work stress Archives - TalentCulture

Posts

Employee Experience by the Numbers: Top 5 Concerns

September 26, 2023/Company Culture, Employee Engagement, Employee Experience, Employee Recognition, Employee Retention, Healthcare and Benefits, Talent Analytics /by Jose Andres

In recent years, employee experience has taken center stage as a primary indicator of organizational success. As a result, HR and business leaders increasingly want to understand which employee experience concerns are top of mind for today’s workforce.

Gone are the days when a stable job with a reasonable salary was the only key to employee satisfaction and retention. Now, employers recognize that a more holistic approach yields numerous benefits. For example:

Satisfied employees tend to be more productive, innovative, and loyal.
Employees who are committed and engaged, become powerful company advocates, not just internally, but among public circles, as well. This kind of support leads to a more positive employer brand.
A strong employee experience helps attract and retain top performers.

Recently, we conducted a survey to explore today’s biggest employee experience concerns and their underlying factors. Based on input from more than 10,000 employees at nearly 100 technology companies, this employee experience report paints a comprehensive picture of how people feel about their jobs and work environments.

Whether you’re an HR professional seeking to improve your organization’s talent strategy or a business leader aiming to provide a more fulfilling work environment, these findings can help you drive positive change. Specifically, the survey revealed 5 issues that deserve more attention…

Top 5 Employee Experience Concerns in 2023

1. Compensation is Lacking

Fair, competitive salaries are essential to attract and retain top talent. However, many organizations don’t seem to meet expectations. In fact, 46% of survey participants told us they deserve a salary increase.

If financial constraints make it difficult to offer direct salary increases, creative alternatives may fill the gap. Strategies like these may help:

Expand Benefits Choices

Adding more options can make a significant difference. For instance, practical perks such as meal vouchers, childcare discounts, and transportation subsidies are highly appealing to some staff members. Diverse choices add flexibility to your compensation framework while helping more employees feel valued and supported.
Emphasize Intangible Benefits

Quality of life is deeply important to many employees. You can appeal to their interests with solutions that address post-pandemic work-life challenges. For instance, develop a formal remote work or hybrid work program, try implementing a 4-day workweek or flexible work schedule, or offer extra vacation time as a company-wide bonus option.
Manage Private Healthcare Coverage More Effectively

Healthcare coverage is the cornerstone of a holistic compensation package. It promotes employee health and wellbeing, while serving as an attractive incentive for job candidates. However, as healthcare costs continue to rise, access to quality care is at risk. Negotiating better insurance packages on behalf of your staff can position your company as an industry leader.
Facilitate Training Scholarships

Many employees recognize the value of continuous learning and skill development. Adding subsidies for professional development and continuing education to your compensation scheme encourages professional growth while preparing team members for the future of work.
Encourage Performance-Based Bonuses

Does your organization have a well-defined bonus program? Fair, equitable financial incentives are a dynamic mechanism that motivates people and reinforces achievement. By linking goals to rewards, you inspire employees to excel while advancing your organization’s agenda.

In summary, salary remains a critical concern. However, because employee experience is complex, a multifaceted compensation strategy makes sense. Think of creative ways to circumvent internal constraints so you can keep your workforce motivated, satisfied, and engaged.

2. Stress is Overwhelming

Persistent stress erodes physical and psychological wellbeing. As a result, unrelenting work stress drains employee motivation, productivity, engagement, and performance.

Remarkably, 33% of employees told us they suffer from work-related stress. Employers can’t afford to ignore this issue. But what actions are helpful?

Invest in Wellness of All Types

Employee wellbeing touches all facets of life, including mental, physical, emotional, financial, social health, and beyond. Ideally, all these dimensions work together to support people throughout their professional lives. By offering a variety of wellness programs, you can help employees build the strength and resilience they need to adjust and move through personal and professional challenges.
Promote Awareness and Education

If people don’t understand what causes work stress, they’re likely to struggle. Raising awareness about warning signs and skills to deal with these challenges helps people act on their own behalf. For instance, you can offer classes and resources about mindfulness and stress reduction, as well as time management, communication, and delegation techniques. By developing skills like these, employees learn how to recognize and respond to factors that trigger stress.
Establish Channels for Open Dialogue

Healthy cultures foster open communication. This includes opportunities to acknowledge employee issues and actively address those concerns. Collaborative conversations about stress and its causes not only lead to better solutions but also strengthen the bonds between employees and the organization.

The ramifications of chronic stress transcend the individual experience, casting a shadow over workforce productivity and morale. By fostering a culture of wellness, you can ease stress for individuals and create an environment where employees thrive.

3. Work-Life Balance Doesn’t Exist

Healthy work-life integration drives employee commitment, motivation, and performance. At the same time, it relieves work stress, which can increase job satisfaction.

Our survey revealed that 26% of employees think work encroaches on their personal life. That’s not ideal. How can employers reduce this statistic?

Commit to Flexible Work Solutions

There are many viable possibilities. Flextime, remote or hybrid work models, and 4-day workweeks can help steer employees toward a more harmonious work-life coexistence.

As heated return-to-office debate continues, post-pandemic organizations have reached a critical crossroads. Standard work models may seem “safe,” but many employees no longer think they’re realistic.

In terms of work-life balance, flexibility helps people thrive professionally without compromising personal priorities. This can reduce work stress and elevate job satisfaction. If your company is still on the fence about return-to-work mandates, carefully weigh the potential consequences of ignoring work-life balance.

4. Employers Impose Too Many Needless Rules

Managing internal mandates consumes valuable time. Even worse, they can undermine your team’s ability to perform at its best. At least this is what we heard from 25% of employees who say their company enforces too many rules that serve no purpose.

Clearly, this gap needs attention. A possible solution is to involve employees in decisions about policies and procedures. By actively seeking input, you’re more likely to uncover redundant or needless standards. In addition, you can confirm which rules are crucial to operational excellence and gain broader support for enforcement.

When streamlining processes, constructive feedback is a powerful tool. It can help improve organizational efficiency. At the same time, it cultivates a sense of ownership among employees, which can foster a culture of continuous improvement.

5. Recognition is in Short Supply

When people aren’t recognized enough for their effort and results, their motivation and satisfaction levels suffer. And unfortunately, too many employers are missing the mark. In fact, 31% of respondents told us they prefer more frequent recognition.

Overcoming this challenge requires proactive measures. One strategy is to develop a formal process that encourages managers to share more meaningful recognition on a more consistent basis.

For example, programs that incorporate gamification techniques have proven highly effective. Some organizations also include peer recognition in their programs. This adds a dimension of mutual appreciation while reinforcing a sense of teamwork and camaraderie.

By prioritizing interpersonal workplace dynamics, recognition programs can boost morale and strengthen organization-wide engagement and performance.

Employee Experience Concerns Matter

Today’s post-pandemic workplace is shifting in multiple ways. Employee expectations and career aspirations are changing rapidly. It’s essential for companies to understand and respect these dynamics.

As you consider the 5 employee experience concerns we’ve outlined, what should you keep in mind? Organizations that prioritize these issues and respond thoughtfully are better equipped to attract and retain talent. Also, they’re creating cultures that thrive on adaptability, appreciation, and wellbeing. In short, they’re preparing now for continued success.

If you build your workplace on this foundation, you can look forward to being much more successful in the years ahead, as well.

How to Boost Workforce Mental Health, Even on a Budget

August 11, 2023/Employee Benefits, Employee Burnout, Employee Happiness, Employee Well-Being, Health and Wellness, Mental Health Awareness /by Ann Wyatt

In today’s fractured, post-pandemic world, workforce mental health has emerged as a critical concern for business and HR leaders — and with good reason. The urgency of this issue is reflected in staggering statistics from multiple sources. For instance:

Last year, 56% of global employees told Gallup they struggle with stress and wellbeing, while another 9% said they were suffering.

That same Gallup research reveals particularly troubling trends in the U.S. Since 2021, the proportion of those who are struggling increased from 38% to 45%, while suffering rose from 2% to 4%. At the same time, those are thriving dropped from 60% to 52%.

The business consequences of this malaise are significant. In fact, according to the Centers for Disease Control and Prevention, depression is estimated to cause 200 million lost workdays a year, at a cost to employers of $17 to $44 billion.

No wonder workforce mental health has become a pressing concern among business leaders. For instance, when Willis Towers Watson asked U.S. employers to identify their top priorities for the next three years, a whopping 67% replied, “Enhancing mental health and emotional wellbeing programs and solutions.” This means leaders are just as concerned about this as they are about the cost of managing their company’s healthcare plan!

Unfortunately, despite widespread interest in addressing this challenge, many organizations are operating on tighter budgets these days. As a result, it’s difficult for employers to offer effective workforce wellbeing solutions.

However, cost issues aren’t stopping resourceful HR teams from moving forward. In my role at HealthFitness, I work with a variety of companies that have developed budget-friendly strategies to address employee mental health challenges. To learn about some of the most successful approaches I’ve seen, read on…

5 Low-Cost Ways to Support Workforce Mental Health

1. Innovate to Avoid a High Price Tag

Some companies are relying on their creativity to support mental wellbeing without breaking the bank. For instance: One tech firm has introduced a “Days for Me” program that lets every employee choose four days a year to focus on self-care.

Another company in the biopharmaceutical industry has implemented a “Mental Health Ally Program.” The program features Mental Health First Aid training that helps employees recognize and respond to colleagues’ needs. Specficially, through scenarios and videos, this skills-based certification course teaches employees a 5-step action plan, so they can identify and address signs of mental health and substance use issues. The certification is valid for three years and can be renewed online. This makes it easy for people to develop important knowledge and skills they can continue to apply as they move forward in their careers.

2. Optimize Employee Assistance Programs

I also see organizations expanding existing employee assistance program (EAP) benefits so they can improve access to valuable mental health support. For example, some employers are shifting to on-site EAP services so access to help is more convenient.

Others are increasing the number of covered EAP appointments they offer each year. One energy company we work with has increased covered EAP appointments from 5 to 8 per year, per household. This simple step gives employees more options at a minimal additional cost to the company.

3. Sponsor Company-Wide Time Off for Wellness

Dedicating paid time off for all employees to focus on mental health is a particularly powerful way to encourage workforce wellbeing. Plus, when everyone is out of the office at the same time, people are less likely to become anxious about work piling up in their absence.

You may be familiar with some tech industry companies that have implemented variations on this concept, such as Global Wellness Days, Global Shutdowns, or No Meeting Fridays. The options are endless, but the point is to provide the entire workforce with designated opportunities to recharge and prioritize self-care. By encouraging this kind of behavior across the organization, employers are cultivating a culture that values work-life balance and mental wellbeing.

