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Workplace Fatigue: Simple Hoax or Real Threat?

We all had days in which it’s barely 2 o’clock, lunch is barely over and you are absolutely exhausted. While this feeling is absolutely normal after lunch, what do you do when this feeling follows you all day, every day? Workplace tiredness doesn’t necessarily mean physical exhaustion but focuses more on the mental side of things.

This state does not appear solely due to low energy levels, but it also signals a clear lack of motivation. Due to this continuous state of fatigue, people can hardly concentrate and stay organised. If these circumstances keep on longer than a few weeks, in spite of enjoying adequate sleep and feelings of anxiousness and depression start to settle in more and more, then burnout is on its way.

There is no shame in feeling tired at work; there may be some stressful situation at home or simply you did not get enough sleep the night before, it happens. Nevertheless, when the relentless feeling of tiredness has set in for weeks on end then it is time for people to take action. This is your brain trying to tell you that something needs to change in what and how you do things. You might be overworked, stressed or generally unhappy with the state of affairs surrounding you.

Recent research has revealed that fatigue still ranks amongst the top symptoms for both anxiety and depression, with the added bonus of having a better understanding of why our bodies “ask” for more rest. Obviously, these fatigue periods start with a very stressful event that activates the “fight-or-flight” response in our bodies and we start releasing a lot of adrenaline, amongst other hormones. The hormones released in the body alter physiological traits such as heart rate, given the fact that cortisol levels are up whilst serotonin and dopamine are on the back foot. Studies show that there is a clear correlation between stress and neurogenesis (the process of creating neurons) in the hippocampus, which ultimately leads to numerous depression symptoms.

Given all these changes that are happening internally, the theory states that fatigue is simply a coping mechanism. When stress hormones are produced, they usually start the process of “circuit breaking” and simply block glucose intake by receptors in both the hippocampus and the amygdala. Even though this protects the brain from way too much excitement, it does make it incredibly harder to remain happy over longer periods of time and do everything you have planned.

Work fatigue – Slippery Slope towards Burnout

Ironically, the main issue here isn’t that these elements make people feel tired at work, but that they can become so aggravating that the road to burnout becomes shorter and shorter. Burnout can be explained like a constant state of fatigue combined with a deep sense of cynicism, lack of ambition and accomplishment.

A sudden burst in fatigue can mean that people require more time to decompress, rest, and enjoy life. That might mean that the manager may have to offer more resources, more flexible or slowed scheduling, informal get-togethers, or just being more approachable by all members of staff. More often than not, people assume that they’re tired for various other reasons, such as not exercising enough, drinking a bit too much on a night out, etc. They could also say nothing about their prolonged state of exhaustion due to existing stigma around mental health and the desire to look strong and in control.

Managers should also factor in the negative influence on productivity levels and decision making that fatigue can have. The worst thing management can do in this situation is to start pointing fingers and openly criticise people, before even trying to find out what is the source of the dip in productivity. However, this does not mean that accountability should be eradicated, but done after rigorous talks and one-on-one meetings.  Some managers just assume that employees just do not want what is best for them in order to succeed. Everyone deserves a second chance to fix their mishaps and mistakes, while management should focus on eliminating stressors that usually come from operations and organisational culture.

One last thing that a manager should definitely take into account is that every person is unique, which makes the process of identifying stressors even more difficult.  What is stressful for someone may be a cakewalk for someone else and vice versa. Thus, while it’s more than ok to set general goals and standards, managers should be interested in knowing each member of his or her team in order to fully understand what makes them tick and what makes them doubt themselves. Hard work must be put in to create a real and meaningful work relationship so that when employees have a stressful situation on their hands, they’ll be more than comfortable to share their experience and, it goes without saying, that friendship is one of the best stress relievers out there.

There is a real value in providing companies with the tools to carry out regular organisational assessments and 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:

https://www.inc.com/wanda-thibodeaux/science-explains-exactly-why-stress-makes-you-so-exhausted.html

https://www.fastcompany.com/90426942/why-youre-tired-at-work-all-the-time

https://www.fastcompany.com/40541783/tired-at-work-for-no-reason-your-brains-trying-to-tell-you-something

Perfectionism: Perils and How to Overcome it

Perfectionism can have a positive and negative impact on a person’s performance at work. On the one hand, it can make you to perform at a high level and deliver quality work. However, it can cause unnecessary anxiety and slow you down. But is it achievable to utilise the positives and keep the negatives under control? What are the techniques necessary to master perfectionism and keep it in check?

