position. 

Tony Hseih, who recently passed away, a tragic loss for his family and the future of Downtown Las Vegas, was a big fan of change. He even wrote about it in his book, “Delivering Happiness: A Path to Profits, Passion, and Purpose.”

“Your personal core values define who you are, and a company’s core values ultimately define the company’s character and brand. For individuals, character is destiny. For organizations, culture is destiny.” 

— Tony Hseih

women sitting under a neon sign
Photo by Tove Liu on Pexels.com

2. Try, try again

It wasn’t perfect and it took several tries but even Tony Hseih, worked at creating the right kind of culture for his organization as a long-term vision. If you’re looking for quick fixes- I don’t know what to tell you. You’ll always be disappointed at the pace of change.

Just like toxic workplaces can take years to develop, excising that toxicity can take twice as long, because we’ve let complacency dominate. We’ve let our guard down and now we are reaping the consequences of that time we didn’t say something about that inappropriate behavior, or spoke out when we saw discrimination much less did something about it.

3. Nothing great, happens overnight.

All overnight successes take 10 years in the making right?

It’s possible to enact change that is pervasive and long-lasting, but it’s going to take dedication, it’s going to take commit and it’s going to fiscal responsibility. No longer can we expect good tidings on bare minimum efforts- it’s impossible. We’re setting up our employees for failure and that’s just continuing the workplace trauma.

There is light at the End of the Tunnel

Imagine, when we get it right?

That’s when we have the visionary, the workplace heroes that create innovation by tuning their culture with purpose and accountability. Developing KPIs and Evaluation markers is all well and good but you always need to come back to them and make sure you’re on the trajectory to make your mark, if not adjust accordingly.

It’s a bit touch and go but by having the vision and making sure to align with that vision and not straying too far from the equitable guidelines you’ve set in place with accountability- that’s music to my ears!

If you’re interested in learning more- let’s connect!

Yours in kind,