4. Design Stress-Reducing Spaces

Another low-cost idea — establish special areas in the workplace that help employees decompress and mitigate stress. For instance, some employers are setting up de-stress stations in common areas with puzzles, games, and mindfulness activities. These spaces offer employees a convenient place to relax and unwind when they need a break.

One company provides an on-site dog park for employees, so their trusty companions have room to roam during the workday. Other organizations offer designated meditation areas with comfortable seating, restful lighting, and minimal distractions, so people can take some time to calm their minds when they feel anxious or overwhelmed.

These simple measures are effective at enhancing employee wellbeing and productivity. Yet they don’t require a significant financial investment.

5. Lead by Example

Finally, it probably goes without saying, but HR and business leaders play a crucial role in championing workforce mental health. Of course, offering mental health benefits is important. But the most compelling way to advocate for wellbeing is to lead by example.

Increasingly, leaders are engaging people in honest discussions about mental health at work. By sharing their own stories, they can inspire employees to prevent, detect, manage, and resolve work-related stress, anxiety, burnout, and other challenges. And by making mental resilience and self-care a personal priority, they help others recognize how important these issues are.

Ultimately, by demonstrating a genuine commitment to wellbeing and fostering a supportive work environment, leaders can set the tone for the entire organization.

A Final Note on Workforce Mental Health

Addressing mental and emotional wellbeing on a limited budget is an ongoing challenge — there’s no doubt about it. However, smart organizations are seeing results by making the most of the resources they already have. It may involve something as simple as establishing spaces for stress reduction, adding a new course to educate employees about mental health support, or offering designated time off for self-care. Regardless, even small steps can help organizations make big strides.

Mental health challenges may be on the rise. But many organizations are discovering that it’s possible to develop a healthier, happier, more productive workplace, even when budgets are tight. Real progress starts when HR and business decision-makers take the lead in demonstrating a commitment to workforce mental health and building a supportive culture. How is your organization responding to this need?

More People are Tuning in to Music at Work. Why?

April 28, 2023/Company Culture, Employee Experience, Employee Happiness, Employee Well-Being /by Stephanie Badouix

Music is a great unifier. In our private lives, shared tunes always have a way of bringing people together to sing, dance, laugh and socialize. Now, we’re hearing more music at work, as well. Why? Multiple factors are driving this increasingly popular way of enhancing today’s work environments.

In the past, employees became accustomed to hunkering down at their desks and “Takin’ Care of Business,” as the 70’s song says. But things are different now. These days, employers are looking for fresh ways to draw employees back to the office, get them connected, and keep them engaged with work.

This is why we see growing interest in interactive jukebox music experiences like TouchTunes Unlimited. By offering easy access to a customized work soundtrack, employers can improve performance while simultaneously enhancing company culture.

Imagine how you could boost morale by inviting employees to collaborate on a digital jukebox playlist. And then think about how uplifting it would be when teams gather and connect around this modern workplace watercooler.

It’s a simple way to lighten the mood, while improving productivity throughout the workday. Here are the top ways music in the workplace can leave a lasting impact on your employees and your company culture:

Biggest Benefits of Music at Work

1. Music Boosts Productivity

With 8 hours in a traditional workday, 40 hours in a typical work week, and 52 weeks in each year, staying productive at work can sometimes feel like an uphill climb. Even with flexible work schedules and hybrid work models, many people are back in the office on a regular basis. But staying focused and on task for hours each day isn’t easy.

Interestingly, the 8-hour workday hasn’t always been a standard. In fact, similar to the current push for a 4-day workweek, the 8-hour workday started in the early 1900s as a way to make work more sustainable for factory employees who often worked 10-16 hours a day.

Of course, no matter how much time people spend at work, it’s important to make every hour as productive as possible. And sometimes, it takes extra creativity to keep teams energized and motivated. This is where it helps to play music at work..

For instance, pop songs not only spark a little toe-tapping, but they also motivate us to step up our work pace. In fact, research shows that 58% of data-entry team members work faster when listening to pop music.

Also, playing music in a shared workspace encourages more frequent breaks throughout the day. A quick dance break fills the moments between meetings. A certain song sparks a bit of chatter about fond memories. A brief discussion about which song the jukebox should play next. Then, people get back to business.

These “microbreak” moments aren’t a waste of time. They’re an easy way to boost productivity without disrupting work flow. In fact, research shows that our minds perform better when we switch between focused and unfocused mental states. This can actually spark more creativity and improve decision-making.

2. Music Reduces Stress

Creating a business environment where employees have a healthy work-life balance is crucial now. In the aftermath of the 2020 pandemic, millions of workers have walked away from jobs, searching for something different.

In response, employers are stepping up and focusing on workforce retention. Mental health has become a top priority because it directly influences employee wellbeing and job satisfaction. In fact, 78% of survey respondents told Mental Health America that work stress affects their mental health.

Music is proven to have a profound effect on mind and body. For example, Stanford researchers found that slow, soothing melodies and tempos reduce stress levels by quieting the mind. This kind of music also relaxes our muscles and shifts our mood away from feelings of anxiety.

3. Music Combats Isolation and Fosters Connection

We live in a world where digital tools, social media and instantaneous communication surround us. Yet, with many people still working remotely or on a hybrid schedule, employees are experiencing more loneliness than ever. In fact, one study found that 72% of workers feel lonely at least once a month, and 55% experience loneliness on a weekly basis.

It’s time to encourage human connection and collaboration by using technology more creatively. This is especially important now, because many people are seeking more meaning from their work. For instance, McKinsey says 70% of employees believe their work should bring a significant sense of purpose to their lives.

Increasingly, people are turning to collaboration tools to stay more connected with others. In fact, Gartner found 80% of workers rely on collaboration tools, up 44% since 2019. But as your organization implements new software and systems to keep employees connected and engaged, consider looking beyond the computer screen.

Music at work has the power to bring people together in meaningful and memorable ways. The sound of favorite tunes from a blend of genres — rock, country, pop, Latin and hip hop — do more than stir our emotions. They create a common language that can define and reinforce any company culture for the better.

This is why I suggest that employers ditch the isolation of earbuds and hiding in cubicles for hours on end. Instead, invite teams to participate in selecting music that will motivate them throughout the day.

What better way to foster genuine human connection than a digital jukebox, available to all whenever the mood strikes? The fun of music at work can revitalize coffee breaks, lunch time and group meetings, when employees come together and bond over their favorite songs.

Final Thoughts on Music at Work

Music certainly has its place at work. It deserves to be shared, enjoyed and powered by employees who sometimes spend 40 hours (or more) each a week together in an office, warehouse, retail store, or other work environment.

Digital entertainment solutions are bringing the music people love to the modern workplace. The concept is simple. The impact is real. When you invite music into your workspace, everyone who listens can benefit.

After Layoffs, How Can Employers Handle Survivor Guilt?

April 18, 2023/Employee Engagement, Employee Experience, Employee Retention, Employee Well-Being, Talent Retention, Workplace Empathy /by John Hackston

We may or may not be heading for an economic downturn this year, but we certainly are seeing a slew of layoffs. The technology industry has been most heavily affected, with more than 224,000 jobs eliminated since the start of 2022. Although many small companies are affected, we’re also seeing announcements from big names like Alphabet, Amazon, Microsoft, Salesforce, and Meta.

Now, layoffs are spilling into other sectors as well. For instance, Disney, Goldman Sachs, and FedEx recently announced job cuts. Even McDonald’s is downsizing.

But no matter where and when layoffs happen, we can’t help wondering about the people who’ve lost their jobs. How will they cope financially? How will their mental health be affected?

It’s natural to be concerned about their wellbeing. But what about employees who remain onboard? We shouldn’t forget about them.

Many of these layoff “survivors” are likely to be suffering as well. They may be expected to put in extra effort or take on additional tasks to cover for those who are gone. All the while, they’re worrying about whether their own job will vanish next. Survivor guilt only compounds their problems.

Recognizing the Trauma of Layoffs

When lives are lost in a traumatic event, survivors sometimes feel guilty because they didn’t die. Or they may obsess about what they could have done (but didn’t) to help save others. This survivor guilt phenomenon also emerges in the aftermath of work layoffs. Although the situation is less dire, employers should take it seriously.

Remaining employees may feel guilty because they still have a job when others lost theirs. They may believe they’re less worthy or less skilled than those who were laid off, which further compounds feelings of guilt. This is one reason why layoff survivors typically don’t perform as well as predicted, which can ultimately harm business performance.

Learning From Covid Layoffs

The last big wave of layoffs happened during the Covid pandemic. At that time, my organization conducted research to understand the impact on employees. Specifically, we asked people how much they agreed or disagreed with these questions:

I am annoyed or angry that I am still working, when others have been laid off or furloughed.
I feel guilty about having a job, when others have been laid off or furloughed.

We found that remaining employees were much more likely to feel guilty than annoyed. In fact, only 5% agreed or strongly agreed that they felt annoyed or angry. In contrast, 33% agreed or strongly agreed that they felt guilty. This means a third of respondents were experiencing survivor guilt.

Upon closer inspection, we found that the extent of this guilt varied considerably from person to person. In part, it was due to differences in personality preferences for either Thinking or Feeling, a dimension included in the Myers-Briggs Type Indicator (MBTI) framework.

People with a Thinking personality preference prefer to make decisions based on objective logic. In contrast, those with a Feeling preference favor decisions based on values and how those decisions affect people.

Our research found that individuals with a Feeling orientation were significantly more likely to experience guilt than those who lean toward Thinking. Specifically, 44% of people with a Feeling preference agreed or strongly agreed that they felt guilty, compared to only 21% people with a Thinking preference.

How Guilt Affects Remaining Employees

Given today’s economic pressures, organizations could see a repeat of the 2020 survivor response. It’s important for line managers to pay close attention to this, because survivor guilt can erode job performance.

But here’s a potential problem: Managers and executives are far more likely to have a Thinking personality preference. This means they’re less prone to survivor guilt, themselves. They’re also less likely to notice survivor guilt in others, or take it seriously.

How can organizations bridge this gap? The MBTI assessment and similar tools can help managers understand if their staff members see the world the same way they do. When an assessment reveals misalignment, it can help managers recognize that, even if they aren’t experiencing survivor guilt themselves, they should be open to others who are struggling.

Steps to Minimize Survivor Guilt

Managers and HR specialists can take several steps to mitigate the worst effects of survivor guilt. For example:

1. Let remaining employees know that you addressed all those who were laid off as individuals and you treated them as well as possible. But don’t communicate this message if it isn’t true. People with a Feeling preference have a knack for sensing inauthenticity. So lying will make matters worse than saying nothing at all.