It is common knowledge that perfectionists are their own worst enemies. If you identify as a perfectionist person, then you realise that you may have the ability to perform at a higher level than others may can.

Unfortunately, perfectionists know that top performance comes at a cost. They are often experiencing immense levels of stress that affect all other areas of their lives.

It must also be stated that most perfectionists also experience burnout, they tend to get so exhausted mentally and emotionally that they do now want to continue in their professional endeavours.

Even though it may have negative effects, perfectionism is part of the human condition. Every person that has ever existed has had the desire to better themselves, in regards to their own capabilities. Derived from that desire does perfectionism spring, but as stated above, it can be toxic. In a 2007 study done on suicide, it has been revealed that more than half of the people who died were described by their friends and family as being ‘perfectionists’.

Canadian researchers Gordon Flett and Paul Hewitt have discovered that there are 3 forms of perfectionism that are scientifically recorded: self-oriented, other-oriented and socially prescribed perfectionism with the latter being the most damaging of them all. Besides the negative impact on a person’s mental health, perfectionism can affect the body as well. Due to the constant stress and dissatisfaction, it can lead to unimagined chronic conditions, back pain and IBS (Irritable bowel syndrome) related problems or it can lead to addictions such as drinking, smoking and substance abuse.

What can you, or other people, do to change this mindset? There are many ways in which perfectionists can fuel their drive and ‘control’ their actions.

1. Realistic personal goals and expectations

Recognise that you are already enough and you don’t have to be perfect to continue making progress towards your goals.

By setting more realistic goals, you will have eliminated excess energy that would go towards reaching the impossible, and have a more balanced personal and professional life.

2. Challenging the inner critic and disperse negative thoughts

Don’t let your motivation be the reason you fail. It’s important to use a rewards system and positive feedback to achieve your goals rather than allowing your inner voice to destroy your emotional wellbeing.

Shut down the negativity, amplify your intuition, and allow positivity to drive you on the road to success.

3. Prioritising self-care

Put on your own gas mask before trying to help the person next to you, as they say on airplanes. Engage in therapy, re-connect with an old hobby, continue reading and meeting friends so that you can take better care of yourself and others.

4. Practicing saying no as often as possible

Perfectionists often struggle with saying no to new opportunities due to their high drive, however, setting healthy boundaries is the very thing that leads to sustainable energy.

Stop taking on extra tasks that aren’t directly related to your work so that you can invest in your own wellbeing and continue working on what truly matters.

5. Time off is not time wasted!

It’s easy to look at relaxation as a waste of time when you’re a perfectionist. However, it’s important to remember that sleeping and engaging in light-hearted activities is a healthy and necessary way of refreshing your motivation.

Practice taking time to relax and recharge your batteries so that you can continue pursuing your dreams.

6. Everything will be done in time

You have what it takes to complete any task in accordance with the deadline. Even if it means pulling an all-nighter, you know that you’ll finish the project and it’ll be good by the time you are done.

It is important to use that knowledge to feel more secure when you get overwhelmed, don’t panic because you have all your past achievements to tell you that you are going to persevere.

7. Take breaks and recharge constantly

Instead of thinking you’ll relax after it’s done, go the extra step and schedule some relaxation. Most likely you’re probably a Type A personality who needs to prioritise self-care otherwise it won’t ever happen.

Imagine what your life would be like if relaxation was part of your endeavours.

The sooner perfectionists can adjust their expectations, the more quickly they will get rid of their headaches and enjoy life in a more meaningful way.

 

 

There is a real value in providing companies with the tools to carry out regular organisational assessments and 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:

https://www.inc.com/tom-gimbel/why-praising-your-staff-might-be-the-most-dangerous-thing-you-do-today.html

https://www.fastcompany.com/90394590/this-is-the-negative-effects-of-praise-that-youve-probably-never-thought-about

https://hbr.org/2017/05/why-do-so-many-managers-avoid-giving-praise

Betrayal in the Workplace and How to Deal with It

Betrayal comes in many ways and forms and the one that happens in the workplace is no different. There may be times when you be undermined by a co-worker during a presentation, ignored by your manager or blindsided by a fellow colleague. This almost always leads to professional and personal deception, which, more often than not, leads to unwarranted stress and disappointment. The next logical step in this situation would be to take some affirmative action, but caution is key here. It is imperative that you have a clear understanding of the situation and circumstances of the betrayal in order to fully understand what and how you have to act next.

