My Campus Chronicles
Our college blog dedicated to helping students prepare for life outside of college.
Work/Life Balance archive
When you think of work/life balance, working mothers come to mind as those most in need of the benefits. But times have changed, and a new study shows that working dads are now seeking more flexibility to spend time at home.
I recently read an article that talks about how many men are starting to look for alternatives to the 40-hour workweek so that they can spend more time with their children.
The past recession found that men were more likely to lose their jobs than women. This trend could be a reason why more men are seeking the flexibility that work/life benefits offer.
The roles of men and women have been changing for decades. Now, the roles of men and women are changing once again as flexibility, work/life balance and spending more time with the kids becomes the next phase of the genders' role reversal.
Work-related stress is part of having a job, and during tougher economic conditions, that stress may be magnified. Not only is the workplace itself stressful, but colleagues (including yourself), could be dealing with personal stress as well.
So how can you handle the stress without losing your mind? Here are a couple of tips:
Take time off - Getting away from the office and having a little "me time" is the best way to beat the stress blues. Some workers are concerned about taking time off during a tough economy, but taking a day or two for a long weekend may help relieve stress.
Make lists and check them twice - Keeping organized and staying on top of your tasks can help keep stress at bay. Feeling organized can help compartmentalize your responsibilities, relieving anxiety about what's on your plate at work.
Confide in someone - "Venting" frustrations can be a great stress reliever. Most people do not want to be seen as a complainer, but confiding in a close friend or relative can unburden your mental state of mind and is healthier than keeping it to yourself.
Decompress or indulge a hobby - All employees could use a little down time. When times are tough and stress becomes overwhelming, remember to take time to unwind. Work in the garden, read a book, meditate or just take a hot soak in the bath to help you decompress from a hard day at the office.
Work-related stress can happen during economic ups and downs. Letting the stress get to you can result in losing your focus, your temper, and in most extreme cases, your job. It's important to learn how to manage your stress levels so you can maintain a harmonious work and personal life.
I was at dinner with friends this weekend when one of my friends, who works in art education, was discussing how she handles some of her volunteers. I told her how good she would have been as an HR professional and she agreed, then lamented a bit about if she knew then what she knows now.
This conversation had me thinking about how many people continue to work jobs that they may enjoy, but could be much better in other positions that they have discovered along the way.
So here's some advice - it's never too late to consider a career switch. Some employees probably never indulge their hidden or newly-found talents in the workplace because they may need different degrees or levels of training. But you can try to make a switch without it being too painful or too involved with new degrees and certifications.
First of all, check out if your company or organization offers internal internships that would allow you to job shadow colleagues in the department or position of your choice. This will provide a "real life" preview of how the job function operates, and what the responsibilities entail.
You can also speak with managers and human resources to see if there is room for you in another department. If you are willing to take a pay cut, you might be able to take an entry-level position that would give you some training, and then take advantage of tuition reimbursement to take course work that will help set your new career in motion.
In some cases, companies may pay for a new degree or certification if you give an employer a commitment to work for them for a set amount of years after you receive your degree.
So don't be afraid to discover a new career, even if it's not what you intended to do. It just might set course for you to do what you love, and love what you do.
The recession has been tough on many workers, but new studies show that men were hit the hardest by layoffs and downsizing.
According to the Bureau of Labor Statistics, women may soon, for the first time ever, be the majority in the workforce, which means there will be a role reversal not only in the workplace, but at home too.
Not only will women be expected to take on more responsibility at the office, but their role as wife and mother may change as well. One article points out how the family dynamic may forever be changed due in part to this recession.
For years, women in the workforce have worked to achieve more status and made strides in breaking the glass ceiling, leading to a demand for more work/life balance. Now that their male counterparts have been hit hardest by unemployment, they might also be faced with taking on roles that are traditionally thought of as female.
Some experts believe that this role reversal has a silver lining. There have been other times in history when women have taken on being the dominant members of the workforce. But unlike those times, this trend might be one that continues.
What do some of our readers think? Has anyone experienced this trend first hand? Let us know your thoughts.
It's that time of year when vacations are planned and everyone is clamoring for time off.
I came across an article that stated recent survey findings found that "21% had been denied vacation time because a co-worker had already asked for the same days off."
Vacation time off is a very important element to balancing your work schedule, and personal lives. Whether you are planning a week in the islands, or a day at the spa, make sure that you are taking advantage of the time off provided by your employer.