2. Offer to help employees who lose their jobs. For example, you may want to offer outplacement counseling to everyone who is laid off. Providing this kind of support is a moral thing to do. Plus, it can improve morale and engagement among those who remain. So, even though it increases the upfront cost of layoffs, this investment can lead to tangible business benefits.

3. Reassure employees that, even if they had been prepared to make sacrifices themselves, the outcome wouldn’t have changed. Again, don’t communicate this message unless it is true.

4. Clearly explain the rationale for layoffs to those who are leaving as well as those who remain. This helps avoid the appearance of arbitrary decision making.

5. Do not congratulate survivors because they still have a job. This may only increase any guilty feelings they’re experiencing.

6. Establish multiple channels to share information on an ongoing basis. People have different communication preferences, depending upon their personality. That’s why it’s important to offer a variety of methods, especially if your organization includes remote and hybrid workers. Here are several ideas:

Provide opportunities for people to ask questions and submit suggestions. Some people prefer live face-to-face discussions, group meetings, online forums, or instant messaging. Others need to think about questions and submit them in writing. These people may feel more comfortable with on-demand online events, online feedback forms, email messages, or anonymous surveys.

Whatever communication mix you implement, be sure to set expectations for how quickly you’ll respond to questions, ideas and comments. And once those guidelines are in place, be sure to follow through.

Final Thoughts

Whenever employers initiate layoffs, it’s vital to consider the organization’s psychological contract with employees. Unlike a tangible work contract based on things like salary and working conditions, the psychological contract is intangible. It focuses on values and “the way we do things around here.” This contract is an implied agreement between employer and employee.

Organizations must consider if and how layoffs violate this contract. When this is the case, leaders must explain their actions. Otherwise, employees with a Feeling personality preference may walk away from their jobs without any explanation or warning. They’re likely to feel justified because their values have been compromised.

To avoid these unintended consequences, think ahead about the implications of layoffs — not only for those who will lose their jobs, but also for those who will remain. Then act accordingly. If you want your organization to prosper in the long-run, ignoring survivor guilt is not an option.

Cognitive Decline at Work: Employers, Are You Prepared?

April 17, 2023/Employee Performance, Employee Safety, Employee Well-Being, Health and Wellness, Mental Health Awareness, Workplace Empathy /by Cyndy Trivella

Cognitive decline is a tricky subject. It can be caused by a variety of factors – from natural aging to hypothyroidism to Alzheimer’s disease. Sometimes, the symptoms are treatable and reversible. But in other cases, cognitive struggles indicate the onset of a serious underlying illness that will eventually become debilitating. Either way, working alongside a person with cognitive issues can be difficult. It’s okay to admit that.

But what can you do to support someone who suffers from increased confusion, memory loss, a shorter attention span, or other cognitive challenges? And how can you minimize safety risks that could harm that individual or others on their team?

Putting People First

Let’s start with mindset. Sweeping generalizations and business rules aren’t helpful when addressing specific cases of cognitive decline. Mental capacity is a sensitive issue. Therefore, tact and prudence are of utmost importance when discussing this topic.

Every situation is complex and unique. It requires awareness of an individual’s industry, organization, job responsibilities, performance history, and work context. Therefore, it makes sense to respond in a personalized way.

Nevertheless, employers can’t deny broader societal factors that are making conversations about cognitive decline much more important and more commonplace.

Coming to Terms with our Aging Workforce

We’re all aging. It’s a fact of life. But now, significant generational shifts are beginning to shape the future workplace. For example, Americans are living longer, and more of us are working later in life.

Although I’m a fan of encouraging older people to participate in the workforce, it’s time for organizational leaders to address age-related cognitive decline. By becoming more educated and cautiously protecting all employees, employers will be better equipped to support our aging workforce.

Here’s why this is so important. Recently, the Harvard Law School Bill of Health newsletter published some staggering statistics in its article, “Managing Cognitive Decline Concerns in the Workplace:“

By 2034, about 77 million U.S. residents will be senior citizens. That’s about 21% of our nation’s population.

After age 65, the risk of Alzheimer’s disease doubles every five years. And nearly one-third of people over 85 have this disease.

Of course, Alzheimer’s is only one cause of cognitive decline. However, because so many people are touched by its ripple effects — family, friends, and work colleagues — it illustrates how devastating cognitive decline is likely to be as Americans continue to age.

Soon, most of us will know, love or work with someone touched by Alzheimer’s or another form of cognitive decline. So, how can we prepare to handle this professionally, legally, and with grace?

The Impact of Cognitive Decline at Work

When cognitive changes impact reliability – and even trust – it becomes a larger issue for leaders and teammates. Memory loss, difficulty with multi-tasking or problem-solving, and even personality changes can upset and distract colleagues.

It’s important to treat this topic with compassion. But that means care and concern should also extend to co-workers who are directly experiencing these effects. Keep the door open for discreet conversations about their concerns, and invite input on how to improve the situation.

SHRM offers multiple recommendations in its article, “Coping with Cognitive Declines at Work.” These are some suggested priorities for employers:

Conduct a Safety Assessment. The need for this is more obvious in certain lines of work, where rapid response is critical. However, it can be a factor in other professions, as well. There are multiple ways to determine if a person is safe to work.

Engage Employees. Non-confrontational conversations about specific concerns are an opportunity to find out more about what’s going on and open lines of communication for future dialogue.

Keep Thorough Records. Take notes that detail your concerns. Repeated instances of missed deadlines, significant memory lapses, or behavior problems may be helpful down the line. Stick to the facts and steer clear of age-related commentary.

Legal Considerations

Let’s start at the top. There is no reason to draft a policy that defines workability or retirement readiness. Mandated retirement policies are illegal.

Larger organizations with legal counsel are well aware of The Age Discrimination in Employment Act of 1967. However, if you’re a leader at a new or smaller company, you’ll want to familiarize yourself with the basics of this law.

Also, if you need a refresher, be sure to take the time to revisit these regulations. Understanding the legal parameters of hiring, firing, and pushing retirement based on age is a savvy business move. It’s worth your while because the business risks of acting outside the legal lines can be significant.

Cognitive testing is also dicey from an ethical and legal perspective. Harvard says, “Testing older employees who have no job performance deficits, but not testing younger ones, violates the core principles of the ADEA.”

And that’s not all. It also violates the Americans with Disabilities Act (ADA). This law permits employers to test employees only if the assessment is job-related and consistent with business necessity. According to the Equal Employment Opportunity Commission, testing is permitted only if it is “triggered by evidence of current performance problems.”

So, to avoid claims of age discrimination, will employers want to administer cognitive tests to all employees? Let’s not go there, either. It triggers a slew of concerns related to ADA, Title VII, and other discriminatory issues.

Lastly, it’s important to consider the tremendous medical advances that have led to predictive tests and markers associated with cognitive decline. However, it seems logical to leave those medical procedures to employees’ families. That said, if an employee brings these findings to your desk, be prepared to align your discussion with ADA regulations.

Solutions Start With Education

You may wonder why I’ve been investigating this topic. To be honest, it comes from a personal place. Someone dear to me was deeply concerned about a coworker’s cognitive decline.

I am sure I’m not alone. More and more of us are crossing paths with people who display cognitive changes or have been diagnosed with a related condition. Some of you have been caretakers for those who have experienced cognitive impairment.

This is a triggering and heart-wrenching topic. It’s delicate. But it’s important. And if you are an employer or people manager you’ll likely find yourself affected by it more frequently, going forward. My best advice? Educate yourself.

Upon exploring this topic – and then writing about it – I’ve felt some anxiety and dread. But knowledge is power. And fortunately, there is an abundance of reliable information at our fingertips.

It’s important to be curious and forward-thinking about a topic like this. It’s equally important to understand the law, as well as the needs of people who may be unsure and fearful about their own diminishing cognitive capabilities.

If this is new territory for you, don’t be afraid to ask questions, read up, take notes, and admit that you are learning. But watch your language, mind your approach, and make decisions carefully. Err on the side of caution and care. And remember that kindness is always a good move.

Resources

Alzheimer’s Association: This organization offers many resources, including:
10 Early Signs and Symptoms of Alzheimer’s

CDC:
Subjective Cognitive Decline: A Public Health Issue

Mayo Clinic:
Mild Cognitive Impairment

U.S. Equal Employment Opportunity Commission:
Mental Health Provider’s Role in a Request for Reasonable Accommodation at Work

Workplace Strategies for Mental Health (via Canada Life):
Dementia Response for Leaders

12 Ways to Prioritize Employee Wellness

April 10, 2023/Employee Benefits, Employee Experience, Employee Happiness, Employee Well-Being, Health and Wellness, Mental Health Awareness /by Brett Farmiloe

Organizations have long considered employee wellness a priority. But in the wake of the pandemic, it’s more important than ever. Here’s why: 99% of organizations are facing talent challenges. And after years of disruption, workforce wellbeing is on especially shaky ground. Investing in wellness could go a long way to restore employee confidence and commitment.

Indeed, even before Covid, research found that when employers made workforce wellbeing a priority, they could significantly boost productivity and other key business metrics.

That’s why we asked HR and business leaders to answer the question: “What are some effective strategies to prioritize employee wellness?” From simple in-the-moment exercises to formal, ongoing programs, the answers are as diverse as the individuals who responded. Here are 12 of the best ideas we received:

Involve Employees in Wellness Program Design

Hire a Chief Wellbeing Officer

Promote Integrative Breathing Practices

Empower People to Embrace Healthy Eating Habits

Suggest Simple Mental Fitness Routines

Cultivate Better Communication Skills

Encourage 5-Minute Clarity Breaks

Check-in to Understand Wellness Needs

Schedule Regular Health Screenings

Train Managers in Soft Skills

Conduct Employee Wellness Challenges

Include Financial Wellness

To learn more about how your organization can make the most of these ideas, read the full responses below…

12 Ways to Make Employee Wellness a Priority

1. Involve Employees in Wellness Program Design

The most successful employee wellness programs address individual needs while supporting overall workforce health goals. Programs designed without employee input lead to low commitment and participation.

To avoid this, assess employee needs upfront to identify factors that influence their health. This helps you prioritize offerings that employees are likely to find worthwhile. It can also open the door to innovative ideas you might not otherwise consider.

As a baseline, conduct an anonymous organization-wide intake survey that asks employees to identify key wellness issues and objectives, as well as tools and resources they think can help them achieve their goals. If possible, also arrange face-to-face conversations or online public forums so people can discuss ideas with others if they choose.