Of course, in a perfect world scenario, team members, managers and leaders work towards the same goal. But, unfortunately, there are moments when you’re doing your job at peak performance and, out of the blue, your manager throws you under the bus. It is never good when it happens and as an ‘added bonus’ it can damage your reputation with others.

You can count on the fingers of one hand things that are more hurtful than betrayal, especially when it is done by a person of trust. When the betrayal is done by your boss, the pain can be exacerbated given the fact that it’s the person who impacts your career and, more or less, livelihood. Betrayal by your boss can come in numerous ways: public shaming for a colleague’s mistake, taking credit for a project you solely did and oversaw and giving the promotion they have promised you to someone else.  

Given the fact that we have a wide and complex range of emotions, our brains process betrayal as trauma and, just like every other trauma, we expect it to repeat itself. Reactions to boss betrayal can range from losing the ability to trust other co-workers, hindering your optimism and resilience during strenuous times and even lacking the capacity to deal with complex situations. When this happens, our own behaviour should start concerning us, not our boss’s.

Recent research has discovered that 85% of workplace betrayal is unintentional. Although your boss’s betrayal wasn’t intentional, it still raises serious questions regarding his personality and seriousness. Furthermore, the research has stated that after your manager behaves badly, you are more inclined to do the exact same thing. It is of the utmost importance that you are clear on the values you wish your professional relationship to be based upon.

Even though it is as clear as the light of day that you won’t be able to change your boss’s behaviour and attitude, you can still manage to keep their bad conduct from changing you. Here are a few ways how.

Focus and Get Your Facts Straight

Before you act on your emotions and anger you must be sure that the information you have is correct, especially if you have received it second-hand in the first place. It is recommended that we discuss and assess the situation with the people we trust the most and which witnessed the exact circumstances. Even if you discover that your boss actually betrayed you, emotions must be kept in check. If you give in to those emotions and react unprofessional, you will unwantedly pass along the negative news that is out there about you.

 Patterns of betrayal

People who, unfortunately, tolerate abusive behaviour all their lives believe they deserve it and this can happen with an abusive boss. In some strange manner, a sort of Stockholm syndrome sets in and you start to accept betrayal as something normal. This type of action can be counter measured by interrupting them as soon and as much as possible. If they fail to keep their promises, keep their commitments to you well-documented. If they take credit for your work, make sure there are other managers who know that you have worked on that project. These actions may not change the behaviour, but they may just keep your mental health in order.

Reach out to HR

If the workplace treatment you are receiving is becoming more and more unfair and abusive and you cannot handle it any longer it may be time to involve the human resources (HR) department. By reporting the issue to HR, you are not just helping yourself, but the company as a whole. Problem managers can be easily identified and removed from an organisation if HR is involved. Worst case scenario, HR can help you find other opportunities within the company if a ‘cease fire’ cannot be agreed upon with the problematic manager.

It is quintessential to remember that not everybody is out to betray you. It is understandable that if you are constantly betrayed by your boss, you can easily become paranoid and stop trusting people altogether. It is imperative that you pay attention to your emotions and behaviours. You do not want to damage your professional relationships with other authoritative figures within the business. Are you constantly questioning the actions and motives of the people you rely on doing for your job? Are you over-analysing the decisions people are making in the office? As mentioned earlier, betrayal is an incredibly powerful and toxic force which can easily spread in to all other aspects of your life. Keep reminding yourself that not everyone is out to get you.

In conclusion, it is safe to say that when you are working for a ‘betrayal boss’ you should get out of there as quickly as can be. Until you can make your professional move elsewhere, do anything in your powers to protect yourself and not become a shadow of your former self. The choice to allow their betrayal to negatively impact you and who you are is and will always be yours.

There is a real value in providing companies with the tools to carry out regular organisational assessments and 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:

https://work.chron.com/survive-workplace-betrayal-18986.html

https://hbr.org/2019/07/what-to-do-when-your-boss-betrays-you

https://www.fastcompany.com/40437356/what-to-do-when-your-boss-throws-you-under-the-bus

Employee Loneliness and its Impact on Organisations

Loneliness is a painful and complex emotion. Loneliness has more to do with a person’s quality of social relationships rather than their quantity.

