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Why Do People Hate Their Jobs

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Have any us taken the time to look around at the people boarding the subway or bus lately? You may notice that there are very few people who look at all excited about the day ahead. If you start a conversation with one of them, you may soon find out how much they hate their job, or their boss, or their long hours (some of them possibly unpaid).

Whilst growing up, people generally had some sort of idea regarding the career path they wanted to pursue. Even though over the years that idea may have changed, most people eventually figured out which industry they desired to work in. Given how life usually works, sometimes expectations aren’t met. This can lead to numerous employees disliking their jobs. ProOpinion has recently released the findings from a business research they have done in which it was revealed that roughly 31% of employees believe they aren’t paid enough, 21% do not have a proper work-life balance and 20% have stated that the unreasonable amount of workload represents the cause of their unhappiness. Others have also said that they have experienced professional relationship issues due to incompatibility with managers and/or co-workers and a lack of job advancement.

Naturally, it can be understood when unemployed job-seekers say: “If I had a job, I wouldn’t even dare to complain! I’d be grateful for the paycheck.” It is important not to take this the wrong way because those people mean it when they say it, but beware of people who say: “I wouldn’t complain at all, a job is a job!” They most likely have forgotten how harrowing it is to wake up every morning going to a job you hate. This stressful situation can take its toll on your health, both physically and emotionally.

There are managers out there that regularly complain about unmotivated employees. But who in their right mind would want to go to work unmotivated? Managers and employees alike must realise that motivation is a feature of the environment, not the people who work in it. Improvement is key.

The first step in improving your career, and an essential one at that, is to come to terms with the fact that you’re not happy with what you’re doing at the moment, and this realisation is not that easy to achieve. Our conscience usually tells us to stop complaining, get on with our work and to be grateful for what we have. However, we cannot force ourselves to be grateful, doesn’t matter how much we try. If people are under the impression they are in a toxic situation it may become harder for them to get out of bed, never mind doing a great job at work.

Social life is important as well
Even though having a job is a big part of our personal development, this doesn’t mean it has to be our sole purpose in life. People want jobs where they can be fulfilled both professionally and personally. When people forget about this, they tend to become dissatisfied with their current employment.

A healthy work-life balance differs from person to person, hence what is important to one person may not be as crucial to another. If you are spending too much time either at work or you continue to work from home can leave you tired, stressed out and may lead to sickness. Furthermore, it can also lead to more responsibility at work, which will only intensify the other effects.

Forbes magazine has discovered that employees want options through which they reduce the pressure that hovers over them. Some of the options available today are telecommuting and the possibility of flexible work hours which will allow employees to plan their schedules ahead in order to fit their specific needs, thus offering them the opportunity to reach the balance they desire. This does not mean that all this work has to be put in by the manager or company. Employees are responsible for their own actions and must learn to adjust their own habits by leaving the office on time and leaving job-related tasks at work. It’s pointless to think that you can achieve a good work-life balance if you don’t make time for yourself to relax and unwind.

Money isn’t everything, but it helps
When people really love what they’re doing, they may be willing to disregard a low salary if they will be working in a position they enjoy and if they will be surrounded by people who have similar interests. However, if that job starts to become a place they hate going to, frustration will start to build towards co-workers and manager, thus ending up creating a lot of tension around the workplace.

Furthermore, employees want to see their hard work is appreciated, and that may come in various forms such as benefits or even a pay raise. If they feel they are being neglected from getting a promotion, people might want to quit the organisation. However, there are other benefits that may compensate for not having a higher salary, but in the long run, they won’t be solving any problems. A pay raise shows the employee that you value his hard work and may also represent a sign of things to come (i.e. promotion). By simply repaying hard work and offer a clear path of advancement for deserving employees businesses will be able to keep their staff happy.

More responsibility shouldn’t result in more problems
Offering employees more responsibility at work makes workers feel valued and important. It also shows them that they are trustworthy and reliable. It may be a match made in heaven if this also comes with a new title and a higher pay. However, there is always the other side of the coin when employees show their willingness to work and excel in their role; they may find that they’ve taken too much responsibility on their shoulders. At the end of the day, workers may find themselves assigned to more projects than they have the physical time to finish it.

An overflow of work causes people to stress out and feel that they are letting the manager and company down by not completing all of his or her tasks. This is even more problematic when employees believe they are not being paid enough for the effort and sacrifice they put in. While it’s good and reassuring for managers to have employees they can count on, this doesn’t mean that those employees should receive all the work. It is admirable they are willing to help out, but it shouldn’t lead to health problems and general unhappiness lives. In order to keep their most valued employees happy within the company, managers need to learn how to delegate work evenly and not just to a selected few.

There are numerous reasons why people end up being unhappy at the workplace, but if we’re honest they are pretty much all connected. Incapable managers and employees always lead to a negative and toxic environment and a tremendously excessive workload. Extra responsibilities almost always cause workers to feel that they are being underpaid for the amount of work they’re putting in and it also interferes with their personal lives.

