4 Signs of Mental Burnout @ Work

Does a mental burnout happen to you or  happens so subtly that you can easily confuse the symptoms for other negative forces, like a bad cold or a bad boss. You’d think you’d know—or at least feel—the signs of burnout pretty quickly, right? Not always.

Here are some red flags that you’re under serious mental stress—and how to fix them.

  1. You Want to Run Away

Do you crave throwing it all away and booking a one-way ticket to Bali? Fantasizing about going off the grid for good and relocating to a cabin in rural India? This temptation could just be a symptom of “worn-out burnout. Avoidance is another coping mechanism where you try to distance yourself from your job or avoid it because you’re putting in too much effort to begin with in the misguided hope that it will accelerate your success.

  1. You’re Messing Up Normally Easy Tasks

Making all kinds of slip-ups lately? From forgetting your anniversary to spacing out on that breakfast meeting, a sudden lack of attention span is a warning sign of burnout. When you have a difficult time remembering things or keeping your mind on daily tasks, say Dutch researchers, it’s probably time to dial back on stress to feel less distracted

3. You’re Always Tired

Do you prefer to sleep away a gorgeous, sunny Saturday morning? That persistent sluggishness can be a classic cue, especially if you find that one day of “sleeping in” doesn’t eliminate lethargy. Physical & emotional  is a tell tale sign that you’re suffering from work dysfunction.

4. You’re Always Disgruntled

At your wit’s end at work? Walking around claiming your bosses are bullies and your colleagues are catty? Sure, your characterizations of a gone-sour workplace can be true. But these sentiments may also be a symptom of total burnout. To cope, you just may start blaming your work culture (for no good reason) for your self-imposed frantic pace “to get to the top.”

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Some Noteworthy Recipes for Success

The life of a billionaire must be pretty awesome, there’s no doubt about that. It’s not a cakewalk, though.In fact, some of the world’s wealthiest and most successful people have also had the greatest challenges to overcome. One of the biggest differences between the super successful and the average person might be their resilience. Let’s see what some of the wealthiest people on the planet have to say about being resilient:

  1. “I wouldn’t be where I am now if I didn’t fail, a lot. The good, the bad, it’s all part of the success equation.” —Mark Cuban
  2. “Part of being a winner is knowing when enough is enough. Sometimes you have to give up the fight and walk away, and move on to something that’s more productive.” —Donald Trump
  3. “If you think you can do a thing or think you can’t do a thing, you’re right.” —Henry Ford
  4. “No matter what your current condition, how or where you grew up, or what education or training you feel you lack, you can be successful in your chosen endeavor. It is spirit, fortitude, and hardiness that matter more than where you start.” —Jack Ma
  5. “The most dangerous poison is the feeling of achievement. The antidote is to every evening, think what can be done better tomorrow.” —Ingvar Kamprad
  6. “Most people give up just when they’re about to achieve success. They quit on the one yard line. They give up at the last minute of the game, one foot from a winning touchdown.” —H. Ross Perot
  7. “It’s fine to celebrate success but it is more important to heed the lessons of failure.” —Bill Gates
  8. “Develop success from failures. Discouragement and failure are two of the surest stepping stones to success.” —Dale Carnegie
  9. “I just love it when people say I can’t do it, there’s nothing that makes me feel better because all my life, people have said that I wasn’t going to make it.” —Ted Turner
  10. “Failure is not the outcome—failure is not trying. Don’t be afraid to fail.” —Sara Blakely

4 Ways to Get Promotion On Track

We all want to get ahead. Still, even when it seems you’re doing everything right—you’re never late to work, rarely take a sick day, and always meet deadlines—promotions can be few and far between.You’re putting the work in, so why aren’t you getting rewarded? The answer is simple: You don’t get promoted for fulfilling your boss’ expectations.Your boss’ expectations are the price of entry. Even if you’re making a great effort and doing all that’s asked of you, you won’t stand out. You’ll be seen as someone who completes the minimum requirements, and no one who builds a great career is seen this way.You should aim to exceed your boss’ expectations so much that he feels like he’s the smartest guy in the world for hiring you.

This isn’t as hard as it sounds. In fact, you can blow your boss’ mind in 4 easy steps.

1. Learn About Your Company’s Industry, Competitors, Latest Developments, and Challenges

Professional development is important, but why stop there? If you really want to blow your boss’s mind, soak up everything you can about your company and your industry. For example, if you’re an IT developer, instead of simply learning the current best practices in coding, learn how those practices are being applied throughout your industry.

Transferring your knowledge to the real-world context of your organization is a great way to add value. On top of knowing how to do your job, it shows that you know why you’re doing it and why it matters.