Loneliness has been studied for decades in psychological literature when it comes to social or personal lives. But how much research is there on being lonely in the workplace? Not a lot, which comes as no surprise.  As awareness about loneliness increases — British Prime Minister Teresa May appointed a minister for loneliness earlier this year, it’s important to understand exactly how people experience loneliness in their jobs. How does it affect their work? How does it shape their relationships with their colleagues? And what can employers or HR departments do to help a lonely employee?

In general, it was discovered that lonely employees tend to isolate themselves, they begin to feel less connected to their organisation’s values, and can be seen by colleagues as more distant and less inclined in discussing both work-related and personal matters.  These findings add to the voluminous research literature showing that the behaviour of lonely people has the effect of increasing their own loneliness. Even though the person may desperately wish to connect or re-connect with others, they see their environment has become threatening. Thus perpetuating a vicious cycle where loneliness leads to greater social vigilance. As a result, lonelier people are more likely to pull away.

In a research study conducted by California State University and the Wharton School of Business which has surveyed 672 employees and their 114 supervisors from 143 work team units have found that “an employee’s work loneliness triggers emotional withdrawal from their organization, as reflected their increased surface acting and reduced affective commitment.” and “The results also show that co-workers can recognize this loneliness and see it hindering team member effectiveness.”  Researchers have concluded that”…management should not treat work loneliness as a private problem that needs to be individually resolved by employees who experience this emotion; but rather should consider it as an organizational problem that needs to be addressed both for the employees’ sake and that of the organization.”

The company’s culture plays a crucial role in expressing the values and norms about the emotions that are allowed to be expressed at work. In our study, we found that a stronger versus a weaker emotional culture of sharing love (e.g. expressions of affection and compassion among employees) diminishes the negative relationship between workplace loneliness and affective commitment to the organisation.

Look for reasons to show your appreciation

Global research shows that people who feel appreciated are most likely to produce the best work. Let people know their value to the organisation, the culture, the team, and to you, as a manager or employer.

If you think workplace loneliness isn’t an issue you need to be concerned about then think again. Healthy workplace relationships are beneficial for employees in many ways. They help people to deal with work-related frustrations and stress, whilst simultaneously encouraging bonding through sharing successes and positive experiences.

However, it seems that employees are getting lonelier and lonelier. Despite the rise in popularity of open-plan offices specially designed to foster interaction and good communication, a recent UK-based study done by Totaljobs found that more than one-third of employees report having no strong relationships at work. As people spend close to a quarter of their lives at work, job isolation can have serious and very complex implications.

The case of cultural fit

If most people in an organisation or team share similar attitudes and personality traits, a person who differs in these respects may start to feel isolated and will struggle to bond with colleagues or even have a sense of belonging.

Another aspect of organisational culture that can prevent employees from forming relationships is represented by the lack of ‘psychological safety’; a quintessential element for effective teamwork. In companies or teams that do not meet the necessary psychological safe requirements, team members do not feel swayed to take social risks, such as revealing emotions, for fear of disapproval by colleagues.

In teams or organisations where a ‘openness’  isn’t promoted or associated with psychological safety, the potential for building relationships tends to be limited; employees are likely to keep to themselves, restricting how much they reveal about themselves to their colleagues.

What can be done to prevent workplace loneliness?

So, knowing what we do about workplace loneliness, what can be done to prevent and reduce it? There are numerous steps that can be taken by employers and employees.

A key approach is for employers to focus on hiring for culture fit. By assessing the fit between candidates’ personality characteristics and the organisational culture, employers can minimise the risk of hiring those who are going to struggle to fit within the company.

Finally, employers can also help to promote workplace relationships through various teambuilding exercises or adopting a transformational leadership style that is based on interpersonal trust. Of course, employees themselves can have a huge impact on loneliness through day-to-day interactions with one another. Unfortunately, is often difficult for employees to open up to colleagues about loneliness, for fear of the admission being met with ridicule and isolation. It is therefore important for employees to help identify any colleagues that may be struggling at building lasting relationships with other members of the team.