Then use this input as a guide to define, develop, implement, promote and manage your initiatives. Continue to seek regular feedback. Also, be prepared to make modifications. This collaborative “continuous improvement” approach can lead to a more robust, effective program that both employees and management take pride in.

Monique Costello, Wellness Educator and Functional Medicine Coach, Happy Eats Healthy

2. Hire a Chief Wellbeing Officer

Many companies are building more robust, healthy corporate cultures where employees feel valued and respected. But true corporate resilience requires an intentional, integrated effort. It starts with leadership’s commitment to improving and sustaining employee performance and wellbeing. And increasingly, we’re seeing this agenda as the primary responsibility of an emerging role: Chief Wellbeing Officer (CWO).

CWOs are not only the go-to person for all employee wellness issues. They also work in concert with other executive officers across the organization to lead by example, supporting an environment of openness, advocacy, shared values, and collective purpose.

In the wake of the pandemic, many CWOs are focusing heavily on burnout and its effects on individual wellness and performance. To address this complex issue, initiatives often integrate multiple elements, such as adjusted work policies, targeted educational workshops, 1:1 health/resilience coaching, enhanced mental health resources, break rooms, workout facilities, and more.

Viktoria Levay, Corporate Wellness Coach and Resilience Trainer, LÉVAY

3. Promote Integrative Breathing Practices

Excessive stress has a negative impact on every functional system in the human body. So, for organizations to help employees achieve maximum health benefits, wellness efforts should be accessible to all and easy to integrate into daily habits. A thoughtful workforce breathing program can offer that kind of benefit.

Proper breathing techniques can improve physical health as well as productivity, creativity, and mental acuity. A holistic breathing program can improve employee health outcomes on an individual and team level while elevating overall workforce wellbeing. For lasting results, design, implement and maintain this program with a top-down, inside-out approach.

What does this look like? Make a lasting commitment to promoting effective breathing practices. And be sure to share progress so employees will want to continue this habit.

Lisa Charles, CEO, Embrace Your Fitness, LLC

4. Empower People to Embrace Healthy Eating Habits

Everyone needs to eat, but some of us make better food choices than others. Educating employees about how to nourish themselves with smart nutritional habits can help them prevent chronic health conditions. It also improves work productivity, performance, and wellbeing.

Here’s a strategy for motivating employees to incorporate a healthy diet into their daily lives: Offer live cooking sessions with a health coach. Participants can taste nutritious alternative foods and learn how easy it can be to cook healthy meals. They can also find out how some foods reverse chronic diseases such as type-2 diabetes and heart disease in as little as eight weeks.

And here are bonus benefits: Research says that employees who eat together feel better, have more sustained energy, and are more engaged and productive at work.

Claudia Grace, Health and Wellness Coach, Claudia Grace

5. Suggest Simple Mental Fitness Routines

Negative thought patterns can increase stress, which in turn, causes attention, engagement and productivity to decrease. But through education, you can help employees intercept these troubling thoughts, and shift to a positive mindset. People who consistently apply these techniques can strengthen their focus, improve their health and achieve peak performance.

When employees feel triggered by a conversation or stressed about a challenging workload, they can take a mental time-out and engage their senses for 10-15 seconds. Anyone can activate this mental “reset” process by focusing intently on a nearby object. Pay attention to its color, shape, texture and small defining details. Then shift focus away to a distant sound, such as a conversation, a ringing phone, or a passing car. Another helpful exercise is to slowly rub two fingers together for several seconds. Notice the temperature and texture of your skin as you move your fingertips.

These micro-meditations help shift your focus away from negative thought patterns and reduce unwanted stress.

Lisa Hammett, Success Coach, Author, and Motivational Speaker, Success Coaching

6. Cultivate Better Communication Skills

As kids, we all learn how to talk. But sadly, very few of us are taught to communicate well. So as adults, we bring bad habits and patterns from those early years into our work lives. Even when we’re aware of these issues, many of us aren’t sure what we can do to achieve better results.

Neuro-Linguistic Programming (NLP) is one of the best toolkits for improving communication. By investing time to understand NLP, people can begin to recognize why they respond to situations the way they do. It also helps them listen to teammates to improve understanding, rather than listening to reply.

Everyone wants to be heard and understood. That’s why building these skills can work miracles for organizations that want to encourage better relationships among employees. By strengthening communication, teams can work effectively to grow a happier, more profitable organization.

Christina Beauchemin, Founder, Let My Legacy Be Love, LLC

7. Encourage 5-Minute Clarity Breaks

Here’s a simple strategy. Recommend that employees replace a daily coffee break with 5 minutes of meditation. This can reduce stress and anxiety while increasing focus, clarity, and productivity.

The process is simple to teach. Ask participants to set a timer, close their eyes, sit up straight, and keep both feet on the ground. Inhale deeply through the nose, hold that breath, and count to 7. Then exhale slowly through the mouth, relaxing the shoulders, belly, and hips. Keep your attention focused on your breath and repeat this cycle at least 5 times.

Simple, but not easy. The mind may wander, but when it does, just return to focusing on the rhythm of your breath. People who rely on this routine will soon look forward to these relaxing brakes. There is always time to grab coffee later!

Dani Sheil, Wellness Coach, Dani Sheil

8. Check-in to Understand Wellness Needs

Do you have a finger on the pulse of wellness in your organization? Take time to survey employees, so you can get a realistic sense of challenges that affect their health and wellbeing, and the kind of support they would appreciate. Even if your organization doesn’t have a large budget, this process can provide information that will help you focus your efforts where you can make the biggest impact.

If you don’t have resources to conduct a formal survey, start by integrating questions into existing processes, such as team meetings or performance reviews. The more you engage people in conversations about this, the more effective you can be.

Aileen Axtmayer, Career Coach and Corporate Wellness Speaker, Aspire with Aileen

9. Schedule Regular Health Screenings

With access to periodic onsite health screenings, employees can easily monitor their health and catch potential issues early on. Screenings can cover a range of health metrics, such as blood pressure, cholesterol, and blood sugar levels. Establishing this kind of baseline for each employee provides the information they need to define reasonable health goals.

Regular check-ins can also help motivate individuals to work toward positive change and remain accountable for managing their habits on an ongoing basis. Ultimately, prioritizing employee wellness through annual health screenings can lead to a healthier, happier, and more productive workforce.

Benan Yuceer, Founder and Head Coach, BeYu Wellness

10. Train Managers in Soft Skills

Managers play a key role in ensuring that teams have a healthy work environment and access to resources that help them stay healthy and thrive. Organizations can help by ensuring that managers develop the soft skills needed to help employees manage their wellbeing.

Training managers in areas such as empathy, emotional intelligence, communication, collaboration, and adaptability helps them better understand team members and help them in their individual wellness journeys. Managers with effective soft skills are able to proactively support employees and provide a sense of belonging — both of which are important components of overall wellbeing.

Sonia Hunt, Health and Wellness Futurist, Speaker, Coach, and CMO, Sonia Hunt

11. Conduct Employee Wellness Challenges

Time-based activity routines can help individuals develop their fitness capabilities and create opportunities for friendly competition. For example, you can set-up step tracking tools and challenge employees to walk at least 10,000 steps a day for at least 15 days a month.

Reward participants who achieve this goal with a small perk. For instance, let “winners” leave work an hour early on any day they choose. Create a Wall of Fame to celebrate all monthly achievers. Over time, you can also recognize those who consistently meet challenge objectives.

Because these challenges are time-based, they can help employees structure their schedule more efficiently. They can even lead to improved efficiency and discipline in other aspects of their lives.

Anjan Goswami, Founder, Mynd Your Fitness

12. Include Financial Wellness

Few people enter the workforce with a robust financial education. Currently, four out of five workers live paycheck to paycheck. In fact, 76% of workers told PwC that financial worries negatively impact their productivity. And 55% of these employees spend 3 or more hours a week focusing on finances while at work.

For a happier, healthier, more productive workforce, smart employers are adding personalized financial education tools and resources to their overall wellness agenda. An emergency savings program can help. This makes it possible for employees to contribute a portion of their monthly income to a separate account designated for emergency funds. This not only relieves some money management concerns, but also can be a creative recruitment incentive that attracts higher-quality talent to your organization.

Julie Weidenfeld, President and Chief Wellness Officer, Peak Wealth 360

Does Everything at Work Seem Urgent? Let’s Fix That

April 7, 2023/Employee Experience, Employee Performance, Employee Well-Being, Leadership, Podcast Recap, Podcast Recaps /by Meghan M. Biro

Three years ago, the pandemic lockdown triggered a wave of relentless workplace change. Over time, we’ve all had to revamp our attitudes, expectations and behaviors when it comes to productivity and how we get work done. Yet, some people treat nearly every action item as an urgent priority. And this mindset isn’t serving anyone well.

Why is workplace urgency still so widespread? And how can we let go of this counterproductive behavior? Experts say progress is possible, if we wake up and deal with the problem when it arises. But that’s not always easy, especially in our new work environment.

What’s Changed? Where We Work

Globally, 16% of companies now rely on a fully remote workforce, with 62% of employees saying they work remotely at least part of the time.

In the U.S., 35% of employees have been offered full-time remote work, while 58% can choose to work from a distance at least once a week.

Employees see multiple benefits from this increased flexibility. Although remote work no longer looks the same as it did in the early days of Covid, surveys say that up to 90% of employees feel they’re at least as productive when working from home.

What exactly is behind this enthusiasm for remote work? It’s not just about less commute time and improved quality of life. It’s also about efficiency and effectiveness. For example, many remote workers experience fewer interruptions and enjoy more freedom to engage in “deep work.” But that’s not all.

Does Distance Diffuse Urgency?

I suspect many people prefer working at a distance because it also helps them feel less susceptible to what #WorkTrends podcast guest Brandon Smith calls “the urgency epidemic.” In other words, too many managers say a task is “urgent” when a rush really isn’t required. This is an especially irritating aspect of office life. And it’s all too common.

Think about it: When was the last time you faced an unnecessarily urgent work demand based on a leader’s unrealistic expectations? Yesterday? Last week? How did you respond?

Brandon sees this pervasive sense of urgency as a sign of managerial dysfunction. He should know. He’s an expert on leadership communication. So that’s why he wrote the book, The Hot Sauce Principle. He’s on a mission to help managers recognize this problem and help their teams heal from its toxic impact.

An organization’s most precious resource isn’t money. It’s time. So, as Brandon says, when everything at work is always urgent, it creates “a Petri dish for anxiety.” And over time, if employees and managers aren’t careful, it leads to a decline in efficiency and quality of work.

Unfortunately, this is rampant in today’s work settings. But it clashes with remote and hybrid work cultures in multiple ways. Here are Brandon’s tips to help us all understand and resolve the “urgency epidemic.”

