Work Lab Six Principles of Wellbeing Work Lab
| Work. Lab Six Principles of Wellbeing
| Work. Lab These six principles for hybrid work wellbeing won’t blow your mind. But “mind-blowing” isn’t what we need to get through this next great disruption in how we work.
| Work. Lab 1. Make OKRs your friend By embracing clear objectives and key results (OKRs), you’re creating a personal framework that makes clear to yourself and others which work is most important. With this framework in place, you have a filter that empowers you to say “no” more often (which can also mean “not right now”). You also have a tool to help you achieve balance. If you add a new KR mid-quarter, you can shift out another to ensure you’re maintaining equilibrium.
| Work. Lab 2. Get comfortable with imperfection Balance striving for perfection with speed and agility. Sometimes “good enough” is, well, good enough. And sometimes it’s not. This is not about lowering the quality threshold for customers. It’s about managing priorities, energy, and expectations along the path toward an outcome. Ask yourself, “Does this need to be good, better, or best? ”
| Work. Lab 3. Own your boundaries Everyone’s individual circumstances are unique. Each of us needs to define our boundaries based on what we can and can’t do—and own them. In practice, this means deciding when you start and finish work and sticking to those commitments while communicating them clearly to your team, whether working remotely or in-person.
| Work. Lab 4. Plan meetings with purpose Foster a meeting culture based on preparation and purpose. Ask the most basic question: “Do you have to have this meeting? No really, do you have to? ” If the answer is yes, determine whether the meeting is to disclose, discuss, or decide. Invite only the people who really need to be there, share the agenda in advance, and prevent FOMO among those not invited by implementing a robust practice of note-taking and note-publishing.
| Work. Lab 5. Follow the science Science tells us what the world’s best athletes have known for years: peak performance requires cycles of rest and recovery. More and longer hours don’t equal higher impact. Create a culture where taking breaks is a mark of intelligence, not of laziness. Embrace time outside to help rejuvenate. Wellbeing isn't a set of slogans. It’s best practices informed by evidence.
| Work. Lab 6. Lead with empathy Culture starts at the top, and leaders must be exemplary practitioners of empathy—the most vocal, visible advocates for wellbeing. This creates the permission structure for everyone in the organization to put wellbeing first. Be vulnerable. Help ensure the quietest voices are heard. Make space for fun. Make space for moments of sadness, and moments of joy. Together, we create the culture.
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