Finally, employees should contact their employers or managers if they have any suggestions for improving relationship-building, which in turn will lead to a tremendous increase in employee well-being and productivity.

There is a real value in providing companies with the tools to carry out regular organisational assessments and 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:

Free Assessment

Sources:

https://good.co/understanding-workplace-loneliness/

https://www.inc.com/todd-nordstrom/feeling-lonely-at-work-it-could-be-destroying-your-potential-heres-what-to-do-about-it.html

https://hbr.org/2018/04/the-painful-cycle-of-employee-loneliness-and-how-it-hurts-companies/

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

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.

Request a free demo:

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Workplace Harassment

Workplace harassment is something people experience on a daily basis, but are too afraid to speak out about it… By law, harassment is described as any unwanted verbal or physical behaviour which are based on ideas such as colour, race, sex, religion, nationality, age, either physical or mental disabilities, and last but not least, gender identity. A harassing behaviour can take many forms which include: slurs, offensive jokes, intimidation, ridicule, insults, name calling, physical threats or assaults, offensive pictures and many more.

Many people encounter harassment even during interviews. It is important to know what rules apply to the employers and what they can and cannot ask you. Moreover, recruiters cannot ask you about your religion, race, marital status, disabilities, ethnic background, country of origin, age or sexual preferences. Next time you’re going into an interview, pay attention at what and how they ask about information regarding yourself.

Unfortunately, anyone can be in a situation where he or she is the harasser or the person being harassed. The harasser can range from being your boss, a co-worker, a supervisor from a different department, or even a non-employee, whilst the victim of the harassment doesn’t necessarily have to be the one directly harassed, but it can be any person in the office who feels affected by the harassing behaviour.

How to Deal with Harassment at the Workplace

Usually, people who are dealing with workplace harassment have the intention of solving the incident internally. The first option would be to approach the offender personally and explain how his behaviour and language have offended you. If you feel uncomfortable with the direct approach, the other option would be to contact your manager or supervisor and ask him to handle the situation before it develops into something more problematic.

Of course, there are cases in which the offender is your manager or supervisor and your only course of action is to contact the HR department or your manager’s boss and request an analysis of the situation.

Types of Harassment

There are numerous ways in which harassment takes place in the workplace. Unfortunately, sexual harassment continues to be one of the primary courses of harassment, although that does not mean that non-sexual harassment must be treated lightly. It is essential that people understand that harassment at the office can affect them, whether they are victims or not. One way or another it could impact people’s state of mind and even their careers.

As mentioned above, harassment can take many forms at the office. It could vary from being both physical and sexual and ending up with it being based on religion or race.

In the United States, the definition of harassment ranges from state to state. For example, in Florida a court decided that ‘fat jokes’ are offensive, while in Wisconsin and New York harassing people based on their criminal record is against the law. It is obvious that this issue represents a tricky subject everywhere around the world.

Sexual Harassment

This type of harassment does not limit itself to just physical contact or words and just between co-workers of the opposite sex. All of the following examples classify as sexual harassment:

  • Staring in a provocative manner, or whistling.
  • Emails, letters or notes with provocative messages.
  • Obscene videos and images shared with colleagues during a break or at lunch.
  • Expose posters of inappropriate sexual imagery.
  • Sharing sexual anecdotes or lewd jokes with the co-workers.
  • Making offensive remarks about a person’s gender identity.

Non-Sexual Harassment

This type of harassment includes remarks ranging from a person’s physical appearance to his mental disabilities or cultural values. A co-worker can create a hostile work environment by continuously commenting that a person is too old, too stupid or too fat.

If you someone in the workplace is making either racist or negative comments regarding another person in the office is definitely harassment. In this category can also fall drawings, clothing or gestures that hurt or transform someone in a victim at the office. The following examples fall into the category of non-sexual harassment:

  • Making jokes and negative remarks about a co-worker’s religious beliefs, or enforcing one’s own religious views on a person.
  • Racist nicknames, slangs and phrases are all prohibited.
  • ‘Distinguishing’ people at the office by the colour of their skin or ethnic characteristics.
  • Talking about cultural or religious stereotypes in an offensive manner.

So, having read all this, next time you are a victim of sexual harassment or notice a colleague in this situation, you will know how to recognise it and take action.