This is where Great People Inside comes to your aid. Our online platform offers the best solutions and tools for your company to thrive in every type of industry and any possible situation your organisation may find itself. In terms of lowering your employee turnover rates, we recommend our GR8 Full Spectrum assessment for hiring and 360° Survey for retention. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

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Sources:

http://www.businessinsider.com/reasons-you-hate-your-job-2014-6

https://www.forbes.com/sites/lizryan/2016/11/29/the-top-ten-reasons-people-hate-their-jobs/#2352a8b81ed9

https://www.proopinion.com/en/blog/7-reasons-why-people-absolutely-hate-their-jobs

 

Sleep Deprivation and How it Affects Performance

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Right after managers and employees have their first interaction, the process of forging their working relationship begins, which is a crucial factor in how they both are going to experience work, how much trust there will be between one another, and how effectively they can carry out assignments.  A new and possibly forgotten predictor in the quality of these work relations is sleep. Sleep deprivation for either the manager or employee or both could make them experience an increase in negative emotions at the workplace. Usually, these emotions are represented by hostility. Everyone reading this can remember at least one time when fewer hours of sleep translated into a short temper at the office. This is a common experience for almost everyone in the workforce and, most of the times, it is directly linked to sleep deprivation due to the fact that fewer hours of sleep impairs the part of the brain that regulates emotions.

Hostility can be dangerous for a new professional relationship. Hostility leads to the feeling of threat and can easily deteriorate the psychological safety of people in every possible context. If managers happen to yell at an employee once, it may not be an issue, nevertheless, if this a common practice in the office, employees may feel that their manager is lacking respect and empathy, hence leading to a weak work relationship.

Unfortunately, today’s business world promotes sleep deprivation as the highest ranking achievement possible. If you’re always busy and cannot be bothered to sleep then you’re definitely on the way to the top. The problem here is that science says the exact opposite, so who do we believe? It may sound tempting to trade away some hours of sleep in order to finish a few tasks, but by doing you may sabotage your own success and health. Perhaps it is time to get some sleep, or else you may face numerous risks.

At Harvard Medical School the Division of Sleep Medicine revealed the fact that short-term productivity gains from skipping sleep are quickly downplayed by the detrimental effects of sleep deprivation on a person’s mood, his or her ability to focus and access to higher-level brain functions. Interestingly enough, the negative effects of sleep deprivation are so considerable that even people who drink manage to outperform those without sleep.

Why We Need Acceptable Hours of Sleep

We all know that sleep is good for our brain and new found evidence from the research done by the University of Rochester has provided us with clear evidence on why your brain cells need you to rest. The study states that when people sleep the brain removes the toxic proteins from its neurons (by-products of neural activity while we’re awake). Unfortunately for us, the brain can only do while we’re asleep. Consequently, the toxic proteins remain in the brain cells, impairing our ability to think and no amount of coffee can solve that. These toxins slow our ability to process information and problem solving; it can also kill our creativity whilst catapulting our stress levels and emotional reactivity through the roof.

What Sleep Deprivation Does to Our Health

Sleep deprivation has been heavily linked to numerous serious health problems such as heart attacks, strokes, type 2 diabetes, and even obesity. The lack of sleep stresses us out because our body overproduces the stress hormone when its sleep deprived, also known as cortisol. Excess in cortisol levels has a host of negative effects that come from the damage it inflicts on our immune system. High cortisol in our body results in looking older, due to the fact that cortisol destroys skin collagen, the protein that keeps skin smooth and elastic.

Sleep deprivation also compromises our body’s ability to metabolise carbohydrates and control our food intake. Sleeping less and less results into eating more and more and also increasing the difficulty in burning the calories we consume. Due to the lack of sleep, our bodies get hungrier much faster and that is done through the appetite-stimulating hormone ghrelin and it also makes it harder for us to get full because it reduces levels of the satiety-inducing hormone leptin. There is a 30% increase in the likelihood of becoming obese for people who sleep less than 6 hours a night rather than those who sleep between 7 to 9 hours a night.

Besides the fact that it may harm professional relationships, sleep deprivation can also deplete us of the very traits that make us good at our jobs. For example, workplace leaders are known for their charisma and which translates into making employees want to work for and with them. Sleep deprivation saps all of the outstanding personality traits and all we are left with is a robotic, difficult person in its place.

Sleep is a critical part of our wellbeing and without it, we get emotional, stressed-out, forgetful, disorganised people at work. We are more likely to feel helpless and be unable to perform even the most menial of tasks or change perspective when our plans go awry. It’s time we stop encouraging sleep deprivation at the workplace. It’s not doing our career or our bodies any favours.

We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organisation’s specific competencies and unique vision. Please contact us if you need to measure the engagement level in your company.

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Sources:

https://hbr.org/2017/08/research-sleep-deprivation-can-make-it-harder-to-stay-calm-at-work

https://medium.com/the-mission/sleep-deprivation-is-killing-you-and-your-career-fd33e16ccf7f

https://www.thriveglobal.com/stories/16762-drunk-on-the-job-if-you-re-sleep-deprived-you-might-as-well-be

2018 Technology Trends: The Reshaping of the Business World

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We are at an interesting crossroad nowadays in regards to technology. All of the technological advancements we see around us on a daily basis have brought numerous changes to our way of life. The year 2018 will see an even greater focus on these types of advancements such as self-driving cars, drone deliveries and the rapidly evolving artificial intelligence (AI) programmes. Contrary to popular belief, you don’t have to be a software engineer or computer scientist to become a leader in the digital revolution. What is even more vital is the ability to match technological solutions with existing business problems in innovative ways.

Given that people nowadays are using mobile apps, connected devices, wearables, social media and the list could go on and on – the level of engagement with brands is unprecedented by using a vast array of digital technologies. Given this increased level of engagement, a business’ success hinges more often than not on the organisation’s ability to create an enjoyable experience for their customers. It is also true that recent research unearthed a strong correlation between superior customer experiences and revenue growth.