2. Instead of Always Having the Answer, Pre-empt the Question

It’s a good feeling when you can answer your boss’ questions on the spot, without shuffling through piles of paper or telling her that you’ll have to get back to her. But if you really want to blow her mind, pre-empt the question. Anticipate what she wants to stay on top of, and send her regular updates. You’ll save her time and energy, and she’ll appreciate that just as much as your enthusiasm.

3. Instead of Owning Up to Mistakes Once They’re Discovered, Bring Them to Light Yourself

Accountability is a lost art. Too many people try to cover up their mistakes, fearing the repercussions of admitting fault. Show your boss that you’re not afraid to own up to your mistakes, and he’ll be amazed. When you make a mistake, just give your boss a simple heads-up, and have a solution ready. Even better, tell him the steps you’ve already taken to mitigate the problem.

Everyone makes mistakes. You’ll stand out by showing your boss that you’re accountable, creative, and proactive when you inevitably make them.

4. Instead of Asking for Training, Do it On Your Own

Typical career advice is to ask your boss to send you to classes and workshops to improve your skills. But we’re not talking about what’s typical; we’re talking about blowing your boss’ mind. Pursue training yourself, on your own time. It doesn’t have to be expensive; there are plenty of online courses available free or close to free. While everybody else is asking the boss to send them to training, you can tell her what you’ve already done, and your initiative will be rewarded. You’ll save the company money and get ahead, and expand your skillset at the same time.

6 Ways to Stop being taken for Granted @ Work

1. Determine Your Unique Value to Your Company

It’s hard to see our unique qualifications from the inside. We’re way too close to our own experience to determine our value. So, here are a few questions to help you figure it out:

Why is what you bring to your job, company, or office relevant to your workplace? Or, to put it another way: What problem are you solving? What makes you different or unique? What would the people you work with say is the value of your presence?

Being able to answer these questions will help you realize your own value. And from there, you can move onto the next step.

2. Own Your Value

Respect your position and respect how you do your job every single day. When you start to treat your job like it matters, others will notice and follow suit. (And this isn’t just for your benefit: According to a 2013 study on relationships, your self-esteem impacts those around you.)

Take it a step further and be willing to ask yourself: “What else could I be doing? What skills should I develop to take myself to the next level?” Approach management for feedback, then listen and absorb it. The more respect you give to your position, the more respect others will give it.

3. Communicate Your Value to Your Manager

According to HR expert Josh Bersin, there’s a shift happening now in performance reviews, with many companies changing how they evaluate employees. Long story short, managers can’t be expected to quantify a year’s worth of work in a single meeting anymore. So, whether or not your company still conducts annual reviews, it’s incumbent upon you to communicate your value and keep your manager up-to-date on your work.

Set up a meeting where you can discuss how often he or she would like updates from you. Then make sure to follow through and send regular recaps on the projects you’re working on. Include your colleagues’ contributions, note when you’ve mastered a new skill, and keep him or her in the loop on any new work you’re tackling.

4. Compliment Your Colleagues

The easiest way to get respect is to give it, yet so few people do this. So you can really set yourself apart by praising your co-workers publicly. Whenever you’re collaborating, be vocal about sharing the credit. This is a good reminder that you don’t always have to expressly convey your value as much as you need to just be a valuable colleague.

Bonus: Offering up compliments has actually been shown to improve the performance of the colleague you complimented.

5. Show You’re Capable of Nurturing Talent

We’ve heard it before: Competition is dead. Collaboration is in. A study out of Washington University in St. Louis found that creativity among women is actually squelched in more competitive—as opposed to collaborative—environments.

One of the best ways to nurture those around you is to bring out the best in them. Loop a less- experienced colleague in on a project that’ll enhance his or her skill set, or take the time to teach an intern how to use the company’s reporting system. These small moments send a powerful message about your confidence level. You don’t need to resort to undercutting or one-upping your colleagues in order to make yourself look good. By just collaborating, you show that you believe you have useful experience to share.

6. Learn How to Say “No”

Yes, you can still print out presentations materials for the team before a meeting or grab coffee for a co-worker stuck at his desk—doing the menial stuff shouldn’t be beneath you. But, be prepared to remind people where you are now. One way to do that is to start saying no (politely) to those entry-level requests—especially if there’s someone else who’s job it is to complete those tasks.

Still getting questions based about the position you did three years ago? The best way to deal with this is to set people on the right track without sacrificing your own productivity. If it’s not your job anymore, you simply have to say, “I haven’t been in that department for a couple years, but you might try so-and-so.”