The Great People Inside employee assessment solutions and technology can be tailored to your company’s specific needs and organisational culture and can help you to boost the levels of job-fit and skill-use in your employees, generating job satisfaction, improved motivation, health and happiness, and boost employee retention.

Try out our assessment in order to measure the level of wellbeing in your organisation and find out the best approach to improve it.

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Sources:
https://www.thebalance.com/types-of-harassment-in-the-workplace-2060886
https://www.thebalance.com/how-to-handle-harassment-at-work-2060887

 

Maximising Your Chances of Getting the Job AFTER the Interview

You’ve just finished your job interview. Time to relax and mind yourself with other business until you get a response, right? Well, this is definitely everybody’s first reaction, but it is not the right one.  Given today’s competitive job market, you must keep in mind that you should also do a follow-up; otherwise you may risk losing the position to other candidates. You also have to be careful not to look desperate, but rather look persistent and prove your willingness to land the job.

There is no certain way to know if you got the job until you receive an actual offer. Don’t forget, they may genuinely think you were absolutely fantastic, but someone else could end up being better. Generally, there is more than one strong candidate for a job position, especially in the current marketplace.

These are a few tips that could prove valuable to you after the interview, in order to maximise your chances of getting the job:

 

  1. Follow the instructions given – After the interview, the recruiter may tell you to contact them by email. If so, do not contact them by phone. Listen to their instructions precisely and act accordingly. If you somehow forgot to ask during the interview what the next steps are, write an email asking for clarification. It shows that you care about the job and that you are ready for the next phase
  2. Provide documentation to prove your job abilities – If possible, when you do a follow-up by email, also include documents that show just how good you are at your job. Of course, these documents have to be non-confidential samples, press mentions or some public statistics in order to prove your worth. It’s an excellent way to show your professionalism and work ethic.
  3. Don’t become a stalker – It is quite understandable that you are nervous and anxious about the outcome of the interview. However, try not to bother the employer too much. After following their exact instructions, you have to wait. If you haven’t heard from them in a couple of days, it is probably time to move on. Also, don’t go out sending LinkedIn invites to the people who have interviewed you before the hiring process ends. It comes off as being a bit desperate. Try and remain calm.
  4. Start preparing for the next set of interviews – Life can surprise you and you never know when you can receive an email announcing you about another upcoming interview, or if you’re asked to come in for a second interview. It’s absolutely vital that you be prepared at a moment’s notice, Also, if you wish to set yourself apart from other candidates, (and I assume you do) try and find interesting facts and/or figures about the company where you applied for the job. It could be anything ranging from an award they have just won to a recent environmental initiative they have started. It’s best when you introduce this information naturally into the conversation at the interview and it will definitely leave a good impression with the recruiters and it will also increase your chances of landing the job.
  5. Analyse your interview performance – After an interview it’s also important that you relax for a couple of hours. Once you managed to distance yourself from the subject, analyse your performance. Think about what you said and how the interviewer reacted, what you could have said better and keep that in mind if you get called in for a second interview. Furthermore, pay attention to the recruiter and what he says, it is possible that of the things he or she said to have annoyed you one way or another. This helps you determine whether this company suits your principles and values.

Last but not least, try to make good use of the experience of the interview. Regardless of how it went, you’ve still won something: if it went well, you’ve got the job, if not, you’ve gained the experience necessary to land the next one.

 

Sources:

http://www.forbes.com

http://www.businessinsider.com

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Dealing With Stress, Step 8: Acceptance

(This article is a part of a series; please start here)

Accepting one’s human, thus fallible, nature is hard for most people. Either because of the upbringing or because of acquired or innate perfectionism, it does not matter. The errors seem to bear a weight far greater than consequences would grant, usually.

Moreover, there seems to be a worldview that equates “error” to “personal flaw”, and as such any error seems to diminish the already frail sense of self-worth. Combine that with the over-the-top reactions of those around (how many times a small oversight was blown out of proportion by a boss or colleague? How many times small mishaps were used in office wars?), and errors sometimes take on the color of impending doom.

Now, take a break from the self-blame cycle and imagine that the very same thing, in the same circumstances, happened to one of your friends, and you have to talk to him.

How would you treat your friend?

Would you beat them over the head and make them grovel in penance? Or would you encourage them to go on, correct any consequences to the best of their abilities and learn from their mistakes?

I bet most answers would be the latter, not the former: encourage, support, learn, move on.