The technical director for Google Cloud, Jamie Erbes, has said that: “Consumer expectations are at an all-time high, and the bar will keep rising through 2020,” and “People want products and services that offer a high level of personalisation and adapt to their lifestyle. When that doesn’t happen, they quickly move on.” Many organisations have already started to build a strong foundation for a better 2020 digital experience. So what exactly is going to change?

  1. Data is all around us and it keeps growing

We as people are ‘producing’ a fantastic amount of data as we go on with our lives. From Facebook, Twitter and Instagram to the digital footprint we create through the use of Netflix or Fitbit or even our connected systems at work. In case you were wondering, every second, 900,000 go on Facebook, 452,000 people post on Twitter, and 3.5 million people search for something on Google.

Given this fantastic rate of data creation means that every two years the amount of data is doubling. This is also known as Big Data. This massive explosion of data has made many other trends possible, and by learning how to tap into the insights will increase everyone’s prospects in just about any industry.

  1. Artificial Intelligence (AI)

The field of artificial intelligence or cognitive computing revolves around machines or computers that are capable of reproducing or mimicking ‘thinking’ in a similar way people do – especially when it comes down to learning. Being a computer certainly has its advantages meaning that if you teach them how to learn they will do so incredibly fast and, as an added bonus, with a greater degree of accuracy than any human being would be capable of. The indisputable result is that they will become more knowledgeable and capable and able of finding solutions to problems.

It has been predicted that by 2020 half of online searches will be done by voice with 30%(!) of them being made by using devices with no screen whatsoever. For example, this year, BMW will launch cars with Alexa pre-installed, just as Ford has done. Businesses will increasingly use AI assistants in order to manage daily schedules and offer us information when we need it. Going even further, some people are talking about the opportunity to drive sales through the use of chatbots and ‘natural’ language-capable marketing tools.

The days in which we were adding a customer’s name to marketing emails are behind us. The more customers feel treated like actual people, rather than just numbers with money, the more connected they feel to the companies that serve them.

  1. Blockchain

Blockchain represents the distributed, encrypted and ledger behind the now famous cryptocurrency Bitcoin. However, it has uses far beyond making people interested in cryptocurrencies filthy rich. Experts have been saying that it represents a giant leap forward towards information storage and security. Simply put, a blockchain is a digital file in which blocks of information are connected to one another (or ‘chained’ together) and is secured through private key cryptography, making sure that only those with the right permit may edit only the sections of data they are entitled to. In other words, anyone capable of ‘installing’ blockchain technology to current business problems is very likely to find this particular skill in very high demand.

As people become more involved and vigilant about social responsibility and online security, blockchain will become tremendously important. For the organisations that actually have a nice story to tell, it will definitely be a valuable way through which transparency can be created and also building a brand in a way it was never thought possible before.

  1. Public Cloud

As mentioned earlier, the amount of data we create is doubling every two years. According to a recent study done by International Data Corporation, between the years 2016 and 2020, the worldwide spending on public cloud services will more than double, reaching a figure of $195 billion.

It will be a difficult and tedious task to move companies towards the adoption of public cloud services, but in order to advance IT departments and leaders will have to spearhead this necessary move.

After a couple of years in the training phase, IT employees should be ready to work side-by-side with their marketing colleagues in order to implement technologies such as AI, blockchain, and public cloud into the real world. Whether companies are ready for it or not, the technological advancements are going to be put into action. To keep moving forward, these are the top trends that organisations worldwide cannot ignore in the coming years, whether they understand them or not and they will have to be implemented so that they won’t be left behind.

We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organisation’s specific competencies and unique vision. Please contact us if you need to measure the engagement level in your company.

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Sources:

https://www.forbes.com/sites/bernardmarr/2018/01/15/5-technology-trends-that-will-make-or-break-many-careers-in-2018/#71d22ce63a86

https://www.forbes.com/sites/danielnewman/2017/12/27/top-5-tech-trends-that-cmos-cannot-ignore-in-2018/#7405b7503552

https://cloud.withgoogle.com/build/leadership/technology-trends-cios-need-2018/

Climate Change: What Can Entrepreneurs Do?

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Nearly a decade ago, saving the climate from destruction did not feature as a top priority for businesses. The scenario has however reversed. Today’s climate problem is so far beyond our human experience that it demands a complete overhaul of engagement from senior executives from the private sector. The threats that climate change poses to businesses and capitalism altogether are increasingly hard to spot, let alone act on.

While today’s entrepreneurs are competing against the old way of doing it is recommended to encourage a mindset shift, from linear to exponential. If we maintain our current linear thinking, we’re most likely going to create incremental fixes, while exponential thinking will get us to the network solutions required.

For small entrepreneurs around the world what are the key discussion points that must occur in the matter of climate change? In the next paragraphs, we will present a few tools that can help you better understand and find solutions to the world’s most pressing problem and how energy consumption in the developing countries has the power and ability to augment economies and lead people out of poverty.

1. Exponential thinking and embracing abundance

Try and plan for scenarios that may happen on the exponential curve. The framework of abundance thinking affirms the idea of a world where technology can solve most of the world’s problems and also reveal latent entrepreneurial possibilities. Strive to bring extremely diverse groups together in order to catalyse these new ideas.

2. Use the power of new advancing technologies

Technologies accelerating on an exponential curve are the tools that have the largest potential for a  scalable impact; the ‘Internet of Things’ and ‘Springwise’  are rich with innovation opportunities. For example, ‘Quantified Planet’, a non-profit organisation, is in the process of creating an open source community and data platform in order to collect environmental data to make smarter local decisions with global impact.

