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How Keeping a Journal Can Increase Your Chances of Making Right Decisions

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How Keeping a Journal Can Increase Your Chances of Making Right Decisions

The decisions we make can shape our lives in so many ways. But how effectively do we make these decisions? When it comes to big decisions, either personally or professionally, could there be a more effective and thorough way to make a better choice?

What Are the Problems of Our Usual Way of Making Decisions?

Our decisions involve a process of the mind and can often be influenced by our current circumstances, mood or impulse at the time. This means we don’t always evaluate the pros and cons thoroughly, as a decision we make today may not be the same decision we’d make a month from now.

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It’s hard to keep track of how we came to these decisions or examine how we could have made a better choice. Learning from our decision-making processes can help streamline future decisions and understand our thought patterns and subsequent outcomes.

You Can Learn How to Make Better Decisions by Keeping a Journal

This is where the idea of a decision journal comes in which is when you create a physical account of the thought processes you make during a decision. The advantage of writing down your thought processes are three-fold: you can revisit and analyse the various factors you used, it forces you to organise your thoughts and therefore think more carefully about different outcomes, and prevents the habit of hindsight bias because you have a written reference of how you came to a certain conclusion.

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However, with a decision journal comes the need for structure. It’s not a traditional journal where our random, and almost messy, thoughts are therapeutically written. Instead it needs a more precise and strategic approach in order to allow our future selves to look back and understand the process we went through at the time.

If Your Decision Journal Can’t Be Well-Structured in This Way, There Is No Point in Keeping One

When it comes to creating a decision journal, it’s important to include the right kinds of questions in order to allow you to see the decision-making process from all angles. This will help you with the best possible feedback if you were to have to make the same or similar decision in the future. Below is a basic structure you can follow with an example of what you can write down.

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  • Date and time of decision: day/month/year
  • The decision: Whether or not I should go for a new job role at work.
  • How am I feeling?: Confident/focused/relaxed/exhausted/angry/anxious – it’s important to know the emotional circumstances surrounding your decision so be very honest.
  • What is the context of this decision?: I feel stuck in my job role and it’s affecting my passion for the job.
  • What are the problems?: There’s no longer any progression in my role and I’m no longer developing any new skills, my current manager is unsupportive, and I would like to explore a different side to the business/company which I feel I’m currently cut off from.
  • What are the complications?: Causing negative reactions within my team and other co-workers, leaving at a time when workload is high. Will I be happy staying at the same company or should I make a clean break?
  • What are the alternative solutions? Look for a role elsewhere completely or stay in my current position.
  • What are the possible outcomes? I will be much happier in a different and developing role and gaining new skills but it could also cause animosity in my old team making the new role difficult as I’d still need to interact with them on some level. Could it be more beneficial to me to find a job elsewhere to experience a new company?
  • What are my expectations of the outcome and the probabilities? I’ll most likely be much happier in this new role and I’d feel like I’m developing my career in a different direction, giving me more contentment and fulfilment in my life. Perhaps my old team won’t be as upset as I think they will be and if they are, I can handle it. The change and experience is worth it. If I move to a completely new company, will it be a positive experience and is it worth the hassle? It would mean a possible longer commute somewhere or I may end up working with people I don’t get on with.
  • The outcome: Went for the internal job and was hired for it.
  • 6 month review (date) – what happened and what I learned : Still in the job role. It’s been challenging and I’ve experienced some animosity with my old team but I felt I handled it very well and allowed me to develop my interpersonal skills. However, I feel I should have been more courageous and looked elsewhere for another job as I think I’m more unhappy with the company than I thought. I’ve learned that I need to ignore the ‘safe’ route and not let my idea of a comfort zone stop me from pursuing something different in the future.

The example above shows the raw thought process that was taken. By writing it down, they were able to recognise that their decision was really based around their emotions and blocked off the ability to make a more courageous decision. Having this documented will help show how the decision could have been made better.

This idea of a decision journal is to inject quality control. It doesn’t matter what area of your life you are making the decision – whether it’s ending a relationship, leaving a job or buying a car – making a habit of keeping a decision journal will allow you to see your decision-making patterns over time and help figure out how to improve them in the future.

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Jenny Marchal

A passionate writer who loves sharing about positive psychology.

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Published on September 21, 2021

How Remote Work Affects Your Productivity And Wellbeing (Backed By Data)

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How Remote Work Affects Your Productivity And Wellbeing (Backed By Data)

The internet is flooded with articles about remote work and its benefits or drawbacks. But in reality, the remote work experience is so subjective that it’s impossible to draw general conclusions and issue one-size-fits-all advice about it. However, one thing that’s universal and rock-solid is data. Data-backed findings and research about remote work productivity give us a clear picture of how our workdays have changed and how work from home affects us—because data doesn’t lie.

In this article, we’ll look at three decisive findings from a recent data study and two survey reports concerning remote work productivity and worker well-being.