Why would you treat yourself differently?

Next time you get into hot water for something you did, stop beating yourself and imagine the same thing happened to one of your friends. And treat yourself as you would treat that friend. Strive, of course, to mitigate any negative results, apologize and correct where this is due, but stop before putting yourself through a court-martial again.

Compassion is not only for strangers; it is mainly for yourself. Not because you are selfish, but because you are your most important resource. Take care of that resource before it wears out.

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By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more!  You can find out more about Catalin by clicking here

Dealing With Stress, Step 6 and 7: Focus Attention Elsewhere

(This article is a part of a series; please start here)

Stop ruminating. It is natural, but not always constructive. I’d dare to say it almost never proves useful. It is not to say you shouldn’t analyse what happened; this helps you learn and get better at things. But it doesn’t help in any way to replay the movie time and again, beating yourself up or inventing alternative scenarios.

In order to stop brooding and start building, turn your attention to the outside. Consciously establish your objective: “I will scan the street and take in as many details of the outside world as I can“. Focus on things you like. If you are passionate about colors, look for every shade, for every nuance you encounter. If you are into smells, remark as many different smells, aromas, flavors as you can, from the fleeting perfumes of the passers-by to the thick smell of restaurant kitchens to the sharp smell of fresh paint as you pass by a door being redecorated. Whatever you like, look for it actively.

At first, this probably won’t last long. Your mind wants you ruminating. That’s OK. Don’t fret, don’t judge yourself, don’t try too hard. Observe the return to inner scenarios, file the fact away and get your eyes and attention back outside. Repeat as necessary.

If at all possible, take yourself into the nature: a wood, a park, a field. Nature is a healer, more so than any other man-made environment. But if you can’t, the cityscape will do nicely, as long as you remember that the essence is not succeeding in this exercise, but the repetition itself. Right, the repetition. Just like at the gym: it is not the weight you’re lifting, but how many times you lift it, that shapes muscles.

Attention and focus are much like muscles: you have to work them to make them stronger.

And while you’re at it, combine it with Step 7: straighten up. Raise your forehead, look upon the world as you own it and soon you will be better. “Fake it till you make it” is not a lie. It takes effort, for sure. But it works.

If your mind plays tricks on you, it is only adequate for you to play tricks back on it. You should be the winner.

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By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more!  You can find out more about Catalin by clicking here

Dealing With Stress, Step 5: Clinical Mode On

(This article is a part of a series; please start here)

Observing dispassionately allows control. Once you managed to take the previous step (dis-identifying Yourself from Mind) – or even at the same time – start observing yourself as you would an item in a museum.

Start by observing what happens inside your body. It is easier with the body, because it doesn’t play the identification trick. Scan your muscles, your gut, your heart, your face. Notice the tension in your arms and legs, notice the feeling of a solid rock in your belly, notice the fast-paced, shallow breathing, notice the sensation of heat in your cheeks.

Once you noticed those sensations, stop. Don’t take it further, don’t judge “I shouldn’t feel that, I shouldn’t be red-faced”. Just take the information in and file it without tagging it “good” or “bad”. Go back to scanning and do it as many times as you need to cool off.

After you get familiar with observing your body, you can take the next step and do the same with your mind. Observe what feelings it puts out. Name them as exactly as you can: “my mind is making me feel ashamed“, “my mind is making me feel furious“. It is good information. It is not something you should believe or act upon. If you can trace the source you’re even better off: “my mind makes me feel ashamed I made a mistake because in the first grade the teacher always made crude fun of me because I wasn’t talented at math“. Seeing the source is valuable, because it shows you that your mood has less to do with Now and more to do with The Past. The link is emotional, not rational.

If you have ever been in a negotiation with an used-cars salesman (or any slick, fast-talking sales guy), you know how you look at him working his number, recognize the tricks in his book and smile inwardly “You won’t catch me this time, dude!

The same goes with your mind. It won’t catch you again, because you will recognize its trick, see right through them and take appropriate action, as opposed to the hasty things It wants you to do.

“Response” is the name of the game. “Reaction” is a thing of the past.

Continue with steps 6 and 7 by clicking here
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By Catalin Octavian Blaga – Trainer Great People Inside

Trainer who turns business experience and psychology into impacting training programs… and more!  You can find out more about Catalin by clicking here