How to be Productive Without Making Everything Urgent

1) Realize that time pressure creates stress

Time management has always been a challenge. It turns the clock into an ever-present source of stress. Yet too often, managers use urgency as a tool to get things done. The result: People become so overwhelmed with stress that their efficiency slips and their quality of work declines.

2) Think of urgency as hot sauce

I love a strong visual metaphor. Brandon’s hot sauce concept is perfect. While conducting research for his book, employees told him it felt like “hot sauce was being poured on everything.” What a powerful way to describe the effect of unnecessary pressure!

3) Honor the line between motivation and migraines

Most managers use urgency as a motivator. That’s not always a bad thing. In the right circumstances, it can inspire teams to come together and align around a common goal. It can shape a sense of mission and purpose when working on a short timeline. But it can’t be the norm.

When everything is treated as urgent, it can trigger needless headaches, missteps and disengagement. It’s just not reasonable to work full-tilt in crisis mode all the time.

4) Understand urgency’s diminishing influence

If you’re a leader, think back to your early training. You were likely taught that a sense of urgency is a powerful way to drive an immediate response. Urgency can convince people to jump into action or to change their behavior.

However, modern employees aren’t as readily motivated by urgency. These days, change is a constant — in teams, in technology and in culture. Introducing urgency to the mix doesn’t add value. In fact, it just creates more chaos.

5) Don’t let yourself become numb

We’ve all heard of the boy who cried wolf. If a manager says everything is urgent, eventually nothing seems urgent. Determining which projects are actually urgent becomes impossible, so people simply give up.

Clearly this creates problems for work productivity. But it also undermines a manager’s authority and credibility. Again, the key is for leaders to carefully choose which tasks deserve immediate attention.

6) Pick only five targets

This is my favorite recommendation. Brandon says managers and business leaders should limit how many projects they categorize as “urgent” at any given time. He suggests no more than five to-do items.

As he says, “The best teams, the best departments, the best organizations are executing off of three to five priorities … let everything else just be relief from the heat.”

The Bottom Line

To be sure, continually labeling projects or tasks “urgent” is not a best practice. It may be effective in the short-term. However, it’s also a highly effective way to erode your work culture. That’s because urgency pushes boundaries, and boundaries are critical for a healthy work culture. That’s especially true in today’s new remote/hybrid world of work.

So if you’re a leader, don’t be the kind of person who wants your team to drop whatever they’re already doing to rush in and put out the latest fire on your to-do list. Acknowledge the lines between life and work (unclear as they may be), and home and workplace (virtual or not).

Resist the urge to constantly reorder your team’s priorities. Don’t blindly insist that your priorities are more important than theirs. Regularly take a moment to read the room — even if the room may be distributed across multiple locations. I bet you’ll find that your team starts achieving more and you’ll all be happier for it.

Breaking the Workaholism Habit: Symptoms and Solutions

April 4, 2023/Employee Burnout, Employee Well-Being, Health and Wellness, Mental Health Awareness /by Roman Shvydun

Every leader appreciates diligent team members who are engaged, reliable performers. However, there’s a fine line between people who take their work commitments seriously and those suffering from workaholism.

Engaged people are often highly productive, while workaholics tend to find themselves on a downward spiral. But how can you tell when someone is addicted to work? And what can you do about it?

This article looks at how to detect workaholism and how to break free from its toxic grip.

Defining Workaholism

Although being a workaholic may not sound like a cause for alarm, it is a legitimate mental health condition with real and dangerous consequences. And it’s probably more common than you may think. In fact, research estimates that nearly half of U.S. employees consider themselves workaholics, and 10% are truly addicted to work.

Workaholism in the U.S. - key statistics People dealing with workaholism constantly struggle with the uncontrollable urge to work excessively for prolonged periods. In other words, these people feel compelled to work all the time and they find it very difficult to detach from work situations.

As this problem progresses, it becomes all-consuming, eventually putting individual psychological and physical wellbeing at risk.

On the other hand, it’s important to understand that working long hours doesn’t necessarily mean you or anyone else is a workaholic. Sometimes, all of us need to work longer hours to meet a tight deadline, fix an urgent problem, or support a customer in need. The trick is to avoid making this kind of situation a habit.

Is it Work — or Workaholism?

The following behaviors do not necessarily mean an individual is a workaholic:

1. Going Hard at Work

Working diligently can go a long way toward helping you achieve your professional goals and objectives. In fact, motivation, drive, and self-initiative are desirable traits among people who want to excel in the business world.

If you show up every day and strive to do your best, you’re not necessarily a workaholic. But problems start if you don’t know when to take a break or call it a day.

2. Strong Work Ethic

Your work ethic is a set of personal values that guide your professional behavior. This can determine how successful you’ll be in your career. Unfortunately, many of us mistake a strong work ethic for workaholism. They’re not the same.

For instance, punctuality and being proactive at work aren’t signs of workaholism. They’re simply principles that drive individual productivity. But if a commitment to work means neglecting other aspects of life, it’s time for a reality check.

3. Working Overtime

If you work overtime occasionally, you aren’t a workaholic. Putting in extra hours may be necessary to complete a particular project or to push through a peak work period. But it can be a slippery slope if you and your team are regularly working late or on weekends.

Using the right technology tools is one way to help reduce your work hours — even if it’s only the time you spend managing email messages. For example, you can create follow-up email templates and let automated tools handle the rest of the process.

Likewise, other digital productivity tools can help ease the burden of routine tasks like project management, note-taking, scheduling, and team communication.

4. Passion for Your Business

If you’re on a leadership path or you own your own business, you’re likely to be more invested in your work. This doesn’t necessarily mean you’re a workaholic. It may only mean you love what you do and you’re motivated to make an impact.

However, this kind of enthusiasm can open the door to unhealthy behavior. So it’s wise to step back periodically and assess your relationship with work.

How to Detect Workaholism

When exactly should you be concerned that hard work has taken a negative turn? Here are some common signs of workaholism:

Refusing to take breaks, even lunch breaks
Being the first to arrive at work and the last to leave, every day
Taking work home each day
Never going on vacations
Choosing not to lose sleep in order to meet work commitments
A lack of hobbies, activities or relationships outside of a work context
Unwillingness to step away from a workspace when working from home
Working when sick
Experiencing stress symptoms when away from work

Overcoming Workaholism: 5 Tips

A hardcore obsession with work not only harms your health and your relationships. It also erodes your effectiveness on the job. That’s why it’s important to take action when warning signs appear in your behavior or in others. These tips can help:

1. Acknowledge the Problem

Most people who work compulsively find all kinds of excuses to justify their behavior. Some even expect praise for their sacrifice. But left unchecked, it will only get worse. People who suffer from workaholism need to recognize that it’s a problem and that they need help. This is where managers can assist with careful intervention.

2. Identify the Cause

Unless you understand why workaholism surfaces, it will be difficult to manage. But pinpointing the underlying problem can be easier said than done. Some researchers say workaholism is a response to stress, anxiety, or depression. Others say workaholics are driven by perfectionism or an overwhelming desire to feel competent.

Whatever the cause, the desire to work hard sometimes morphs into a counter-productive prison. And those affected often don’t recognize what’s happening until it’s too late.

3. Develop an Action Plan

Once you determine what’s behind this work compulsion, it’s important to establish guidelines that support healthier habits. Make sure this roadmap is practical and doesn’t add even more pressure. For example, consider these ideas:

Agree to appropriate daily work “windows.”
Establish clear break times for every work day.
Create a list of work priorities and update it periodically.
Allocate sufficient resources to support key projects and goals. This should include team members, budget and tools.
Employ task management software to improve scheduling, time tracking and efficiency.
Outsource whenever you can. For instance, a virtual assistant can free-up time for more valuable activities.

4. Practice Setting Reasonable Limits

A common trait among workaholics is the inability to say “no” to more work, even when it’s inconvenient, irrelevant, or unimportant. But recovery depends on boundaries. With healthy work hours in place, it’s essential to practice the art of saying “no.”

Remember that redirection can be an effective option. For example, turn off work-related distractions like email notifications while away from work. Also, during these times you can transfer calls to another staff member or delegate meeting attendance to a colleague.

5. Seek Professional Guidance

Even with these ideas in place, sticking to the process may be difficult. So don’t hesitate to reach out to a mental health professional if you or a team member are struggling to break free from a work obsession.

Summary

Many people call workaholism the addiction of this century, and they are not exactly wrong. Unfortunately, remote work and flexible hours have compounded the problem. Thankfully, people are now becoming more aware of the reality of workaholism and the danger it poses. Hopefully, this article will help you recognize if you or someone in your circle is facing this problem and help you move toward recovery.

Workforce Engagement is Sinking. How Can You Turn the Tide?

November 29, 2022/Company Culture, Employee Burnout, Employee Engagement, Employee Retention, Future of Work, Hybrid Work, Remote Work /by Jane Huston

Have you noticed that workforce engagement and motivation are slipping? You’re not the only one. In April, Gallup confirmed that U.S. workforce engagement declined from a high of 36% in 2020 to 34% in 2021.

2022 hasn’t been any better. This year, only 32% of full-time and part-time employees told Gallup they’re engaged, while 17% say they are actively disengaged.

What’s happening here? Why is work engagement declining? And what can you do to prevent burnout and unnecessary resignations on your team?

Why Is Engagement In a Slump?

Every business is different. However, there are some common trends we can point to as we search for underlying reasons for decreased engagement.

Burnout, high turnover, and poor communication are among the most prevalent causes. And these problems only get worse when good employees stop caring. That’s because new team members tend to look to high-achieving colleagues for advice, motivation, and guidance.

Let’s look closer at each of these factors:

1. Burnout

While burnout can be linked to chronic hustle culture, return-to-office concerns also are playing a role. After many people were forced to work from home in 2020, they’ve grown accustomed to choosing where and when they work. Now, when called back to the office, many want to hold on to remote or hybrid work models and flexible schedules. Who can blame them?

When employees feel they’re losing a sense of choice over their work, or they recognize an imbalance in work/life responsibilities, they’re more likely to disengage or “quiet quit.” No wonder this phenomenon has been gaining traction during the past year.

2. Turnover

All this dissatisfaction naturally leads to higher employee turnover, which (no surprise) also influences engagement.

On one hand, welcoming a new coworker or manager can be exciting. However, the learning curve that comes with getting a new team member up to speed can create a work imbalance for veteran employees, even if it’s just for a short time.

This imbalance can create feelings of resentment, especially when engagement is already suffering for other reasons. As a result, more people could decide to leave. And if you don’t pay close attention, this can spiral into a very costly vicious cycle.

