There are countless pieces of advice when it comes to improving work that relate to becoming more productive, efficient, profitable, happy, etc. While much of the advice available for free is not rooted in solid evidence, one of the main scientific assets to understanding workplace improvement is behavioral science. There is a breadth of evidence, even entire academic disciplines, which suggest that insights from psychology in particular are directly correlated to improving internal and external relations and practices at work. This blogpost highlights some of the main direct and indirect influences of behavioral science at the workplace and highlight how many principles can easily be implemented to much success.
Managers are typically tasked with overseeing and taking steps to ensure the productivity of their employees. This task is complicated and requires a finely-tuned blend of providing motivation, doling out consequences, adapting to institutional change, and helping employees build independence and new skills.
Most managers are, by definition, focused on factors outside of themselves. Managing a team of employees and running an organization requires a ton of outward attention, and an ability to prioritize others’ needs before addressing ones’ own. This perspective, however, can come at a high price: managers may neglect to notice or address their own stress and physical health.
All employees have distinct psychological needs. When managing a large group of people, you will generally be unaware of what the full extent of these needs are. This CQ Dossier provides you an introduction into what you have to consider in order to ensure your employees' psychological wellbeing.