The Productive Wellbeing Show first aired on Monday 16 March 2020, days before the UK followed its European neighbours and went into lockdown in response to the Corona Virus Global Pandemic that was sweeping the globe.

At the time of recording, Covid-19 was on the verge of shutting down the country and the world (it did on Monday 23 March 2020).

For the first 19 days of the show, we went LIVE on Linkedin and Facebook every day at 11 am, and as the weeks rolled on the show evolved as did the timetable.

Support a global workforce that over night found itself remote working, homeschooling, meal prepping, house cleaning, dog walking and cat wrangling…giving them daily productivity and wellbeing tips, tools, and strategies.

At Episode 75 (mid way through the year) we took a month off after going LIVE 5 days a week on Linkedin & Facebook for the first 3 months of the show (March-May) and then 3 days a week for the last 2 months (June &July).

Finishing the show on Episode 100. What started on 16 March with Abigail sharing '8 Ways to Remain Productive & Sane Working From Home' for people that found themselves being asked to work from home due to something called Covid-19 (that had shut down their offices), finished on 16 December with Episode 100.

2020 Productive Wellbeing Show Stats:

🤯 73 Guests  (5 International)

🤩 10 Panel Shows

🎄 12 Days of Christmas Series

Totalling:

💥 Over 55 hours of conversation

💥 55,000 plus views

🤓 Watched around the world, from America, to Australia and everywhere in between.

Productive Wellbeing combination of two disciplines (productivity and wellbeing) traditionally addressed as separate entities.

The UK has long had a 'productivity problem' that numerous research studies and private public partnerships have been unable to get to the bottom of.

Research carried out by a team at McKinsey & Company in 2018 explains 'Why the United Kingdom has been experiencing historically low productivity growth', click here to access the report.

Yet in 2020/21 (Covid-19 aside) things do not appear to be turning around.

It is our belief that wellbeing is the missing piece in the puzzle, supported by research out of Warwick University. Research headed up by two professors in the Economics Department (Daniel Sgroi and Christopher Roth) looking at how behavioural economics drives wellbeing at a national and individual level. Click here for their paper on happiness and productivity.

A recent survey by the Office for National Statistics Data on personal and economic wellbeing for Great Britain in June 2020. concluded that 'While our day-to-day emotions like happiness and anxiety have improved since the beginning of lockdown, our assessment of life overall, such as our life satisfaction and feeling that the things we do are worthwhile, have remained subdued since 20 March 2020.' Click here for the full ONS report.

Add in the age old  problem of trust which the Corona Virus Pandemic has brought to a head like never before as the UK went into lockdown organisations implemented an immediate work from home strategy.

Which has since become the biggest experiment into the implications of 'trusting people to work from home'. With some organisations embracing the change and communicating policy updates to give their workforce more options and support as things unlock/re-lock, while others install spyware to track up time versus down time, leading to a proliferation of tech solutions to 'fake up-time'.

It is our belief that a decline in productivity correlates to organisational policies and cultures that fail to support, empower and train employees how to be responsible for their time, resilient in their approach and innovative in their flexibility to get the job done.

Seeing your workforce as your greatest asset, and giving them the tools and strategies to remain mentally and physically well. Helps empower them to be more productive because it aligns with their self integrity which matters more to them than a snack box, vouchers, corporate perks or a bonus.

When you empower people to work from their core values you won't need to constantly incentivised their performance because self-leadership feels so much better, and of course their salary is already a reflection of their market worth.