3. Try, fail, repeat

There is a growing need for an ecosystem of exchanging ideas and experimenting that supports and encourages many new initiatives and failures. This repetitive process is also known as rapid prototyping is how entrepreneurs usually test and rapidly boost towards better solutions. Silicon Valley’s success lies largely in the understanding that in order to find solutions faster, you need to fail as quickly as possible. With climate change, there is no time to put our eggs in just one basket. We need to place as many bets as possible with a low opportunity cost, so they can fail quickly without dire consequences.

4. Keep a lookout for supporting technologies

Some of the best opportunities in innovation are represented by supporting technologies that are driving tremendous growth towards renewable energy. For example, there are technologies supporting the performance of photovoltaics (PVs) such as ‘Otherlab’s’ project, Sunfolding, has created a new solar tracking technology by applying high-volume manufacturing techniques to solar. By addressing the high cost of the control components, Sunfolding has reduced the price of photovoltaic systems and increased capacity, which will definitely help the technology become more widely distributed.

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

Sources:

https://hbr.org/2018/01/climate-change-is-an-overwhelming-problem-here-are-4-things-executives-can-do-today

https://www.sustainablebrands.com/news_and_views/ict_big_data/rob_nail/5_ways_entrepreneurs_are_helping_solve_climate_change

https://www.entrepreneur.com/article/299644

Employees and Cyber-Security:Thinking like Hackers

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This year, 2017, hasn’t been the best for companies all around the world when it comes to the matter of cyber-security. Given the fact that so many attacks have occurred, many organisations have started to shift their attention towards preparing their employees for a safer workplace environment through better cyber-security programmes. This will, of course, go beyond basic training exercises on protocols and changing passwords. These types of programmes have been rendered obsolete. In order to train your employees against organised hacker attacks, they will have to learn to think just like one.

At first, it is important to understand what a ‘hacker’ means and what he or she does. The first step is to erase everything you ever heard or read about hackers. The media does have a tendency to exaggerate the term and to point fingers towards cyber attackers even when it is not the case. The view on this matter should be broadened.

It has to be said that in the digital era, hackers represent model citizens. They are professional people who are very creative and resourceful. Curiosity is their main drive and due to this quality, they see opportunity in every problem. Furthermore, given the nature of their interest, hackers realise there are few limits to technology and usually display a bit of mistrust in operating systems and know that no piece of software is immune to bugs.

Understanding all of this about hackers is essential. Numerous organisations worldwide have already introduced their employees to the ‘hacker mindset’. Early results have shown a drastic change in perception and value regarding cyber-security, this automatically leads to a better security across all departments. And as an added bonus, curiosity and resourcefulness will become second nature to the employees. There are a few easy steps to which you can start teaching your staff to ‘think’ like hackers.

Sharing Information

When something major happens in your company’s industry, it is recommended to encourage your employees to share their findings with the others. This doesn’t mean that everyone has to prepare a full 5-page report, just a few ideas that are worth mentioning. The idea behind this is to create a workplace where sharing information and thoughts are second nature.

Hackers obviously know what valuable data they are looking for and how to find it, usually searching for something valuable enough they can sell or blackmail the organisation for a large sum of money. This is important to understand when protecting your most prized possessions.

When your employees learn to share and work together to such an extent, it will help build an actual community within the organisation. It will also help create a sense of purpose around the company. Employees will become more and more vigilant of what is happening and will be more alert in detecting and responding to cyber-threats.

 IT Competitions and Hackathons

Encourage employees and even offer them leave days in order to attend hackathons, even if they go to learn and observe. Events like these offer people the chance to disconnect from their day-to-day routine and think outside-the-box in order to solve various issues, which basically describes the process of hacking. The general idea of hackathons is to enable people to flex their brain muscles into thinking in new and creative ways in order to solve problems. Through these exercises, teams manage to avoid one-dimensional group thinking and tunnel vision. Due to the complexity of the exercises, it makes participants and viewers alike more curious of the things happening around them, which is at the heart of a proper cyber activity.

If you wish for your employees to have a more hands-on cyber-security experience, you could arrange for company-wide competitions and games that will enable employees to figure out how cybercrime happens and the means to minimise or stop it. You could also use this opportunity as a means of developing a plan of action which allows security teams to respond as soon as possible. You can plan ahead of time and approve the necessary actions the company must take when malicious activity is detected.

Interdepartmental Collaboration

Introduce the idea of interdepartmental collaboration in the company’s bylaws. This will enable people from all areas to communicate more and offer support when difficult challenges arise.

Even if your organisation has the best security team there is on the market, we all know that humans are bound to make mistakes, it is in our nature. When the same people are looking at the same lines of code all day every day, it’s only a matter of time before something important gets passed them. The most security-conscious companies tend to invite security experts from outside the firm in order to help identify any mishaps the security system may have.

Given the current and future climate of business it is quintessential we learn to think like hackers. If we manage to adopt a ‘hacker mindset’, you will not feel left behind by all the technological advancements. By embracing them and recognising their power and ability to make the world a better and safer place will not be good only for security but for the business industry as well.

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

Sources:

https://hbr.org/2017/12/train-your-employees-to-think-like-hackers

https://www.inc.com/brian-kelly/think-like-a-hacker.html

https://www.entrepreneur.com/article/232402

Work-Life Balance for Parents: Is it Achievable?

