Have Fun and Stay Connected While Working From Home

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For many of us, working from home is our new daily routine. And, if you’re like me, it’s definitely a different experience. Fortunately, I’m still surrounded — albeit, mostly virtually — by talented colleagues and friends.

Dan Macuga, USANA chief communications and marketing officer

Dan Macuga, USANA chief communications and marketing officer

Recently, Dan Macuga, USANA’s chief communications and marketing officer, explained to USANA employees how he’s staying connected and having fun while working from home.

As I’ve done previously, I’d like to share with you key points from his article in hopes that you can implement the strategies in your own life.

Get to Know Your Peers

Being happy, Macuga says, is critical to staying connected and having fun. It’s something he’s learned in his 14 years at USANA.

“USANA has to be experienced,” says Macuga, a self-described people person. “I consider myself very fortunate to be here at USANA and with each day that feeling strengthens — even with tough days like you and I have every once in a while.”

Daily interactions with employees allow for the opportunity to learn about new ideas, among other things. And those interactions shouldn’t vanish simply because we’re not all working in the same building.

“Basically, if you listen to people around you, and you are truly interested in their opinions and feedback, you gain insight into the business you would never know otherwise,” he explains.

In other words, if you listen you will learn. Plus, you’ll be able to offer your own perspective on an idea or an initiative. This is how innovation starts — it’s a groundswell of ideas that culminate in change.

In the process, learning and interacting can be fun. It will help you build relationships and set a foundation for future collaboration opportunities.

“We are people first, employees second. Learning about people, their families, and their hobbies is not only fun, it’s truly engaging to hear what other people are up to. Perhaps you will even find similar likes that bring your friendship to a new level.”

— Dan Macuga, USANA Chief Communications & Marketing Officer

Make Sure You’re Having Fun

Our new work environment can feel isolating at times. It gives me even more appreciation for our USANA Associates and what they accomplish. But no matter where we work, it’s important that we stay connected with our colleagues.

Macuga tackles it in two parts: Disconnect and Connect.

“Stress can impact your health, your personal life, your work life, basically everything,” he says. “So, my advice is this, when you feel pressure, find an outlet to just disconnect and let go. Find a way to take a break, step away, let your mind roam, do something you enjoy, just get away for a bit.”

It could be a walk around the block, a 15-minute meditation, or reading a chapter or two in a book. Essentially, find an activity that lets you stop, forget, and get your mind back into a good spot.

For Macuga, his go-to activity to decompress is slightly unusual.

“I mow my lawn!” he says. “Seriously, I go out back, fire up the mower, and work on getting the lines in my lawn perfectly straight.”

When you’re ready to go back and connect, consider doing so in a way that involves some sort of teambuilding. Departments at USANA hold smaller Zoom meetings regularly. Others conduct virtual lunches or get together to play board games or meet to discuss a book, movie, or TV show.

The bottom line: Find ways to stay connected with your co-workers.

Image by Gerd Altmann from Pixabay

Listen and Learn

I’ve said it before, but the USANA culture is special. And that culture doesn’t disappear just because we’re working from home.

“I have worked for a number of large global companies here in the U.S. and I can assure you that not one of them has the unique culture that has been created and maintained at USANA,” Macuga says. “To keep that culture alive and well in these unique times, we need to stay focused on our personal health and stay connected with those around us.”

Remember:

  • Find a way to disconnect in times of stress. Look for opportunities to get away even for just a few minutes to let your mind go and reset yourself.
  • Find ways to stay connected. Get to know your fellow employees better on a personal level and find ways to spend time together doing something fun.

And finally, Macuga believes the more you listen, the more you learn.

“Take the time to get to know people around you, hear their ideas, and listen to their concerns,” he says.

It will give you insight into making your work environment even better than it already is.

To view additional articles in this series, please click here.

Kevin Guest Shares Tips to Increase Value in Post-Pandemic Job Market

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Below are some thoughts on what bosses and employees can do now to increase their value in a post-pandemic job market. A version of this article originally appeared as part of a news release.