Source: muse.com

HR-Human Resources- 2 Impending Challenges

Human Resource as a department has gone through a major paradigm shift over the last decade or so. The challenges involved in people management are increasingly becoming menacing and posing as a major threat to the current state of the HR. Challenges vary from hiring to retention to employee benefits and a whole lot of other parameters. The youth of today is of strong mettle and require to be kept engaged at every given point in time. Let us look at some potential challenges they face:

Engagement– Innovation is the key here and unless HR comes out of the rut of traditional thinking, it may be extremely difficult for them to retain talent. Companies at large hire talent at the entry level, to ensure they could be moulded in every way. Alas, this often backfires. They come with a lot of energy and enthusiasm and company loyalty is the last priority for them. They want an environment of fun inclusive of learning. The Human Resource department, here faces challenges in keeping them highly motivated and channelizing their energies to the right sources. They have huge talents and HR often misses this crucial point. A mix of personal and professional touch would perhaps do the trick for them.

Motivation- In an extremely professional set up, where targets of the company supersede everything else, keeping the employees motivated and gun for a common objective becomes an impending challenge. HR tries various techniques to ensure employees are motivated, however attrition is still a challenge. The first ones to be affected would be the high performers as they always feel the crisis of not being inundated with “Challenge” on their work front. HR plays quite a crucial role here to ensure that the employees are motivated by extending a whole of personal sops in the form of ESOPS, etc etc. Money does play a significant role here and HR understands that very well.

2 Major Shifts in Recruitment Segment

With the upsurge in Technology and startup companies, the scenario for recruitments has taken a completely different shape altogether. Let us view some of them

Job Boards– While many of them have been existent over the last 1.5 decades, value proposition derived from these job boards, still continues to be a question mark. With the competition for hiring talent becoming increasingly difficult, job boards are losing their credentials. Survey shows that Job boards are more being considered from branding than recruitment. When large number of jobs is displayed, they do give a different perspective to the job seeker. It is directly proportional to the brand value a company has. When it comes to hiring for services companies, they do benefit immensely from these job boards, however product and niche companies find it extremely difficult to hire talent. It is the value vs volume game. There have been very many instances where people hire talent through mobile apps as Quickr etc etc. Mobile being the next wave, there is a paradigm shift for using the mobile potential to hire. It is no more the question of being internet savvy, it is the challenge of hiring the right person.

Recruitment Consultants- Companies hire varied consultants to ensure they keep pace with fulfilling requirements. This segment has mushroomed in a very large way over the last decade. Companies outsource for saving time and energy spent in hiring. Also, commercially it is not a viable option for companies to hire people in-house, considering the challenges involved. This segment is no less, competitive. In this swarm of hiring the right candidate, there is a lot of internal spit and spats. There is tirade within the consultant community and one time friends become foes. This also gives way to not following ethical practices in this field. Consultants too depend on job boards to fulfill their requirement; however similarity of database with every other one becomes a strong bone of contention. Companies, too tend to take advantage of this scenario and slash their rates to benefit the situation. Consultants on the other hand fight hard to get their share of the pie.

All in all, the situation prevailing in the recruitment segment is quite honestly no less than fights happening in a market place. Technology should take care of this largely and systems, procedures and laws need to be framed to bring about a cohesive recruitment environment

The Recruiting & Staffing Game

Staffing has become the most formidable achievements of over the last decade or so. Does one know what it actually means? Do the companies realize the impact it could have on the recruitment segment, at large? As per the dictionary and wickipedia , Staffing is a term used in the sphere of employment. Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness.

The War for Talent is raging. Companies have been cutting costs to secure the maximum from investments done. With this also increases the risk of hiring quality talent. Building a stronger employment brand, paying employees a fair wage, creating training opportunities for your employees and promoting from within, investing in necessary job skills, and taking better advantage of candidate referrals are some the ways in which the current staffing rage could be addressed.

Building a talent pipeline that re-arranges and re-recruits talented people is the mantra companies should adopt to ensure being in the talent race and surviving the onslaught of competition.

Capture more candidates and reduce drop-off by continually engaging your potential talent. The key to workforce planning is all about creating and nurturing a database of pre-qualified candidates so they’re ready to be contacted and called in to interview any moment.  An easy-to-find, branded talent network will help you capture and re-engage more candidates over a longer period of time, as it works behind the scenes to send the potential candidates relevant and targeted job alerts when your new positions are posted.

Demographic shifts to a large extent are also creating a wave in the otherwise highly competitive sphere. The paradigm shift taking place in the technology segment and the flurry of offers people carrying with themselves have a cascading imaoct on the recruitment front. These are the so called transformers from the silent generation to the social natives.

In this era where technology rules the roost, the basic essentials have to be followed by the recruitment community at large. Some of them include having a mobile optimized website to ensure there is constant visits to the website and indirectly brand the company through these means. Also, blogging is an effective way and approach to ensuring there is always something new for the prospective job seekers in their goal towards achieving a good and secure career path.

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