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Work-life balance has become an obsession for everyone nowadays. There are numerous articles, research papers and self-help books that are offering people advice on how to begin or develop a better balance between their personal and work lives. Unfortunately, the advice given in these reading materials are generally focused on the idea of making changes on individual levels, team expectations in relation to your job attributes or even organisational contexts that affect you only.

In a research paper published recently by Human Relations, they have discovered that our very own upbringing can have a powerful influence on our career and life decisions. Subconsciously, we learn and mirror our parents’ behaviour in terms of work-life balance. The research conducted by Human Relations had 148 in-depth interviews with around 80 parents working in London for law and accounting companies. An equal number of men and women were interviewed with ages ranging from 30 to 50 years old and with positions in middle or upper management roles. In the case of male participants in the study, the majority of them had a stay-at-home wife, but in the case of female participants, this wasn’t the case at all. It is also important to know that most of the participants were coming from middle-class families who were typically formed from a stay-at-home mother and a working father.

The principles and ideas they share are in a direct correlation with the deeply ingrained routines and ideas coming straight from their parents.

Replicating the Parental Model

The majority of male participants have been reported to have a work-life balance similar to the family they grew up in. Like their fathers before them, these men are the sole breadwinners in their household. This has made them internalise the work ethic and has ended with them working very long hours. As mentioned above this effect was stronger for men, due to the fact that both men and women in the study have designated the same-sex parent as their role-model.

Given the fact that these people have seen their parents working hard throughout their childhood and adolescence, their professional careers were inclined to follow in the same footsteps. Although they were able to rationalise and acknowledge the fact that their compulsive work ethic had negative effects on their personal lives it was very difficult for them to change their behaviour both on and off work. Even remotely trying to act divergently, this ‘pre-disposition’ continued to be seen in their actions.

Breaking Off the Parental Model

Worryingly enough, there are fewer cases in which participants have said that they have rejected their parents’ work-life balance. In most cases, this was an intentional act of breaking the ‘status-quo’, but there were a few cases in which participants wanted to distance themselves from their parents’ model even though they wanted to follow up in their footsteps.

Like every human being on this planet, some participants have started to question the influence their parents have had on them, after pondering on failures, regrets or traumatic experiences they might have picked up along their adult life (i.e. a close friend or relative getting sick). After such an experience, participants had a tendency to overhaul their entire schedule and refuse to no longer work weekends or even leaving their employer and finding themselves an environment with a more manageable schedule.

In the case of women, there were two groups that were identified as serious in their significance: women who wanted to be more close to their families because they had workaholic mothers and women who wanted to be more actively involved in the workforce due to their regret-filled stay-at-home mothers.

Parents who actually manage to achieve a rewarding work-life balance do not designate all their time and effort into making their children happy. Interestingly enough, these parents strive on raising children with a strong sense of responsibility who will eventually grow into respectable and responsible adults. These are the parents who ask their kids to help around the house by giving them chores. They establish a clear set of consequences if the kids do not follow through with their tasks. By enabling their children to value hard work and also, this being of quintessential importance, experience disappointment, their personal development will be more easily done.

Neglecting Themselves

Adults often forget about taking care of themselves. This statement is even truer when you’re a parent. It may very well be a cliché, but more often than not clichés are true so it is pretty clear that if you don’t take care of yourself, you won’t be able to help the closest people to you. Sometimes it may seem near impossible to have some well-deserved ‘me time’, especially if your schedule throughout the day has left you overtired or stretched to the very last drop of energy.

There are a few successful parents in the study that have discovered that taking care of themselves offers them the best chance at being efficient and productive over long periods of time. Relaxation and sleep may be essential, but exercise plays a decisive role nowadays. Physical activity not only improves overall health levels, but it is the key towards finding the right balance between work and family time.

Post-Work Guilt

Somewhat surprising, many parents wouldn’t want to be working full-time, but unfortunately, the current economic and social climate doesn’t offer the possibility of one to stay home or even work part-time. 44% of working mothers have reported they would be thrilled about the idea of working part-time. As mentioned above, this would not be financially feasible. Parents who succeed in today’s working environment have ridden themselves of guilt over the fact that they are working full-time. They feel there is no point in wasting time and energy over-thinking this problem. Coming up with the best plan for their scenario seems like the next best thing (i.e. working flexible hours, full-time job with kids somehow has to work).

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

Request a free demo:

Sources:

https://www.inc.com/amy-morin/the-5-things-successful-parents-give-up-to-reach-a-work-life-balance.html

https://www.forbes.com/sites/amymorin/2014/01/20/the-five-things-successful-working-parents-give-up-to-reach-a-work-life-balance/#59e263a157ea

https://hbr.org/2017/10/your-feelings-about-work-life-balance-are-shaped-by-what-you-saw-your-parents-do

Emotional Control during Difficult Conversations

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It’s hard not to get emotionally involved when you’re in a tense conversation. A disagreement can feel like a threat. You might be afraid of having to give up something — the idea that you’re right, your point of view, the way you’re used to doing something, or even power – and therefore your body hypes you up for a fight by triggering your sympathetic nervous system.  There is no need to feel guilty, this is the natural response, but the main problem is that our bodies and minds aren’t good at differentiating the threats presented by not getting your way on a job-related issue and being chased down by a wolf. Your heart and breathing start to spike, your muscles tighten, the blood flow from your organs decreases, and thus you’re likely to experience an uncomfortable all-around feeling.

