Desktop Dining

Struggling to think of healthy snack ideas at work? In light of the recently published ’49 foods to avoid’, our nutritionist Monique has come up with some snack ideas suitable for the workplace.

Healthy living and work performance is a widely researched area within work psychology which generally results in the same conclusion: A healthy mind, diet and lifestyle are positively correlated with improved work performance!

Here are 4 easy ways to improve your diet at work:

Left Overs for Lunch

Finding it hard to think of healthy lunch ideas? Last night’s stir fry is an easy and wallet friendly lunch. Why not make a little extra the night before and take it to work the next day, you will be the envy of all your work mates! Alternatively, if you are rushed in the morning, sushi or your nearest salad bar are also good options.

Drink Water

With the presence of on-tap coffee and vending machines, it can be tempting to indulge in high sugar and high caffeine drinks. Whilst they may temporarily  spike your energy levels, you will end up feeling more tired than you would have prior to drinking that can of fizzy! Make use of the office water cooler and take a drink bottle with you to work; by having a drink in front of you, you are far more likely to drink water and more of it. Stay hydrated and fights off those mid-afternoon headaches with water!

Choose Trim Milk

Whole milk was blacklisted on the list of 49 due to its high saturated fat content. Whilst milk remains a very important part of our diet, the low fat version provides all the same vitamins and minerals as whole milk, just less fat! Contrary to popular belief, it is not ‘watered down’ it just has the majority of the fat globules removed. A simple step such as choosing trim milk in your morning latte over whole milk will decrease your overall intake of the “bad fat”, in turn lowering your cholesterol levels and improving your heart health.

Healthy Snacking

In our office we struggle to think of healthy snacks to keep us going through the day.

An office favourite is mixed nuts (unsalted). These are packed with Vitamin E and B-vitamins and also provide you with omega-6 fatty acids (“good fats”) which help lower blood cholesterol levels.

A piece of fruit or low-fat yoghurt cup are also easily transportable snacks to bring to work with you. These snacks will help with your energy levels throughout the day compared to high-sugar snacks such as chocolate!

Author: Monique Le Heron

 

Should managers share their 360 feedback results?

A recent article by Joann Lublin from the Wall Street Journal argued that “transparency pays off in 360 degree reviews”. They outlined a couple of case studies where managers shared their 360 feedback results with others, and were rewarded with promotions – the argument being that frankness with staff about appraisal results can help career advancement. This argument is corroborated by studies such as Walker and Smither’s (2006) five year study of 360 feedback. They found that:

a) Managers who met with direct reports to discuss their own feedback improved more than other managers.

b) Managers improved more in years when they shared their results than in years when they did not.

It would seem that there are some pretty clear benefits to sharing 360 results, and it is a practice that is becoming increasingly used – and expected. However Lubin also points out some potential downsides to sharing 360 results. For example, managers run the risk that direct reports may lose confidence in them, or even exploit their weaknesses.

This raises the question: Should we ask managers to share their 360 results? Research (and our experience as consultants at Added Insight) would suggest that the short answer is “Yes”. However HR managers may need to consider issues such as whether it will be more difficult to gain buy in from managers if they feel pressured to share their feedback – especially in cases where they may be expecting poor results. The trick may be to find the balance between ensuring confidentiality, and encouraging openness.

What do you think?

 

References:

Walker, A.G. & Smither, J. W. (2006). A five year study of upward feedback: What managers do with their results matters. Personnel Psychology, 52, 393-423.

Transparency pays off in 360 degree reviews:

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Author: Anika Harper (Organisational Psychologist)