If it’s okay for me to take a mental health day, it’s okay for you as well.”Įven the simplest reminders can lead people to change their behavior. “There are things I know it’s okay to do, but that knowledge comes from my seniority and time at the company.

“It was clear things had changed since my team started working from home but no one had acknowledged them,” he said. Lists like these surface permissions that already exist within workplace cultures, but that not everyone is aware of or that people often need reminding of. Matt Reiter, director at World 50, a private community for C-suite executives, created a list with his team. His final list included things like “It’s okay to…”: He drafted a list, asked his colleagues to add other ideas, and then designed posters that he hung all over his office. Government Digital Service that it was always okay to do things like ask for help, make mistakes, and have off days. We heard about the idea from the writer Giles Turnbull, who wanted to emphasize to new employees at the U.K. In our book No Hard Feelings, one of our most popular suggestions is to write an “It’s okay to…” list. Combating them is crucial to helping everyone on your team feel secure and supported, especially in the current climate. These seemingly small uncertainties (“Can I step outside to take a short break?”) can become major stressors. You might know that it’s okay to take a walk in the middle of the day to clear your head, but it might not be as obvious to your colleagues, especially if they’re new hires. They might have changed since you all started working from home, or perhaps they’ve never been explicit to everyone. right now), it’s good practice to write down the unstated cultural and emotional norms that exist within your team or company. If you’re on a video call with 20 of your colleagues, is it okay to turn your camera off? When you email your boss, do you include a bunch of emojis?ĭuring stressful times (i.e.

No Hard Feelings by Liz Fosslien