All of these combined does not put in the right frame of mind of resolving a conflict. If your body goes into what Dan Goleman would call “amygdala hijack,” you may lose access to the prefrontal cortex, the all-important part of your brain responsible for rational thinking. Obviously, you need rational thinking when dealing with a difficult conversation. Due to the fact that you are losing the ability to think clearly, chances are your conversation counterpart notices these signs of stress — your face turning red or the pace of your speech speeding up — and as a result of mirror neurons that cause us to apprehend the emotions of another person, your colleague is likely to start feeling the same way. Consequently, the conversation inevitably derails and the conflict intensifies.

Every manager fears emotional outbursts. Whether we’re talking about tears or full-on rage, the full extent of emotions can leave both the manager and the employee feeling embarrassed and stressed. How can you manage to stay calm and at the same time get your point across? How do you prepare yourself? Can you somehow minimise the chances of an employee getting emotional? Learning to handle emotional conversations in a productive way is the mark of a true manager.

Luckily, there are ways in which you can interrupt this physical response and manage your emotions, for a more productive discussion. There are several things you can do to keep your cool during a conversation or to calm yourself down. It is essential you start off with a positive. Especially if you think the conversation is likely to be emotional, plan to start with a positive. This will set the tone for the entire conversation and can help the employee engage with what you’re saying later, even if it’s hard to digest.

Breathe

Through simple mindfulness techniques, you can manage tense situations and none is more straightforward than using your breath. If you start noticing you’re getting tense, try to focus on breathing pattern. Acknowledge the sensation of air coming in and out of your lungs. Feel how it passes through your nostrils or down the back of your throat. This will take your attention off the signs of panic. Some mindfulness experts suggest counting your breath.

Acknowledge and define your feelings

Another useful tactic comes from the renowned author of Emotional Agility, Susan David. When you start feeling emotional “the attention you give towards your thoughts and feelings may crowd your mind and judgement,” says Susan David. In order to distance yourself from that feeling, define it. “Call a thought a thought and an emotion an emotion,” says the author.  When you manage to distance yourself from these emotions, thus making it easier to let them go — but don’t bury them or let them explode later. Sometimes expressing your emotions is all that’s needed to make an employee feel like they’ve been heard. If tears are involved, empathy is the recommended course of action. If your employee is angry, acknowledge and understand their frustration, but if that anger becomes insulting, calmly make it clear that you will not tolerate violent language or threatening behaviour.

Take a break

This is an underused approach. The more time you give yourself to process your emotions, the less intense they will be. So when things start escalating, just excuse yourself for a moment — get some coffee or water, go to the bathroom, or take a brief stroll through the office. It is essential to give a neutral reason for why you want to pause the conversation — the last thing you want is for the other person to think that things are going so badly you just want to escape.

Keep in mind that you’re probably not the only one who’s upset or angry. Your counterpart may very well express anger or frustration. While you may want to give them the above advice, no one wants to be told they need to breathe more deeply or take a break. You both may require just a little bit of time alone to vent. Of course, that’s usually easier said than done. It’s difficult not to yell back when you’re being screamed at, but more screaming isn’t going to help. At the same time, don’t act aloof because it’s important to show the other person that you’re listening. If you manage not to feed your counterpart’s negative emotion with your own, it becomes more plausible for them to calm down.

Keep your impatience in check

Finally, the demon you will have to wrestle the most with is your own impatience for getting the result you want. You will need to be patient and let the situation unfold itself. When you think you know exactly what is wrong with the other person’s thinking, your best approach is to ask them questions that will enable them to see other possibilities, ones that are much closer to your point of view. Don’t slip and tell people what is wrong with their thinking, because their brains will shut down and you have to be patient with silence. Silence is a good indicator that what you said or asked made the person stop and think about their ideas and arguments. The best thing you can do is to be patient and allow the person’s brain to process the information.

Don’t take it personally. Watch out for your own defensive mechanism, especially if the employee has said something in the heat of the moment. Remember that frustration is usually the cause of such outbursts at the office. You’re not going to solve the underlying issues or maintain a positive relationship if you barrel through the conversation when you’re completely worked up.

We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organisation’s specific competencies and unique vision. Please contact us if you need to measure the engagement level in your company.

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Sources:

https://hbr.org/2017/12/how-to-control-your-emotions-during-a-difficult-conversation

https://www.linkedin.com/pulse/20141028170158-2763533-how-to-manage-your-emotions-in-difficult-conversations/

https://www.insperity.com/blog/10-tips-for-keeping-your-cool-during-emotional-conversations-with-employees/

Dealing with Procrastination and Overcoming It

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We all procrastinate from time to time, sometimes even more than we would like to admit to ourselves. Procrastination is part of our lives. Usually, it’s those ordinary things – like sorting documents, looking over bank accounts, or tidying the things on your desk. But often it’s the bigger things that necessitate more time, more commitment and energy that put us at more risk of failing or looking foolish. Such actions include things like updating our resume, looking for a new job or even pursuing a long held aspiration.

Of course people tend to get very creative with the reasons why now, today, just isn’t the right time or they are not in the right state of mind. But people don’t stop here reasons may vary from too stressed, too risky, too busy, too broke towards too disruptive, too inexperienced, too young, too old, too uncertain. From time to time these reasons are valid and we have to be prepared for that. Typically, they are just excuses that keep us from doing what we really have to do and experiencing the emotional hardship inherent in making meaningful changes in our personal and professional lives.