“I learned long ago that treating others with the utmost respect and kindness is a key to success and makes life more harmonious for everyone.”

— Kevin Guest

All the Right Reasons Book CoverWith coronavirus vaccinations imminent, many U.S. workers suffering from pandemic anxiety want to better secure their employment when the pandemic ends. However, studies show job security and financial concerns are the significant predictors associated with anxiety and depression.

To confront anxiety, answers lie in what bosses and employees can do now.

Bosses have a profound effect on the morale and calm environment for employees. Recent studies show a boss’ servant leadership style makes it easier for employees to deal with anxiety related to the coronavirus pandemic.

Research published in the Journal of Applied Psychology concluded employees work better if bosses acknowledge employees’ emotional suffering, work to empower employees, and emphasize serving in the community.

3 Tips Post-Pandemic

Here are three things I believe workers — and bosses — can do now for a better post-pandemic future:

  1. Build on the power of relationships
  2. Prepare now to improve valuable skills
  3. Never give up in striving to achieve your goal

No. 1: Build on Relationships

Wherever I speak, people have said the Dorothy Principle I cite in my book, All the Right Reasons, has made an instant impact on their lives because it illustrates that knowing others’ names, such as a cleaning lady named Dorothy, can lift self-esteem. I learned long ago that treating others with the utmost respect and kindness is a key to success and makes life more harmonious for everyone.

No. 2: Improve Valuable Skills

Improving work skills is perhaps never more important than now. Many years ago, Styx’s Tommy Shaw inspired me, who sang and played guitar anywhere he could — even in bowling alleys and nightclubs.

When Tommy Shaw was playing in an Alabama bowling alley bar, the band Styx was frantically searching for a lead vocalist. Someone influential with Styx had heard Tommy sing in Chicago and thought he might be a good fit. They listened to his demo tape and were impressed with his vocal range. They changed Tommy’s life forever when they invited him to join Styx, a global powerhouse in the music world.

What if Tommy hadn’t been ready when Styx called? That level of preparation is what we all must do now to make ourselves more valuable to our employers and future employers.

No. 3: Never Give Up

A 22-year-old Rwandan woman hunted by killers illustrates my third recommendation.

After Rwanda’s genocide in 1994, Hutu fighters hunted Immaculee Ilibagiza, who fled for protection. However, even with killers outside her window calling her name, she stayed positive. Ultimately, she was rescued, traveled to Rwanda’s capital, and applied for a United Nations job for weeks with no luck.

Convincing herself she could master English, which would increase employment opportunities, Immaculee hand-drew a computer keyboard on cardboard and spent hours learning how to type. With determination to learn English, countless attempts to get the U.N. job, and positive self-talk, she was eventually hired.

It’s that level of persistence and positive self-talk that can carry us to higher ground. These traits can help us plow through any obstacle — even this pandemic. Not once did Immaculee tell herself she couldn’t do it, even though everything she learned was new and difficult.

These patterns of behavior can make us all better prepared to endure to the end of the current pandemic. They can also prepare ourselves for a solid future post-pandemic with higher levels of harmony.

All the Right Reasons: 12 Timeless Principles for Living a Life in Harmony is available on Amazon. All proceeds feed hungry children, with each book purchase providing 40 meals. A version of this article originally appeared as part of a news release.

Building a Foundation of Trust

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When Doug Hekking, USANA’s Chief Financial Officer, writes about trust and integrity, we all should listen. Doug and I have worked closely together for many years, and I’m grateful for his leadership.

Recently, Doug offered several thoughts on these important topics in an article for USANA employees. I’d like to share key points from his article here in hopes that they might resonate with you.

The foundational building block of establishing trust with others is to, first and foremost, seek to become trustworthy yourself.

