Translated from 日本語 • View original In the second part of the science of having fun, this time I will think about the pain of the workplace.
Here is the first one. ▼ Science of fun ~ (1) What is the identity of boring work~
The number one cause of workplace pain "human relationships"
As usual, I googled the results of various surveys by combining workplace, pain, stress, causes, etc. As expected, in almost any survey, "relationships with people you are not good at" is by far the top reason.
I think the majority of people think, "That's right."
This time, I would like to delve into this.
Is Nani in Relationships Painful?
So, in what cases does "relationships with people you are not good at" become painful? Many of them may be relationships with bosses and seniors.
Of course, there may be people who are not good at it even if they are not bosses or seniors.
However, for example, would a person who is a general manager feel that much pain just because "this year's new employees are a little bad"? The pain that seniors feel from juniors is similarly not that great.
Of course, in any relationship, people who are not good at it will be a little worried, but I think most cases do not feel much pain.
The pain is doubled by the addition of "position power" of a position higher than oneself in the organization to a person who is not good at it. This is the equation that creates relationship pain.
What can you not do if your opponent has positional power?
On the other hand, even if the other party is a boss or senior, I think that if they are in a state where they can say what they need to say, they will not suffer so much in the organization.
A state in which you have to put up with what you should say or want to say and remain silent. A state where you can't speak up even if something unreasonable is happening.
A person feels distress when these happen.
It can usually happen when the opponent has positional power.
"If I say this, my evaluation will be bad." "If I say this, I will be hated, communication will deteriorate, and my work will not go well." "By asserting my opinion, I will cause trouble to those around me."
When people have such fears, they tend to shut up, even if they are unreasonable.
Even though I am proud to have said anything I thought, I have experienced many times when I had to reluctantly shut up about unreasonable things in the organization.
What You Need is Psychological Safety
"I have no choice but to shut up reluctantly" I want to eliminate this kind of situation that I have experienced myself as much as possible.
Colorkrew's variflat eliminates one of the mechanisms that make workplace distress more likely in that there is no explicit "boss".
However, it is not the case that it will eliminate the pain of human relationships.
Another important thing is whether the organization maintains "psychological safety".
▼ Definition of psychological safety "A state in which members of a team have a state of confidence that they will not be ashamed, rejected, or punished for what they say, and the belief that the team is a safe place to take interpersonal risks is shared among the members."
Create an environment where you can confidently say what you think and what you think is right, regardless of your boss or subordinate.
I have written about how to create a culture and system that ensures psychological safety in my past blogs, so please read that as well.
▼ How to create an organization that brings out psychological safety < very popular content> Seminar on organization and management is being held!