At the heart of things we have fear.  It is a potent and instinctive emotion and represents the reason why we want to shield ourselves from pain (including the emotional side of things) and somehow ‘demands’ us to get away from anything that might be threatening. If left unresolved, fear can lead us to the hope that if we procrastinate longer, our situation will miraculously improve, or our problems will magically disappear into thin air and be replaced with a lot of courage. We often tell ourselves that ‘one day’ we will be ready to make that big change, or take that big chance and in that ‘one day’ the timing will be better, our confidence will be soaring and the circumstances will definitely favour us.

Unfortunately the reverse is generally true. As the days go by, our fear grows stronger, until it will eventually lead to our ever-growing burial ground of unfulfilled dreams and untapped potential. Philosopher William James was not wrong when he talked about the impact of procrastination on our lives: “Nothing is so fatiguing as the eternal hanging on of an unfulfilled goal.”

There are a few methods through which you can get yourself going when you feel procrastination is creeping up on you.

  • Acknowledge the situation

Firstly, it is recommended you openly acknowledge that you’re starting to procrastinate. Procrastination can sneak up on you in many forms and when you least expect it, so it’s essential for you to be vigilant. Afterwards, ask yourself why you are doing it, what is your underlying reason and then start searching for the right approach to tackle this issue.  Stanford philosophy professor John Perry created the term ‘structured procrastination’. The idea behind it is that people procrastinate by doing the least important tasks on their to-do lists, so professor John Perry says that we can trick ourselves by pushing down our important tasks from our to-do list and our trivial ones to the top.

  • Be brave all day everyday

When you start working on reducing your procrastination, building momentum is crucial. Commit to yourself by stepping out of your comfort zone at least once per day. It can be something really small and it should be right at the start. In the end, it doesn’t matter how fast you are going, as long as you are taking the necessary steps in the direction you feel is right. So take that first step, then another, and so on because after all life is worth enjoying.

  • Spreading procrastination times throughout the day

The fact that we live in the real world means that there are and will be days in which we’re tired, even though we try so hard not to be. Taking this factor into account, you could organise a schedule of well-timed ‘mini-procrastination’ sessions between each task. Instead of waiting for a big break when you want to do whatever you want offer yourself 10 minutes between each task. In those 10 minutes you can do what your heart desires: check Facebook, make a dinner reservation, weekend plans or any other pleasant activity. You will be surprised by the amount of work you will accomplish when you don’t feel bad about procrastinating. Also, you will soon realise that you’re not indulging your procrastination, but actually set up a few breaks. Breaks are guilt-free and they mentally recharge you for the rest of your day.

  • Break your important tasks into smaller ones

The bigger the goal the more difficult it is to actually start working on it. Shortly after, you begin to feel overwhelmed and procrastination is only a step away. So when you feel out of your element, try and break your task into more manageable steps, as small you feel you need. Soon enough, the steps you have to undertake will simply unfold in front of you.

  • Channel your fear

As mentioned earlier, fear is a very powerful emotion that can keep us from becoming the best version of ourselves. Our brains are hardwired to survive, so in the moment you feel fear our instincts tell us to sit tight because nothing bad can happen this way. But if you manage to focus your fear, it can work for you and not against you. Pull out a pen and paper and write down the cold hard facts if you would continue to do nothing. Be honest to yourself, the purpose of this exercise is for you to understand that the fear you are experiencing at the moment is more manageable that the one you would feel when things are left undone.

We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organisation’s specific competencies and unique vision. Please contact us if you need to measure the engagement level in your company.

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Sources:

https://www.huffingtonpost.com/catherine-orer/my-very-own-3-steps-to-de_b_10360486.html

https://www.forbes.com/sites/margiewarrell/2013/03/25/why-you-procrastinate-and-how-to-stop-it-now/#583832c51837

https://www.forbes.com/sites/vanessaloder/2016/04/15/10-scientifically-proven-tips-for-beating-procrastination/#7c78426c296a

https://www.themuse.com/advice/advice-procrastination-no-routine-change

Building Trust and Credibility with your Customers

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Customers’ happiness is always going to be tricky to achieve and maintain. Although the global economy is growing and thriving in certain industries, Forrester, a market research firm, has discovered that companies shouldn’t rest on their laurels. In fact, according to the Forrester report for 2018 that next year will be a “year of reckoning” for many brands as they face the facts that consumers might not love them as much.

Interestingly enough, customer experience scores have stalled in recent years, without a single brand improving their trust and experience scores from 2016.

One of the main reasons for the halt in customer experience is that clients are interacting with brands more often. More interactions mean more opportunities in building brand loyalty, but it equally provides more opportunities to create unhappy customers, which is what seems to happen. Customer confidence is at a high level at the moment, which means they are more than willing to spend, but unfortunately they don’t trust the vast majority of companies. Customer experience is one of the best ways in which to boost trust. Top survey responses say treating employees well is what drives the experience and helps customers trust a brand, offering the best services and listening to customers concerns and issues.

The Forrester report also revealed that personalised companies will thrive. Instead of trying to serve everyone, brands will have to learn from successful of companies like Facebook and Starbucks and start serving a more narrow set of customers. The most successful companies realise they can deliver more value by focusing on the unique needs of specific customer segments instead of trying to provide everything to everyone. Companies that are suffering in their customer experience scores are Walmart and Amazon due to their numerous products and services.

Transparency Is Crucial

Transparency is a core competency that should no doubt come naturally. Yet so many businesses are struggling coming to terms with what it really means.