Doug Hekking, USANA Chief Financial Officer

Doug Hekking, USANA Chief Financial Officer

“Our expectation of others and our willingness to trust others is often a manifestation of how we view ourselves,” Hekking writes.

Certain characteristics and competencies are inherently linked to trust and integrity:

  • Honesty
  • Do what you say you’ll do
  • Humility
  • Speak up

If you embrace these character-building values, you are creating a solid base that will be apparent to both yourself and those around you.

Building Trust: What Are Your Intentions?

I’m humbled to share the following advice. It’s something Hekking says he learned from me following one of our interactions. Over the years, we’ve disagreed at times on certain issues. While our conversations sometimes became heated, they were never vitriolic.

“After one of these conversations, it was weighing on my mind how I spoke to Kevin,” Hekking writes. “I reached out to apologize for how I communicated and his response proved to be one of those learning moments in my life that has never left me.”

Thinking back, I remember explaining that I understood Hekking’s intentions were pure and his motivations were in the best interest of USANA. Therefore, I didn’t take offense and appreciated his passion.

Demonstrating positive intent/motivation provides a real opportunity to improve and enhance our communication with each other.

“We are in times where there is a great deal of change,” Hekking writes. “As you demonstrate your capabilities, follow through, and deliver results, you will fortify others’ belief and trust in you.”

The Basics of Trust

Hekking continues to highlight ways in which employees and managers within an organization can create trusting relationships. Besides being honest with yourself, you build trust through:

  • Honest, candid dialogue
  • Mutual respect
  • Transparency
  • Owning mistakes, learning, and moving on

Actions speak louder than words. There needs to be alignment between what we say and do.

At USANA, we do this well. When we make mistakes, we acknowledge them and set things right. Our actions show we advocate for our customers as key stakeholders.

You’ve heard me say it before, but I’m proud that we hold true to our core values.

Build a Safe Zone of Communication

Finally, communication is so important as we work to build and maintain trust. It’s critical that you welcome open and honest dialogue. To do this, listening is key.

Whether you’re an employee or a manager, create a safe environment to have open and honest dialogue.

“If someone is talking to you, be present and listen—really listen,” Hekking writes. “Don’t placate with hollow conversation.”

Interact in a transparent way. Welcome differences of opinion. And recognize employees are the experts at what they do.

As organizations grow, one person can’t be the expert in all things. Encourage an open dialogue where people are respectful, but they also feel free to disagree and offer a diverse perspective.

“In my experience, when the right employee is given responsibility and accountability, that person steps up and shines,” Hekking says. “Such growth encourages those of us in leadership roles to be confident to delegate and empower our teams. When employees take advantage of opportunities and deliver on them, they add to the building blocks of trust and confidence.”

Building trust takes practice and commitment. My sincere thanks to Doug Hekking for sharing such strong advice on this topic.

As he concludes, “Trust is a multidirectional, daily exercise, with responsibility on both sides. And it all starts with each of us.”

To view additional articles in this series, please click here.

5 Healthy Communication Habits

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“Communication—the human connection—is the key to personal and career success.”

— Paul J. Meyer

The way we communicate changed in 2020, especially for those of us who were used to working in an office environment. Face-to-face interaction became more difficult. Our quick office pop-ins to deliver messages all but vanished. And we struggled to separate our work life from our home life.

Working from home, which is familiar for so many entrepreneurs, became the norm for countless office workers.

How do we build strong relationships and maintain productivity while many of us continue to work from home? Much of it comes down to consciously adapting our communication habits.

Amy Haran, USANA’s Executive Vice President of Communications, offered 5 Healthy Communication Habits she’s found to be helpful. I wanted to share some of her advice here.

Communication 2020

Communication is key. Here are 5 Healthy Communication Habits. Image by Alexandra_Koch from Pixabay.

1. Communicate More

Amy Haran, USANA Executive Vice President of Communications

After several weeks of working from home, it became clear my colleagues and I had to be more intentional about sharing information. I now keep a list—along with lists for my other direct reports—to keep track of what I need to share in our weekly meetings. And my employees keep a similar list for me.