3. Poor Communication

When organizations try to accommodate hybrid, remote, or flexible work, it can be hard to communicate effectively. Virtual meetings provide more flexibility and enable a sense of work-life balance that many employees now prefer.

But if instant messaging or online video calls are your team’s only form of communication, this isn’t a sustainable way to work. If you don’t use these tools wisely, it puts effective collaboration and productivity at risk. For strong results, you need a plan.

How to Lift Workforce Engagement

Current engagement numbers don’t look good, but that doesn’t mean HR and business managers are powerless. Some U.S. companies have been able to increase workforce engagement despite difficult circumstances. Here are four solutions that can help you improve:

1. Create a Game Plan for Remote or Hybrid Work

Not all companies are able to offer remote, hybrid, or flexible scheduling opportunities. If yours does, then make sure you develop and execute a supportive strategy, so everyone in these roles can succeed.

As previously mentioned, flexible work opportunities are likely to create confusion among employees if work processes and expectations aren’t communicated clearly or executed thoughtfully. Core workplace principles like accessibility, transparency, and inclusion are especially important.

Talk with your managers and colleagues to get their input about remote work practices they recommend for your organization. For example, you may find that using apps like Slack, Teams, or Monday to conduct brief daily online meetings will add a layer of accountability.

2. Encourage Employees to Take Time Off

42% of U.S. employees say they haven’t taken a vacation in the past year. That’s a huge percentage. Working too long without a break will only make stress and burnout worse.

Encourage your staff to take their allotted PTO by creating a culture that supports taking time to rest and recharge. If you are on the leadership team, set an example. Take your time off and try not to respond to work messages outside of working hours.

3. Invest in the Right Tools

Another important way to prevent burnout is by investing in the right tools for your staff. Note that this isn’t just about technology. It may mean you’ll need to purchase new software or update existing technology. But it can also mean outsourcing specific activities to a specialized services provider.

Start by identifying the bottlenecks in your team’s workflows. Then consider any solutions that can reduce or remove redundant or unnecessary tasks. Think in terms of cost-effective ways to automate and streamline work activities.

4. Strive to be Approachable and Transparent

In a healthy workplace culture, communication moves freely to and from all corners of the organization. It’s not just about a top-down flow, but bottom-up, and side-to-side as well.

If employees aren’t comfortable voicing their opinions, feelings, and suggestions, they’re more likely to burn out. To lift engagement, commit to creating an open work environment that welcomes feedback and ideas at all levels.

This is less about formal initiatives and more about consistent behavior among leaders and managers. It’s about showing up every day, listening, and being responsive.

Final Thoughts

Many factors are contributing to the recent decline in workforce engagement. Although the solution may seem complex and out of reach, try some of these recommendations. I think you’ll be surprised at the difference it makes in the way employees view your company and their work.

More often than not, people want to do their jobs. But when little things like lack of information, inefficient technology, mundane tasks, lack of support, and strict schedules pile up, it’s only a matter of time before people start to disengage.

Be the boss that steps in and reignites the passion that got your employees to apply in the first place. If you keep at it, engagement is sure to follow.

Celebrating Movember: Men’s Health at Work

November 22, 2022/Company Culture, Employee Burnout, Health and Wellness, HR, Mental Health Awareness, Workplace Empathy, Workplace Safety /by TalentCulture Team

EDITOR’S NOTE: At TalentCulture, we recognize a healthy workforce is a more engaged and productive workforce. That’s why we’re spreading the word about the importance of “Movember” men’s health awareness in this article.

The holiday season is upon us! As the days get shorter and colder, schedules are getting busier and more packed with activities. It’s common for us to let some things slide — including taking care of our health and wellbeing. We’ve all been there. But health should never take the backburner. That’s why we’d like to talk about the Movember movement.

What exactly is Movember? What does it mean for men’s health? And more specifically, how can employers leverage this opportunity to encourage discussions around important workplace health issues? We’ll even touch on how you can start a Movember event with friends and coworkers.

What Is Movember?

Two friends kickstarted Movember as a grassroots effort to promote men’s health in Australia. It began in 2003, at a time when the mustache had all but disappeared from popular culture.

That’s when Travis Garone and Luke Slattery first convinced 30 friends to take up the challenge of growing out their facial hair in solidarity with men’s health issues during the month of November.

This simple challenge grew faster than anyone imagined. In fact, by the time it reached the U.S, in 2008, the Movember charity had raised more than $46 million, in partnership with global charities dedicated to raising awareness around important men’s health issues.

Over the years, this movement has continued to gain traction across the globe. Now, nearly 7 million men and women contribute to the cause by funding more than 1200 men’s health projects. The Movember project and its enthusiastic supporters (known as “Mo bros” and “Mo sisters”) have addressed many worthy health causes around the world.

Why Movember Matters

The importance of raising awareness and encouraging communication around men’s health can’t be overstated. Unfortunately, men are still statistically far less likely to take care of their health. That’s not an opinion, but a well-documented fact.

For instance, a 2021 study found that less than half of men (47%) had a routine medical checkup in the previous 12 months. Embarrassment and perceived stigmas are the primary reasons.

Our culture of stoicism means that when men experience pain, many feel societal pressure to simply push through it. And although women tend to become familiar with healthcare from a young age — seeing gynecologists and being encouraged to schedule annual checkups — men generally don’t develop the same kind of connection.

Simply put, conversations about men’s health aren’t common. In fact, they’re often stigmatized. Ultimately, this leads to poorer health outcomes.

The Movember Mission

The Movember movement celebrates men’s health in all its forms, but emphasizes mental health and cancer prevention, in particular. Here’s why:

1. Preventing Cancer

For men, two key health concerns are prostate and testicular cancer. Prostate cancer is the second most common cause of cancer death in men. Fortunately, testicular cancer is less frequent. However, it still affects about 7 out of every 100 men.

Both cancers are considered highly treatable if caught early. However, when left untreated, they can be very difficult to cure, and the statistics are less promising.

Most experts recommend starting prostate exams around the age of 45 and getting an exam every 3-5 years. Doctors often perform what’s called a PSA test. A PSA is a reliable metric that helps determine the risk of prostate cancer.

Similarly, to help detect testicular cancer, men should perform self-exams, looking for signs like lumps, swelling, or dull aching pain. Anyone who experiences any of these symptoms needs to see a doctor immediately.

Bottom line: Routine checkups are crucial for effective cancer prevention, detection, and treatment. That’s one of the most important messages behind the Movember movement.

2. Communicating About Mental Health

Although mental health is extremely important, it is also perhaps the most stigmatized men’s health issue. Statistics show that although mental health challenges are relatively common among men, less than half will seek treatment.

This problem is especially important to recognize in the workplace, where burnout and stress are common. People often don’t realize how stressed they are until the symptoms become unavoidable.

Left unchecked, stress or burnout can not only affect your mental and emotional wellbeing but also wreak havoc on your body. Fatigue, anxiety, and depressed mood — even changes in weight and thinning hair — all can occur.

Of course, it’s important to see your doctor to make sure you’re not dealing with underlying medical issues like hypothyroidism or male pattern balding. But these symptoms can also be a response to physiological changes caused by stress.

How Employers Can Get Involved

Encouraging your workforce to be part of the Movember trend can be an excellent way to raise awareness around these important men’s health issues. For example, you can set up a Movember fundraiser, either in person or virtually. This can foster teamwork and solidarity in the workplace, while also encouraging people to take charge of their health.

If you decide to start a Movember campaign, you don’t have to focus on only one topic. It’s an opportunity to help men feel more comfortable talking about a variety of issues that affect their health.

Conversation Starters:

Are you getting enough exercise?
Are you sleeping well?
Do you feel overloaded with work lately?
How healthy is your diet?
Do you schedule regular check-ups?
Have you talked to your doctor about things like prostate screening?

Talk to your coworkers, talk to your friends, and bring the Movember movement to your professional and social circles. It’s not just for men either. It’s for anyone with a man in their life they care about — a significant other, a family member, or a friend. Every man matters. Encourage open conversations, show your support, and get involved!

Prevent Employee Burnout With These Five Tips

July 27, 2016/Archives /by Meghan M. Biro

Stress kills. And sadly, this is not hyperbole. Job-related pressures are among the biggest sources of stress for American adults, and it’s getting progressively worse, year over year. Chronic, high levels of job stress can lead to increased rates of heart attack, hypertension, chronic pain, as well as other disorders.

Every industry has its unique stressors. But, whether you’re a doctor or a delivery person, work-related stress shares “across the board” common factors—a check list, if you will—of work related triggers. The World Health Organization describes it like this:

Work-related stress is the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope.
Stress occurs in a wide range of work circumstances but is often made worse when employees feel they have little support from supervisors and colleagues, as well as little control over work processes.
There is often confusion between pressure or challenge and stress and sometimes it is used to excuse bad management practice.

Employee Stress Leads to Employee Burnout

Beyond the potential for some serious health issues, unaddressed stress in the workplace can quickly lead to employee burnout, something you want to avoid, unless you enjoy being on the very expensive hiring and on-boarding hamster wheel. And I doubt you do.

Americans are known to be workaholics, and according to the Organization for Economic Cooperation and Development, American workers get, on average, fewer than eight paid vacation days a year, with only about three-quarters of U.S employees getting any paid time off at all. But there are things you can do as an employer, besides offering paid vacation time, to help your teams avoid employee burnout. Let’s take a look at five of my favorites.

Five Tips to Help Avoid Employee Burnout

Play fair. Like the classic “Mom always liked you best” line, as human beings, it’s okay to “have favorites.” The key here is to avoid showing that favoritism within the confines of the workplace. There’s nothing more demoralizing for a fellow team member than to watch an underperforming and under-qualified peer get that sweet promotion because they are buddies with the boss. Be conscious of any personal friendships you develop with staffers and make sure those connections don’t influence your decision making when it comes to pay scales or work assignments, either.

Don’t overload people. We all know the super-achiever who is so good at what they do that they inadvertently become the “go-to person” when extra work pops up, or emergencies occur. While this usually happens with the best of intentions, it can create problems in two ways: The overloaded person can become frustrated and fatigued, and their colleague can also feel frustrated if they haven’t been given a chance to shine. Employees who have been passed-over may never gain the experience they need to be able to rise if they aren’t allowed to shoulder some extra weight. Keep people challenged, but not panicked.

Let employees do what they do best. Nothing is more soul-destroying than being in a role you hate. Or aren’t even very good at! Your job as boss is to make sure your employees love what they do (most of the time). Talk to your staff, get to know them, find out where their strengths lie (and don’t), and then, if you find some people “mismatched,” be bold enough to switch things up and move people into roles they are most passionate about. If you can’t move someone, then consider adjusting their current workload to reflect what they love to do. Or consider retraining. The costs incurred will be far outweighed by the highly engaged, loyal, and productive employee you end up with in the end.

