Erosion in the workplace; a well-trodden path

Recently a farmer interviewed about damage to his crops caused by an increase in walkers during Lockdown, claimed he had lost up to 20% of some his fields through footfall erosion. 20%? Surely not! However, when considering the soft conditions underfoot and the number of people exercising their Lockdown rights, the issue of walkway widening does appear to be a worry. Pathway redirection to avoid standing water is adding to the issue. Poorly prepared hikers attempting to keep their footwear mud free for a further few minutes and enthusiastic ramblers, runners, and riders each creating a new edge to the pathway which in turn encroaches little by little, barely noticed, until the actual pathway is almost as wide as the field itself.

The same can happen in the workplace. Workplace erosion usually takes place very slowly over many years; often due to the comfort of a long-established team, wary of change, working hard but all moving too much in the same direction, or following a path so widely trodden that it has taken more ground than intended.

Recently, circumstances have, much like the standing water, forced many of us to walk a different path. Ringing the changes can provide a much-needed diversion and halt the overuse of tried and tested methods. However, the reverse can also be true, it can also occur when new processes procedures and targets are introduced to replace or enhance existing ones. During 2020, every school has had to deviate from its plan as a result of the pandemic. Implementing new strategies and different methods can change the school’s culture along the way. Some of these changes will have negative after-effects over time. These less obvious changes are hard to spot; how do you recognise that your ethos might be eroding instead of evolving?

Some teachers and support staff will be thriving in the new normal; those with good IT skills and performance personalities. Others may be struggling for a host of reasons: separation from their colleagues and support network, lack of classroom interaction, lack of a formal schedule, the weight of the additional workload in converting lessons to suit online, and distractions at home, to name but a few. These are the staff who, left unchecked, may erode the perceived value of the lessons and therefore the reputation of the school. They can also impact on morale and the attitudes of colleagues, too.

Tell-tale signs

We have talked in previous blogs about how missed deadlines, a reduction in work quality, reduced output or a lack of interest in assigned tasks are all warning signs; indicators that previously high-performing teachers whose drive is beginning to dwindle and who find it difficult to decipher priorities, may be struggling. These factors may be caused by a number of reasons but it is the slow impact that it will be having that is the biggest concern and this is why staff appraisals, regular reviews, and lesson observations are now more important than ever.

You may need to have honest, and sometimes difficult, conversations with your team members to uncover the causes of diminishing returns before they impact on the wider team’s performance. Weekly one-on-ones are a good way to open dialogue while also giving you the opportunity to reinforce the non-negotiable objectives.

Empathetic curiosity as to what motivates your staff will also help you to keep their spirits up and their path varied. Are they seeking career advancement? Do they require a more flexible work schedule? It is easy to lose sight of your teams’ stimuli when there is a bigger job to do but aligning their roles to specific goals will ensure everyone stays productive.

Motivation, or lack of it, is impacting us all during these strange times. While productivity may be something team members can turn on and off, burnout is more serious: It results from chronic workplace stress that has not been successfully managed. Operating at crisis levels for months, as many have been during the pandemic, can easily lead to breakdown.

The stress of worrying about job security, juggling work and virtual school, converting classroom lessons to online lessons and having to, in many cases, work longer hours and sometimes at risk whilst other members of the team and the usual support network are furloughed increase the likelihood of burnout. There are three indicators to suggest staff may be exposed: feelings of energy depletion or exhaustion; increased mental distance from one’s job; and reduced professional efficacy.

As difficult as it may be in the current climate, staff should be encouraged to take breaks, to unplug and refresh. Reassure your team that sometimes, taking time off is helpful for the team’s long-term success. Spend a few days offline yourself to lead by example. Speak with the SLT about the possibility of emergency cover for anyone you see needing to take some time out.

Teams that play together stay together…

People are more considerate and compassionate when they understand one another — both personally and professionally. Social capital is defined as “the shared values and understandings in society that enable individuals and groups to trust each other” and, therefore, to work together.

Traditionally, social capital in the workplace has been built through regular, in-person interactions between team members — staff room conversations and break time banter. But when school goes online and teachers are less able to mix, social capital may decline.

Since colleagues have a reduced opportunity for in-person check-ins over coffee or lunch, previously strong relationships can start to fade. Keep an eye out for staff members becoming distant or even combative with one another, which may happen if they don’t understand what others within their team are going through. When individual colleagues begin to lose their emotional attachments, team morale can take a hit.

It’s important that staff know that socializing isn’t a waste of time — on the contrary, the connections it forms are vital to sustaining a successful team dynamic and protecting morale when challenges arise. Schedule virtual meetings or social gatherings with one another during the workday. You can even set the precedent yourself by creating optional, virtual team lunches where no “work talk” is allowed.

It’s easy to spot the potential for a domino effect of workplace erosion. Just like the farmer and his fields, the evidence can be slow to form but the overall effects can be wide reaching. As is often the case, prevention is a far easier solution than trying to repair the aftereffects.

Headspace Academics; fresh thinking. Helping school leaders find solutions for their school’s long-term security.