Being intentional in our communications should extend to our relationships across the company. We don’t see each other in hallways or cubicle walk-by’s anymore—meaning, we need to make an effort to ask for and share information with each other.

When in doubt, err on the side of sharing information with a wider group.

2. Check in Often

Meetings: We all love to hate them, but they’re an important tool to stay connected in today’s remote workplace. And if handled well, they can actually be fun.

Several meeting types that should take priority on your calendar:

  • Formal Development Meetings: Surprise! Giving timely feedback and understanding each other’s expectations did not go on hold during the pandemic. Consider monthly employee-led check-ins and quarterly manager-led meetings—and add them to your calendar.
  • One-on-One Check-ins: Aside from these employee development meetings, less formal and more frequent check-in meetings are necessary for most employees these days. I’ve found that weekly check-ins have worked best for most of my direct reports. We usually jump on WebEx to share updates, discuss challenges, and catch up on what’s happening in each other’s lives. And turning on our cameras always helps us connect even more.
  • Team Meetings: All of the teams who report to me have increased the frequency of their meetings—to twice a week or even a quick, daily WebEx—to address pressing concerns, give progress updates, and maintain relationships. Be sure to leave some time for coworkers to catch up or play a quick game. It’s easy to get distracted in web meetings, especially with your camera off. Just remember, your participation and focus in these meetings are key to staying informed and maintaining your team’s culture.

3. Choose the Right Communication Channel

At USANA, we’re fortunate to have many ways to communicate with each other, including WebEx meetings and messages, email, text, Slack, Zoom, Jabber, and the good, old-fashioned phone. But all of these choices can lead to confusion about what channel to use and when.

With no hard or fast rules to follow, considering everything from the sensitivity to the urgency of your message will help.

Which Channel?

  • Email: Info that’s straightforward, non-sensitive, non-urgent, and doesn’t require a lot of discussion or responses (e.g. A monthly project update to a large group)
  • Video Meetings: Collaborative meetings, sensitive messages, and complicated topics that require discussion or responses (e.g. A weekly team or employee check-in)
  • Chat/Instant Messaging: Quick questions, real-time collaboration, urgent info, or socializing (e.g. A brief project question to a small group)
  • Phone: When a video meeting isn’t a viable option and the message is too lengthy, complex, or sensitive to handle via email or chat (e.g. An urgent conversation with your manager about a complicated issue)
  • Text: Info or questions that are brief, urgent, and don’t require a lot of collaboration or discussion; also, funny memes (e.g. A heads up to your manager that you’ll be late to an upcoming meeting)

Whatever channel you use, keep it concise, courteous, specific, scannable (if it’s written), and relevant to your audience.

4. Establish Rules of Engagement

Work may be at home these days, but that doesn’t mean the office is open 24/7. Take note of when you reach out to people and ask yourself whether your expectation for response time is fair.

To help navigate changing expectations, many experts recommend you establish “rules of engagement” with your team to make life easier for everyone. These “rules” could include when people are available via email, how often you expect updates from each other, and even “office hours” when managers are free for unscheduled employee conversations.

5. Provide Positivity and Support

In times of crisis, high anxiety, or high stress, employees look to managers for emotional cues. Like COVID, negative emotions are highly contagious. If we’re communicating stress or helplessness, our employees will likely do the same.

Recognizing this doesn’t mean we have to be fake or overly cheerful. Acknowledging the situation or validating someone’s feelings while offering encouragement and trust will go a long way toward helping our coworkers feel calm and confident.

You’ve Got This

“USANA has weathered some big storms this year, and we’re stronger for it,” Haran says. “You are capable of staying connected with your coworkers, maintaining our amazing culture, and remaining focused on your goals—whether you’re working from a cluttered guest bedroom (raises hand) or a corner office.”

To view additional articles in this series, please click here.

Image by Alexandra_Koch from Pixabay