Provide the right resources, human and otherwise. It’s fantastic to have strategically hired the perfect teams, who are all highly skilled and work well together. But that’s only step one. “Do more with less!” has been the rallying cry of many an organization since the economy took a nose dive a few years ago. But by not providing the resources your teams need to do their jobs to the best of their abilities, you are paving the way for unmotivated, unhappy, and burnt-out employees. Where does that “way” lead? The door. If you can’t give staff with what they need, scale back your expectations.

Create guidelines and set working hours – and stick to them! I’ve written before about the benefits of a digital detox—and some of those same guidelines apply here. The most important one? Make sure your teams aren’t working 24/7. If your organization requires people to be reachable at all hours (in case of emergency, let’s say), consider creating a rotating “on-call” schedule, so the same people aren’t always being tasked with being available.

This past decade or so has seen a massive shift in the way Americans work. Virtual teams, job sharing, flex-time, freelance, work-from-home (or Starbucks!), and more are all slowly becoming mainstream choices when it comes to employment. And that’s a good thing: Research has found that workers who have control over their schedules report lower levels of stress, burnout, and higher job satisfaction.

But even if you can’t have remote staff, or if your industry requires your teams stick to set hours or work odd shifts, by putting processes like the above in place you will be well on your way toward reducing (or even avoiding altogether) the work-related stressors that lead to costly employee burnout.

What do you think? Do you agree that workplace stress is an issue that needs to be addressed? Have you seen movement to do so in your organization? Or are we just a bunch of whiners that need to toughen up and get back to work? I would love to hear your thoughts on this crucial topic.

A version of this was first posted on Huffington Post.

Photo Credit: Skley via Compfight cc

5 Ways To Reduce Workplace Stress

August 18, 2014/2 Comments/Archives /by Marianne Stenger

Earlier this year, CareerCast shared its list of the least and most stressful jobs for 2014, based on factors like physical demands, hazards encountered, deadlines, and environmental conditions.

Some of the least stressful jobs included seamstress, dietician, and multimedia artist. Unsurprisingly, professions like enlisted military personnel, fire-fighters and police officers were ranked as being some of the most stressful due to the unpredictable conditions and risks involved.

But although some jobs are certainly more harrowing than others, we all deal with work-related stress on a daily basis.

According to the annual Stress and Wellbeing Survey by the Australian Psychological Society, stress levels were significantly higher in 2013 than in previous years, with nearly half of working Australians rating issues in the workplace as a source of stress.

In the US, a work stress survey by Harris Interactive found that 83% of Americans were stressed at work. Unreasonable workload, poor compensation, and frustration with co-workers and commutes were cited as some of their top stressors.

Fortunately, over the years research has uncovered a number of strategies for tackling workplace stress. Here are some simple but effective ways to manage stress in the workplace.

1. Organize your workspace and schedule

Taking control of your environment and schedule can prevent you from feeling overwhelmed and stressing unnecessarily.

A study from University College London found that when faced with a messy work environment, people immediately experience a rise in stress and anxiety levels. Before you start work each day, take a few minutes to tidy up your papers, remove any day-old coffee cups, empty waste paper baskets, and open a window to let in some fresh air.

When it comes to your schedule, figure out what you can control (such as when to take your lunch break or the order in which you’ll complete certain tasks) and what is set in stone (the meeting with your boss, for example). This will help you manage your time more efficiently and maintain as much control as possible over your everyday routines.

2. Step outside

Nature can help people respond better to disruptive events, and a study led by the University of Edinburgh shows that people’s stress levels are directly related to the amount of green space in their area. In fact, the researchers found that for every 1% increase in green space, there was a corresponding steeper decline in participants’ stress levels.

So next time you’re feeling overwhelmed, try taking a quick stroll in the park. If there isn’t much green space near your workplace, you could make an effort to take a nature walk before heading to work each day.

3. Tune in to distractions

Noisy office environments can be difficult to cope with, but strangely enough, trying to block out the conversation that’s happening two desks over or ignore the sound of your colleague tapping their pen on the table may actually be more stressful than paying attention to it.

Mindfulness experts, like author and journalist Dr. Danny Penman, believe that tuning in to a distraction can prevent you from feeling stressed out. This is because being aware of a distraction and observing the effect it has on your body (tense muscles, clenched jaw, etc) tends to rob it of its power and helps you to relax.

4. Talk it out

Healthy and supportive relationships have been shown to reduce stress, and a study from the University of Wisconsin-Madison shows that chatting to your mum on the phone reduces a key stress hormone and causes oxytocin, a feel-good chemical, to be released.

Of course, you may not want to call your mother every time you’re having a difficult day at work, but chatting to a friend or close relative can lower your stress levels and also help you to see your situation from another perspective.

5. Adopt a more positive outlook on stress

Stress is bad, right? Well, not necessarily – according to a research study from Yale University, it all depends how you look at it.

The researchers presented some experiment subjects with information showing that stress can be beneficial, while others were told that it is debilitating. Those who had been exposed to positive information about stress reported improved psychological symptoms and better work performance.

So not only could adopting a more positive attitude toward stress can help you to deal with it more effectively, it could even transform your stress into something good that enhances your performance, health and personal growth.

(About the Author: Marianne Stenger is a writer with Open Colleges. She covers educational psychology, career development and workplace productivity. You can connect with her on Twitter and Google+, or find her latest articles here.)

photo credit: Kerri Lee Smith via photopin cc

How to Build Your Network Without Burning Out

January 21, 2014/Archives /by Maren Hogan

(Editor’s Note: All of us in the TalentCulture community mourn the loss of our dear friend, brilliant colleague and mindful mentor, Judy Martin, who passed away unexpectedly on January 31, 2014. The following is the last post she contributed to our blog, only 10 days earlier. Her message and her life are a lesson for us all.)

The unthinkable happened during the first week in January.

TalentCulture CEO Meghan M. Biro had gone missing. She hadn’t returned a tweet from me for more than three days. Unheard of, I tell you.

Naturally, I was concerned about her well-being. I actually considered contacting Boston area hospitals. But instead, I did what any good friend would do. Resorting to an antiquated strategy, I picked up the phone and called her.

“Seriously Judy, I’m taking a break. I don’t want to burn out,” Meghan told me.

“What? A break from your BFF?” I almost blurted. Then, a calm washed over me, and instead I said, “Good for you.”

This sparked a conversation about how busy professionals like us can continue growing and navigating our social networks without compromising our stress levels. Connection and communication have taken on new importance in today’s 24/7 world of work. Those who manage the energy and minimize the stress are able to stay ahead of the competition, and sustain high performance. But it’s not easy.

Everyone manages a social network differently. It’s an intimate and personal process. We all have close connections with whom we can exchange ideas and openly vent. That’s typically not a burden on our time and attention. But in this era of digital exuberance, our social circles are growing rapidly. We need to find the signal in our niche, while filtering out the noise of a much broader network. Keeping pace requires a strategy:

8 Tips to Reduce Stress In The Face of Digital Exuberance

1) Schedule Social Sessions: Timing is everything. And quality time counts. When does your network naturally buzz with activity? If you’re a rock star, you might be inclined to check Twitter in the late evening, but if you’re into talent management and business news like me, you’re probably trolling Twitter from 7-8 a.m. Instead of trying to pay attention 24/7, pick one or two intervals each a day to dip into the stream. Don’t just “fly by” with retweets — really dive in and engage in conversations that build relationships. But when your scheduled time is up, move on. Eventually, you’ll adjust to an established rhythm, and so will those in your inner circles.

2) Take Breathing Breaks: Twitter and Facebook interactions can become surprisingly intense. Periodically, take 5 minutes to literally sit back and just follow your breath. Close your eyes, or look away from the screen. Simply being aware of how you are breathing helps regulate cortisol, the “stress-producing” hormone. Count as you inhale – one, two, three. Then hold your breath for several seconds, and exhale to the count of three. Better managing stress “in the moment” gives you more energy later, when you may need to tap into your reserves.

3) Stand Up and Stretch: Once in a while just walk away. Yes, leave the computer behind. This is important to get blood circulating in your body, which delivers more oxygen to your brain. If you prefer not to stand, push your chair away from the desk. Inhale and raise your arms above your head, clasping your hands in a “steeple” position. Look up and gaze at your hands for several moments. Then exhale slowly while your hands float gradually back down to your sides. You’ll feel refreshed and ready to shift back into business gear.

4) Hum with Purpose: That’s right — make noise. Humming actually calms the mind and body. It’s an ancient yogic technique that helps focus attention prior to meditation. The sound reverberates in your skull, and helps your brain rewire your attention. Here’s how: Plug your ears with your fingers and inhale deeply. Pause. Then as you exhale, hum for the reminder of the “out breath.” Repeat two more times. If you feel dizzy, stop. But ideally, it will help release tension and help you focus.

5) Let Filtering Tools Work for You: Sometimes we need to look beyond human behavior for help. If we opened every link that came our way we’d never sleep. Aggregation tools help consolidate and organize the chaos — news sources, blog posts, and other information sources of interest. I’ve set up Google alerts to deliver breaking news on keywords that matter most to me. For less critical topics, I receive news feeds once a week. You can use Hootsuite, Buffer Tweetdeck and Aggregation tools and dashboards to identify relevant content and create a delivery schedule that works for you.

6) Harness Hashtags: Hashtags are the fastest way to share and find relevant information on Twitter. For example, professionals who participate in the TalentCulture community share HR and business leadership knowledge by adding the #TChat hashtag to their tweets. At any moment, anyone can search for #TChat, to see the community’s latest tweets. It’s like round-the-clock access to the most popular human resources conversation on the planet. If you follow a hashtag like #TChat in your Twitter dashboard, you’ll quickly and easily find helpful peers, ideas and advice. Also, when you schedule Twitter posts, be sure to add hashtags that reflect your area of expertise. Your posts will reach people in your niche, even when you’re offline.

7) Leverage Human Relationships: Sometimes, all of us need to unplug for several days or more. When you do, plan ahead. Just because you’ll be off the grid doesn’t mean your networking must come to a standstill. Reach out to several people in your immediate network. Let them know that you’re taking a break, and ask for a little extra support in sharing your work on Twitter, Facebook, LinkedIn — wherever you’re most active. You can even form ongoing support alliances and develop common “social back-up” guidelines. Just remember, you’re not alone.