Customers and clients are smart and they know when you’re being truthful or when you’re trying to trick them. Honesty is the best policy and they’ll appreciate and admire your company even more when you admit to a mistake or avoiding the topic altogether.

It is recommended that you don’t try to cover up errors. Discuss about the matter at hand, explain how you wish to handle it and thoroughly explain what steps are being taken to prevent any future errors. To implement transparency effectively leading by example is quintessential. Your employees will admire you even more for being honest.

Consistency Brings Harmony

Consistency goes hand in hand perfectly with maintaining great service. Strong internal expectations lead to great external results.

From a business point of view, consistency should exist in every aspect of what the company does:

  • Employees should provide equivalent levels of service.
  • Equipped with all the tools it needs, your sales team should address questions and queries in the same way.
  • The company should stay on course with the current state of products and services, rather than constantly shifting gears to try new tactics or initiatives.

Develop a powerful measurement in order to assess whether something is working. If it isn’t viable anymore, there should already exist a plan B or C.

From a leadership standpoint, consistent performance shows employees what you expect from them. For example, if you miss a meeting without a good reason, don’t be surprised if they consider doing the same when interest serves them.

Great Service Matters

According to the survey done by Concerto Marketing Group and Research Now, when customers have faith in a brand, 83% of them will recommend that specific organisation to others and 82% will continue to use that brand on a regular basis. Although there is hardly any mention about the time you went above and beyond for a client, you’ll definitely hear from the displeased ones if you failed to make a deadline or delivered a product that didn’t operate by the books.

Earning the trust of a customer with great service is an essential first step. How would you want to be treated if you were the client? The hard truth is that service should come naturally, instead of being strategically planned. The more you plan for great service, the less time you’ll actually have to deliver it.

Sure, there will be times when you’ve tried your best and can’t seem to make any headway with a particular problem. But you want to strive for responsiveness and always exceed expectations.

Sealing the Deal

Maintaining solid business relationships does not mean your customers or clients have to like you. Everyone wants to be liked but it is impossible to be liked by every person you come in contact with. However, creating customers and clients for life is more about them entrusting you to deliver on your promises. It takes a lot of effort, but in the end your hard work will pay off again and again, with repeat business, even more referrals and knowing you met and exceeded your customers’ expectations.

Organizations with great customer relationships are able to grow their businesses without tricks, fee cuts or special treatment. You have to be good at what you do, obviously, but having a truly successful business is based on one very simple concept: trust. With trust, you’ll have clients and customers for life. Without trust, you may as well pack your bags and go home. Building trust takes time and a lot of hard work. But is entirely feasible if you and your team work on three of the most important core competencies: service, consistency and transparency.

We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organisation’s specific competencies and unique vision. Please contact us if you need to measure the engagement level in your company.

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Sources:

https://www.forbes.com/sites/forbesfinancecouncil/2017/11/13/ten-ways-to-build-trust-with-new-and-existing-clients/#75edfdda4b0b

https://www.forbes.com/sites/yec/2014/04/22/three-ways-to-build-customer-trust/#5e32c56f22b8

https://www.forbes.com/sites/blakemorgan/2017/11/14/consumer-trust-at-an-all-time-low-says-forrester-in-their-most-recent-report/#607e348c1a19

Being a Great Leader: the fine line between Confidence and Skepticism

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You’ve probably heard, over and over again, about the importance of self-confidence for a leader. Confidence gives you charisma. It makes people follow you. It makes friends trust you and enemies fear you.

It’s pretty hard to imagine Caesar or Napoleon telling their people “Well, we could try this, but I don’t guarantee that it’ll work.” So why should you, if you aspire to become a great leader?

But let’s leave confidence aside for a minute. There’s another element which most leaders of today are lacking. Have you ever had a boss who thought he knew all the answers to every question? Who never admitted he was wrong or, even more, that idea didn’t even cross his mind? Of course you did. In one word, do you know what that guy was missing? It was skepticism. Will all the praise of confidence and self-esteem, almost everyone forgot the importance of a certain dose of self-doubt.

Being a little skeptical about your own opinions is such an important factor these days. While everyone has an opinion (and everyone thinks that their opinion is the right one), those who can be skeptical about their own beliefs have a great advantage: when a problem arises they won’t take anything as given, but they will try to make up their mind, starting from zero, about what would be the best solution. That includes asking every employee’s opinion on the subject matter, because the skeptic knows that he is just a human being, fallible like any other. From this type of behaviour, two big advantages emerge: the employees will appreciate their leader for respecting them and the final solution to the problem will have a much, much higher chance of being the right one.

Well, but it seems pretty impossible to be skeptical and confident at the same time, right? Indeed, but that might not be needed. Here’s my piece of advice: whenever a problem arises, adopt this two-step approach in solving it:

Step 1– Total skepticism.
Do not take anything for granted. Search the internet for similar problems that other companies had and look at how they’ve handled them. Take notes. Now take what you’ve learned about it and present the information to your employees. If possible, ask each and every one of them how would they handle this. Finally, make a decision based on all of their insight.

Step 2 – Total confidence.

Once you’ve made that decision, stick with it until the end. At this point, you know you’ve done your best, so there’s no reason to be insecure. Your people also have to feel they they are going in the right path, so make sure you radiate confidence. Act like nothing can stop you and your people anymore from reaching your objectives.

Doesn’t look so hard anymore, does it? And while this two-step approach is meant specifically for leaders, it can be a great idea to use the same pattern in making any kinds of decisions, the results will be great nevertheless.

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It requires deep knowledge of your own organisation’s culture and a keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

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