RSS

Tag Archives: workplace satisfaction

Five reasons why you should take a break from work

Over here in the UK we recently had what we call a ‘long weekend’ – well really it was a bit more than that. Thanks to the Queen’s diamond jubilee there were two days of public holiday on top of the weekend that, for many people, meant a four-day weekend.

It got me thinking about the benefits of an extended break from work and how that rest and recuperation time can be harnessed positively upon returning to work. There are benefits for you, your colleagues, your boss and of course the work you produce and you may not even realise your work and even your working relationships are suffering until you return.

Here are five reasons why you should consider taking a break from work:

1. Let’s start with the obvious one – productivity. Taking a few days away from your workplace can be rejuvenating and give you the energy you need to step up your game. If you are in a better place mentally then it will show not just in the quantity of work you are able to produce but the quality as well. Isn’t 50 weeks of top level production better than 52 weeks of sub standard efficiency?

2. It shows you care about your job. Understand that taking a break is not giving up or running away or any other form of escapism. Mental fatigue can take its toll on you with the effects being felt on everyone around you. Although it’s counterintuitive to think stepping away from a heavy workload is a good idea, in the long run, it can be the best thing for you.

3. Passion. I’m sure you’ve heard the expression ‘Absence makes the heart grow fonder’, although you possibly haven’t applied it to a work setting yet. Having time away from your desk can eradicate feelings of jadedness and reignite your passion for your career. You will return hungrier and possibly even with some wonderful new ideas.

4. In this digital era of Smartphones, netbooks, tablets and laptops it has never been more difficult to disconnect from work. Consequently, poor physical wellbeing and burnout are a bigger threat than ever. All the minutes spent, for example, checking and responding to emails on your daily commute can soon add up – and this is even before your working day has actually supposed to start. In isolation you may think nothing of it, but long-term it certainly takes its toll.

5. You get the opportunity to behave differently. You are your behaviour and if the person you behave like is a brain-fried, stressed out workaholic for 40 or 50 hours a week then having a break will let you be somebody else for a week or so. Something as simple as not having a strict schedule to adhere to day in and day out can be hugely refreshing.

I want to leave you with the results of a psychological study that showed how just the simple act of even planning a vacation alleviated stress and increased happiness for up to eight weeks. Certainly food for thought.

For more insights on what Catalyst offers in terms of people skills and learning & development, visit out website for free downloadable material at http://www.cbduk.biz/Downloads.asp

Advertisements
 

Tags: , , , , , , , ,

Perfectionist at work – good or bad thing?

Traditionally, perfectionism is given positive connotations, and rightly so – there are many good qualities associated with the perfectionist. However, in a workplace environment, it may not be the most coveted attribute among co-workers for a few reasons. So, is being a perfectionist a good or a bad thing?

The truth is, it’s a bit of a double-edged sword. Perfectionism means you have extremely high standards, you work hard and you usually have a vision of what you want and you know when you have reached it.

But the thing is, the standards the perfectionist strives for are their standards, personal to them and therefore they might not share the same vision flawlessness as their colleagues. This is where friction can arise between colleagues and discontent within the individual.

Not only that, not settling until the task is done to standard can cause work to be completed after deadlines, the knock-on effects of which can be far reaching. Essentially, the perfectionist loses sight of what’s really important – getting the task done on time and in full. 

If you find yourself falling into the perfectionist trap, even if only occasionally, then consider the following:

  • Understand that good enough is enough. If you find yourself going over the same piece of work time and again looking for ways to tweak it on the off chance you can make it even better – stop. Sure, review your work but when you think it’s 80 to 90 percent good enough, move on.
  • Accept that making mistakes are normal. They are a standard part of the learning process and that as long as you do just that – learn from them – then there’s no problem. The reality is that reaching 100 per cent perfection is probably impossible so don’t fret about the possible consequences of making an error and don’t concern yourself with the notion that you will be judged if your work isn’t absolute perfection.
  • Consider your priorities. What impact will improving a particular piece of work have? I mean, what will it actually do? What is its value? If you can’t answer these questions with valid reasons then you need to move on to the next task because it may not be worth your while continuing. Don’t let low priority, more trivial things, consume your valuable time, effort and skills when you could be applying all three to something that genuinely requires it.

Perfectionism can stem from anxiety possibly caused by stress at work or perhaps a poor work/life balance. For more information on these topics and to see how we can help you and/or your team improve performance, visit our website by clicking here or to find out about our free Leadership & Management seminars, click here.

 

Tags: , , , , , , , , ,

How do you maintain self-motivation at work?

When things are not all you want them to be in your professional life, motivation is one of the first things that can start to waver. During these periods, there are certain things you can do keep yourself motivated which in turn will make you more productive and, of course, happier.

1. Surround yourself with positive people. You are what you think and those around you can influence your thoughts. So if you sit next to someone in the office who is always being negative, it is bound to get you down.

2. Take on some more responsibility. It could be that you have lost motivation because you are not being sufficiently challenged at work. Ask your manager if there is any of the projects you can get involved with. Even if there isn’t right now, showing willing means you are more likely to be thought of the next time something comes up.

3. Keep your eyes on the prize. Is there something you are working towards either within the workplace or outside of the office? Everybody needs to have a goal – an objective and an outcome they want to achieve. Are you pushing for a promotion or a pay rise? Is there are holiday coming up that you are really looking forward to? If you are lacking motivation, frequently remind yourself of why you are doing what you are doing. 