8) Create a FOMO Free Zone: Perhaps the most important advice I can offer is to honor your social self. Competitive pressure shouldn’t drive your social brand development. Don’t let yourself become obsessed with how other people behave on social channels, or about whether volume or frequency of their activity trumps your own efforts. Whatever your message is, you’ll succeed when you deliver it through your own lens, with your own voice, to an audience that is naturally interested in you. Forget #FOMO (Fear of Missing Out)!

Of course, even with healthy habits, it often feels like we’re networking at the speed of light. But hopefully these tips help you slow the pace a bit, focus on what matters, and generate more energy to fuel your social success.

Do you have tips for reducing stress and improving productivity in the age of social networking? What techniques and tools work for you? Share your ideas in the comments below.

(Editor’s Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Pixabay

Showing Workplace Competition Who's Boss

September 18, 2013/Archives /by

“How will I stand out in the crowd?”
“Do I really have what it takes to succeed?”

These classic workplace questions cross everyone’s mind from time to time. No matter where our profession leads us — sales, engineering, consulting, service — we must continually navigate through a sea of highly qualified talent. As our careers progress, so too, does the level of talent that we encounter. (We all experience secret moments of panic.)

Knowing this, I’d like to pause for a moment and pose a different question: “Is the way we traditionally view workplace competition getting in the way of our career progress?” For many individuals, this could be the case. So, let’s take a look at common barriers and consider how to deal with them.

Put Professional Competition In Its Place

Competition can be healthy. It does have the potential to drive us forward to excel. But if the very thought of competing derails us, we have a serious problem. Ultimately, we must face facts. We are likely to cross paths with individuals that seem more capable or successful than ourselves. (We may actually covet their role or career.) However, the very notion of competition doesn’t have to evoke debilitating stress and self-doubt. We need to remember that successful career journeys are built by capitalizing on our strengths — while maximizing the opportunities that we encounter.

To master workplace competition, we ultimately must deal with our own feelings (and issues) with the concept of competition, itself. Here are some suggestions:

7 Ways To Deal With Workplace Competition

1) Accept its presence. Competition is ubiquitous. No matter where your career leads you, there will be ample competition to keep you on your toes — and it is ever present. Try to become comfortable and make peace with it.

2) Recognize it’s not a “zero sum” game. Opt for an “abundance mentality.” Don’t take the stance that if someone else succeeds, you are doomed to fail. Another individual’s promotion or good fortune doesn’t necessarily mean that you’ll be left out in the cold.

3) Identify your “comparison other.” How you gauge your career has much to do with those against whom you measure yourself. Who are your role models? Choose individuals that motivate you and possess skills that you wish to emulate. (This is one of my favorite techniques.) Learn from your competition. Ask yourself: What are they doing right?

4) Be the “best of you.” We’re not required to be all things to all people (and shouldn’t feel pressured to do so). Instead, find a way to acknowledge your strengths and create your own brand. Find a niche that makes you indispensable — create value and build on this strength. Take control of your own career and find paths to showcase your own talent. You’ll find that you focus less on the paths of others when your work aligns with the best of what you have to offer.

5) Build alliances and collaborate. Network without staying too close to the cuff (Use the 70-20-10 rule here.) Spread your wings to develop depth within your workplace relationships — be the “linking pin” between other departments or functions and solve problems.

6) Get a mentor or a sponsor. Many successful people speak of a mentor that has either inspired or guided them. However, you also need a sponsor. This is an individual that will help you gain exposure and facilitate “stretch assignments” that test your abilities.

7) Be aware. There is no greater confidence builder than becoming your own advocate. Of course, there is a dark side to workplace competition. Watch for individuals who “fight dirty” and have an unhealthy relationship with competition. (Remember, there is no shame in protecting your own interests.) Document your accomplishments, if you feel it is necessary — and take credit when it is owed to you. If an environment causes you troubling levels of stress, seek a change.

How do you handle the pressure of workplace competition? What has worked most effectively for you and why? Share your thoughts in the comments area below.

(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome. Learn more…)

(Also Note: This article originally appeared as a LinkedIn Influencer post. It is republished with permission.)

Image Credit: Pixabay

Showing Workplace Competition Who’s Boss

September 18, 2013/4 Comments/Archives /by Dr. Marla Gottschalk

“How will I stand out in the crowd?”
“Do I really have what it takes to succeed?”

Put Professional Competition In Its Place

To master workplace competition, we ultimately must deal with our own feelings (and issues) with the concept of competition, itself. Here are some suggestions:

7 Ways To Deal With Workplace Competition

How do you handle the pressure of workplace competition? What has worked most effectively for you and why? Share your thoughts in the comments area below.

(Also Note: This article originally appeared as a LinkedIn Influencer post. It is republished with permission.)

Image Credit: Pixabay

Balance: Reconciling Work and Life: #TChat Preview

May 10, 2011/Archives /by Meghan M. Biro

Originally posted by Matt Charney, one of #TChat’s moderators, on Monster Thinking Blog

It’s interesting that the genesis of work-life balance really started, with, well, Genesis: somewhere, between creating the heaven, the earth and all things in between, even God needed a day off to rest.

We’ll leave interpretations up to the theologians, but there’s a pretty firm, historical precedent that’s been followed for millennia: everyone deserves a break now and then.

In our increasingly interconnected age, however, omniscience and omnipresence aren’t Biblical constructs, but the burden of having a Blackberry.

The real price of real business in real time is that real time is rarely one’s own. The movie 9-5 (“It’s a way to make a livin“) seems a historical anachronism for more than its polyester pant-suits. In a blink of an eye, the 8 hour day that the title (and oh so catchy theme song) suggest seem to have all but disappeared.

But it doesn’t have to be that way.

Increasingly, employers are realizing that the key to attracting and retaining top talent, and getting the most out of employees, requires creating a work-life balance that’s actually balanced. And workers are starting to realize meaningful work, and by extension, a meaningful career, aren’t mutually exclusive from having a life outside the office.

Tonight’s #TChat will explore work-life balance and it’s far ranging implications on the world of work (and life). Join the conversation at 8 PM ET/5 PM PT as we look at ways that work and life can coexist, and even thrive, in today’s business environment.

#TChat Questions and Recommended Reading (5.10.11)

Here are tonight’s #TChat questions as well as some recommended reading designed to inform, and inspire, tonight’s conversation about work-life balance:

1. Who’s ultimately responsible for managing work-life balance: the employer or the employee?

Read: The Case for Work/Life Programs by Freek Vernermeulen.

2. What are the benefits/drawbacks of being salaried/exempt vs. hourly/non-exempt? Which would you prefer?

Read: Family Friendly Employee Benefits: Create A Win-Win For Hourly Workers by Donna Fenn.

3. How does company culture effect work-life balance?

Read: 5 Great Ways To Create A Winning Company Culture by Carmine Gallo.

4. What role does technology and social media play in the work-life mix? Is connectivity a blessing or a curse?

Read: Technology at Work: The Creation of the Anywhere Worker by Connie Blaszczyk.

5. What are some things employers and managers can do to improve work-life balance?

Read: 5 Keys to Staying Civil When Work Calls On Your Off Time by Judy Martin.

6. How important is work life balance to top talent when assessing new opportunities?

Read: It’s All About Engagement by Jayson Saba.

7. What are some of the most effective or creative “perks” your company offers for work-life balance? Which do you wish they’d offer?

Read: Do You Have Work Life Balance? by Thad Peterson.

NOTE: We’ll be extending this conversation at Care.com’s Care@Work event series, Focus Forward at the Times Center in New York City on June 1st and we want you to join us. Tonight after #TChat, we’ll be giving away one ticket to this invitation and innovation only event focused on shaping the future of work. We will randomly select someone from tonight’s #TChat to attend.

Tune in tonight to find out how and learn more about the Care@Work event at http://www.icareatwork.com/

Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”

We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman and Meghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW. Hope to see you tonight at 8 PM ET for #TChat!

Posts

Top 5 Employee Experience Concerns in 2023

1. Compensation is Lacking

Expand Benefits Choices

Emphasize Intangible Benefits

Manage Private Healthcare Coverage More Effectively

Facilitate Training Scholarships

Encourage Performance-Based Bonuses

2. Stress is Overwhelming

Invest in Wellness of All Types

Promote Awareness and Education

Establish Channels for Open Dialogue

3. Work-Life Balance Doesn’t Exist

Commit to Flexible Work Solutions

4. Employers Impose Too Many Needless Rules

5. Recognition is in Short Supply

Employee Experience Concerns Matter

5 Low-Cost Ways to Support Workforce Mental Health

1. Innovate to Avoid a High Price Tag

2. Optimize Employee Assistance Programs

3. Sponsor Company-Wide Time Off for Wellness

4. Design Stress-Reducing Spaces

5. Lead by Example

A Final Note on Workforce Mental Health

Biggest Benefits of Music at Work

1. Music Boosts Productivity

2. Music Reduces Stress

3. Music Combats Isolation and Fosters Connection

Final Thoughts on Music at Work

Recognizing the Trauma of Layoffs

Learning From Covid Layoffs

How Guilt Affects Remaining Employees

Steps to Minimize Survivor Guilt

Final Thoughts

Putting People First

Coming to Terms with our Aging Workforce

The Impact of Cognitive Decline at Work

Legal Considerations

Solutions Start With Education

Resources

12 Ways to Make Employee Wellness a Priority

1. Involve Employees in Wellness Program Design

2. Hire a Chief Wellbeing Officer

3. Promote Integrative Breathing Practices

4. Empower People to Embrace Healthy Eating Habits

5. Suggest Simple Mental Fitness Routines

6. Cultivate Better Communication Skills

7. Encourage 5-Minute Clarity Breaks

8. Check-in to Understand Wellness Needs

9. Schedule Regular Health Screenings

10. Train Managers in Soft Skills

11. Conduct Employee Wellness Challenges

12. Include Financial Wellness

What’s Changed? Where We Work

Does Distance Diffuse Urgency?

How to be Productive Without Making Everything Urgent

1) Realize that time pressure creates stress

2) Think of urgency as hot sauce

3) Honor the line between motivation and migraines

4) Understand urgency’s diminishing influence

5) Don’t let yourself become numb

6) Pick only five targets

The Bottom Line

Defining Workaholism

Is it Work — or Workaholism?

1. Going Hard at Work

2. Strong Work Ethic

3. Working Overtime

4. Passion for Your Business

How to Detect Workaholism

Overcoming Workaholism: 5 Tips

1. Acknowledge the Problem

2. Identify the Cause

3. Develop an Action Plan

4. Practice Setting Reasonable Limits

5. Seek Professional Guidance

Summary

Why Is Engagement In a Slump?

1. Burnout

2. Turnover