Some managers are afraid of change because they worry about how their employees will react to new processes and different procedures—and for good reason. According to the American Psychological Association, employees reported lower levels of job satisfaction when they recently experienced organizational changes within the past year than those who did not: 71 percent compared to 81 percent.
For almost a year we are going through what psychologists call collective trauma, which makes us live in fear and uncertainty. Hundreds of thousands of people lost someone they loved, millions got sick, and even more lost their job. The majority of those who are lucky enough to still be here and have a job are most probably working from home, doing the same thing every day, locked between four walls, with the same people. All of these are taking a significant toll on their psychical stability and are generating many mental health issues.
When the first wave of COVID-19 forced the world into lockdown, business leaders scrambled to pivot out of necessity. Overnight, they had to make financial adjustments and staffing decisions to keep the business afloat. They had to reassure stakeholders, hone their public message, and implement health and safety measures. If being a great leader was difficult before, now it has become even tougher.
Very often, people think that a full calendar is a proxy for productivity. A daily planner packed with meetings seems to satisfy most managers. However, more often than not, supervisors and team leaders are more productive when they are not spending all day in meetings. Their time is actually better used when they are working with their team, bringing real measurable results.
Maintaining a healthy work-life balance can be difficult in today’s culture that celebrates being always on. In fact, 94 percent of 1,000 professionals surveyed by the Harvard Business Review said they put in 50 or more hours a week at work. What’s more, nearly half that group clocked in more than 65 hours a week.
In today’s always on workplace culture, where employees are rewarded and oftentimes expected to work long hours and communicate continuously, balance can be hard to find. In fact, more and more people are prioritizing work over their personal lives, tipping the scales toward burnout and stress.
Work-life balance has been around for a lot longer than the Millennial generation. Despite their focus on creating better work-life balance, the term has been in use since the 80’s.
The ability to listen is one of the most important skills you can leverage as a leader and manager. Not only does this ensure that your employees are heard, but it broadens your perspective too. There are four types of listening that you should master.
Someone once said “Life is like a box of chocolates. You never know what you’re going to get.” Okay, well, it was the sage wisdom of Mrs. Gump, but regardless, it’s a great metaphor for how unpredictable life can be. Sometimes it leaves a bad taste in your mouth, sometimes it’s disappointing, and other times it’s so incredible you need to stop and savor the moment because you know that it’s fleeting. This rings true in every facet of our day-to-day, especially in professional settings. There is so much that is beyond our control, so how we approach life directly impacts our work attitude and how we navigate our workday.
While there are many approaches, there are 4 that have a big impact on success.
To speak up in a meeting is considered public speaking, and according to Psychology Today, there are many reasons some people are afraid to do it:
However, speaking up in meetings is important for personal and professional reasons. When you share ideas or questions, you take part in the conversation, provide value, and show that you’re trying to be an active participant in the workplace. All of this can lead to being seen by upper management, which can be critical for moving ahead in your career.