4. Be active. Regular exercise has been proven to help maintain a healthy mind as well as a healthy body. If you are feeling mentally sluggish, this can often transmit to your energy levels and you can feel drained. By actually being physically active you energise your body and your motivation levels can, in turn, increase as a result.

5. Remember why you have it good. When lacking in motivation, it can be easy to fall into the trap of only thinking about all the terrible aspects of your working life. Each day, it can help to take the time to think about all the things you like about your job, the things you are grateful for, and the positive impact your job has on other aspects of your life. Again, it’s all about getting into the habit of being in a positive frame of mind.

These are just five things that can help increase self-motivation and which you might find useful the next time you are staring at your computer screen wondering why you no longer get that buzz you used to get from a job well done.

At Catalyst, we run learning and development courses covering many aspects of management, coaching, people skills and Motivational Insights™. Click here for more information.

I know there are many other tools and techniques out there that work well so please leave your suggestions in the comments section below.

 

Tags: , , , , , , , , ,

How do YOU create a happy workplace?

We’ve all been in jobs where the atmosphere is, shall we say, less than harmonious. People grumbling, gossip flying, unmotivated individuals and conflict galore. Nobody wants to spend eight hours of their day in a place like that.

While it’s not so straightforward to create and maintain a happy working environment but there are certain things that can be done to help cultivate one. The result is a more productive workplace with motivated personnel and a happy workforce.

There are so many factors at play so here are just five things that can help. We encourage you to let us know what works for you in the comments section below.

1. Be Positive

Show that you are positive, approachable and willing and able to lend a hand if asked. Even things like smiling and pleasantries convey a positive demeanour and people will remember you for a simple, ‘hi, how are you?’ Also, be respectful; do not engage in tittle-tattle or gossip, and ask questions before making assumptions – particularly when talking about other people.

2. Be Sociable

Ask you’re colleagues how their weekend was, chat about whatever sporting event took place the previous night. Does your company have a football team? Join it! 

Be the one to buy someone a birthday cake or get the morning coffee and don’t be afraid to suggest a quick drink after work. Getting to know the people behind the job titles you see day in and day out can really stand you in good stead should problems arise.

3. Personal Space

Don’t invade personal space whether you are talking to someone at their desk or sitting next to them spilling paperwork everywhere. If you share a desk or workspace, come to a mutual agreement as to where the boundaries are and stick to it. This shows a mutual respect and means if there is a pre-arranged agreement both parties know where they stand.

4. Be Honest

Be ethical and do the right thing. Don’t promise things unless you know you will be able to deliver them. Whether that is a reward for a completed task or saying you will have something delivered by a certain time.  If you say yes just to appease somebody then this will only lead to trouble further down the line so be honest about what you can and cannot do and don’t feel pressured into taking on too much responsibility. 

5. Don’t Assign Blame

Or at least, don’t vocalise this even if you do think someone else is at fault. This normally leads to snippy remarks, arguments and a general unproductive and unpleasant atmosphere. If you are the one to appear only too happy to listen to the other person’s point of view and willing to show empathy then the person with whom you have a problem will likely be much more receptive to negotiation. 

 

Tags: , , , ,

The role of the manager in employee engagement

Employee engagement is not only affected by how the organisation as a whole treats and values its staff, but by all the interactions an employee has in the work place. Managers have a significant impact on employee engagement; they play a key role in sustaining it and undoubtedly can also turn it off.

Think about two roles that you have had: one where you loved going to work and performed at your best and one where you didn’t want to go to work, underperformed and frequently looked for another job.

What was it in each case that supported the way you felt about that role? Was it a great manager or a poor manager? Was it the role itself that you felt passionate about and were interested in? What did the organisation do to support staff? Was there anything else in the role that was affecting your performance?

Armed with the answers to these questions, you’ll have a clear view of some of the key requirements for employee engagement.

Below are some more practical tips for ways to support employee engagement and maximise your team’s performance. So that you can decide where to concentrate your energies, take time to consider in which particular areas there is room for improvement within your department or team. There is plenty of more detailed information in several topics.

The following tips are by no means exhaustive. These are just some ideas about what managers can do to engage with their staff as a team. This can be expanded to all your interactions with other staff in the organisation and your customers too.

Communicate

Talk to your team about what’s happening in the business, about work in the team and, importantly, them as individuals. Get to know your team members and what is important to them; don’t just play lip service to this – they will know if you are faking an interest, so be genuine!

Remember they are all unique, just as you are, so they might not like the same things, feel the same way or want the same things! Failures in communication can often arise because it’s too easy to assume that everyone else thinks as we do.

Hear them – listen to what they say, seek their thoughts and don’t just dismiss their views, opinions and ideas. 

Make time for your team – ensure you are available to members of your team when they need you and help them to find their way around the organisation.

Have fun!

This might sound odd, but having fun at work breeds excitement and energy and these are some of the key signals of engaged employees. Imagine an excited employee talking to a customer versus a disheartened employee talking to one – which customer do you think would come back again?

Development

An important part of your responsibility as a manager is to take an interest in developing the individuals in your team, making sure they feel valued, they have the opportunity to hone their existing skills, acquire new ones and generally feel a sense of purpose.

  • Actively support them in their development, seek opportunities and ways to help them grow and reach their goals. If you don’t know what their goals are, find out!
  • Empower them to make decisions and take ownership of projects
  • Trust them to do the job and to come to you if they need to
  • Ensure they have everything they need to do the job and do it to the best of their ability
  • Be flexible, open to new ideas and ways of working

Post courtesy of People Alchemy – for access to a the Alchemy for Managers online resource visit http://www.peoplealchemy.co.uk/catalyst

 

Tags: , , , , , ,