1. We Take Less Frequent Breaks

Your home can be a peaceful or a distracting place depending on your living and family conditions. While some of us might find it hard to focus amidst the sounds of our everyday life, other people will tell you that the peace and quiet while working from home (WFH) is a major productivity booster. Then there are those who find it hard to take proper breaks at home and switch off at the end of the workday.

But what does data say about remote work productivity? Do we work more or less in a remote setting?

Let’s take a step back to pre-pandemic times (2014, to be exact) when a time tracking application called DeskTime discovered that 10% of most productive people work for 52 minutes and then take a break for 17 minutes.

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Recently, the same time tracking app repeated that study to reveal working and breaking patterns during the pandemic. They found that remote work has caused an increase in time worked, with the most productive people now working for 112 minutes and breaking for 26 minutes.[1]

Now, this may seem rather innocent at first—so what if we work for extended periods of time as long as we also take longer breaks? But let’s take a closer look at this proportion.

While breaks have become only nine minutes longer, work sprints have more than doubled. That’s nearly two hours of work, meaning that the most hard-working people only take three to four breaks per 8-hour workday. This discovery makes us question if working from home (WFH) really is as good a thing for our well-being as we thought it was. In addition, in the WFH format, breaks are no longer a treat but rather a time to squeeze in a chore or help children with schoolwork.

Online meetings are among the main reasons for less frequent breaks. Pre-pandemic meetings meant going to another room, stretching your legs, and giving your eyes a rest from the computer. In a remote setting, all meetings happen on screen, sometimes back-to-back, which could be one of the main factors explaining the longer work hours recorded.

2. We Face a Higher Risk of Burnout

At first, many were optimistic about remote work’s benefits in terms of work-life balance as we save time on commuting and have more time to spend with family—at least in theory. But for many people, this was quickly counterbalanced by a struggle to separate their work and personal lives. Buffer’s 2021 survey for the State of Remote Work report found that the biggest struggle of remote workers is not being able to unplug, with collaboration difficulties and loneliness sharing second place.[2]

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Buffer’s respondents were also asked if they are working more or less since their shift to remote work, and 45 percent admitted to working more. Forty-two percent said they are working the same amount, while 13 percent responded that they are working less.

Longer work hours and fewer quality breaks can dramatically affect our health, as long-term sitting and computer use can cause eye strain, mental fatigue, and other issues. These, in turn, can lead to more severe consequences, such as burnout and heart disease.

Let’s have a closer look at the connection between burnout and remote work.

McKinsey’s report about the Future of work states that 49% of people say they’re feeling some symptoms of burnout.[3] And that may be an understatement since employees experiencing burnout are less likely to respond to survey requests and may have even left the workforce.

From the viewpoint of the employer, remote workers may seem like they are more productive and working longer hours. However, managers must be aware of the risks associated with increased employee anxiety. Otherwise, the productivity gains won’t be long-lasting. It’s no secret that prolonged anxiety can reduce job satisfaction, decrease work performance, and negatively affect interpersonal relationships with colleagues.[4]

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3. Despite everything, We Love Remote Work

An overwhelming majority—97 percent—of Buffer report’s survey respondents say they would like to continue working remotely to some extent. The two main benefits mentioned by the respondents are the ability to have a flexible schedule and the flexibility to work from anywhere.

McKinsey’s report found that more than half of employees would like their workplace to adopt a more flexible hybrid virtual-working model, with some days of work on-premises and some days working remotely. To be more exact, more than half of employees report that they would like at least three work-from-home days a week once the pandemic is over.

Companies will increasingly be forced to find ways to satisfy these workforce demands while implementing policies to minimize the risks associated with overworking and burnout. Smart companies will embrace this new trend and realize that adopting hybrid models can also be a win for them—for example, for accessing talent in different locations and at a lower cost.

Remote Work: Blessing or Plight?

Understandably, workers worldwide are tempted to keep the good work-life aspects that have come out of the pandemic—professional flexibility, fewer commutes, and extra time with family. But with the once strict boundaries between work and life fading, we must remain cautious. We try to squeeze in house chores during breaks. We do online meetings from the kitchen or the same couch we watch TV shows from, and many of us report difficulties switching off after work.

So, how do we keep our private and professional lives from hopelessly blending together?

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The answer is that we try to replicate the physical and virtual boundaries that come naturally in an office setting. This doesn’t only mean having a dedicated workspace but also tracking your work time and stopping when your working hours are finished. In addition, it means working breaks into your schedule because watercooler chats don’t just naturally happen at home.

If necessary, we need to introduce new rituals that resemble a normal office day—for example, going for a walk around the block in the morning to simulate “arriving at work.” Remote work is here to stay. If we want to enjoy the advantages it offers, then we need to learn how to cope with the personal challenges that come with it.

Learn how to stay productive while working remotely with these tips: How to Work From Home: 10 Tips to Stay Productive

Featured photo credit: Jenny Ueberberg via unsplash.com

Reference

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