I find the survey referenced above very interesting because I have not heard of employees ever being denied their time off because co-workers had already requested it. However, it does not seem to be an illogical argument for not being able to take your vacation. I have, quite often, known employees who were denied time off because they did not request the time off far enough in advance.
What about our readers...has anyone ever been denied their vacation time because a co-worker or co-workers were already taking time off? If so, what was your solution, or how did it effect your vacation?
Gas prices are taking their toll on workers, not to mention the escalating price of food. If you are trying to cut back on the expense of fuel, talk to your boss about working from home. Not all companies have this perk, and some companies limit the type of positions that have the ability to telecommute. But, if the option is there it is worth the savings to check it out.
If telecommuting is not the answer, then ask your supervisor if it's possible to work a compressed schedule to take the edge off of having to drive to work every day of the week. It might amount to only one day a week, but it's still a slight cost savings.
One other idea is to discuss with your manager the possibility of incorporating a public transportation pass or allowance into your yearly raise to supplement your gas expenses.
Last but not least, don't forget the value of carpooling. Sharing a ride with others also cuts back on the frequency of filling up, and helps the environment.
Somewhere deep within my subconscious mind, I think that I truly believed that my child would miraculously arrive into this world with little thought (or effort) on my part. Throughout my seemingly endless pregnancy, I dreamt of a beautiful doll-like "mini-me" that never cried or pooped. She wore gorgeous baby couture and never had the predisposition to drool like a bulldog. More importantly, she'd come complete with a "how-to" manual firmly affixed to her rear-end. No one dared to shatter my fantasy so you can imagine my surprise... and utter horror!
Flash forward: post-pregnancy... Suddenly, I was working two full time jobs! My daily struggle of trying to maintain my job and my household responsibilities felt overwhelming and seemingly impossible. It was as if I had gone from working in the mail room to becoming the CEO of a global company overnight. Worse yet, no one had bothered to inform me how I to run the company! Short of auctioning my child on eBay; I was fresh out of quick-fix solutions. It was time to call for outside help. Knowing that I wasn't the first or the last woman to be faced with the age-old dilemma, the question remained... How do you do it all? More importantly, how do you do it all successfully?
I started by joining a local working mom support group. I know what you're thinking... because I thought the same thing! However, I quickly realized that there was a reason that these women gathered together each week and it wasn't to make me feel like a bad mother. Each woman had a need or a desire to improve herself and her work/life balance. The camaraderie I found became my lifeline, granting me the permission to explore who I wanted to be in the various roles of my life. In addition to the self-exploration, I also found an abundance of helpful information like how to find the right preschool to the best approach for working a flex-schedule. I felt that I had tapped into a secret society and the information that I gathered was powerful.
My daughter turns four this year and I marvel at the learning curve that we have both endured through her years. Truthfully, there are times that I forget to ask her to brush her teeth; days that the laundry piles up and sometimes I even miss a work deadline. Yet through it all I have learned that success is only about getting what you want... happiness is found by wanting what you get.
To find an existing mommy support group, check your local bulletin boards and newspapers or contact national organizations, which may have a local chapter in your area. Your local librarian, pediatrician, or social services office may know about an existing group of moms with children in similar age ranges. There are also great online support groups that provide a broad range of communication and are accessible on your time schedule.
Mothers & More is a non-profit membership organization provides a nationwide network of local chapters for mothers who are (by choice or circumstance) altering their participation in the paid workplace over the course of their active parenting years.
Workitmom.com is another online community where working moms can share their experiences, advice, and support can make that daily juggle a bit more manageable.
Mom Junction allows members to immediately access the groups of moms in your local town or find moms outside of your area, but who are still within reach.
As a working mom, I often find myself in that harmonious state of juggling. I use the word harmonious purposefully as it's become a skilled art form. On my better days, I like to mentally refer to myself as Wonder Woman of the Working World, placed on this earth to ensure that my daughter eats her broccoli and my boss's deadlines are met with a vengeance. But it wasn't always so ...
After my daughter was born, I decided to take some time off from my career to get to know this little creature that had been kicking me non-stop during the last 3 months of my pregnancy. I'll admit upfront that I was "that" overly pro-active parent who jumped at the opportunity to sign my daughter up for Mandarin language classes at the ripe age of 6 months. I was also firmly convinced that sugar and preservatives were evil incarnations placed on this earth solely to test my parenting skills. The raising of my child became my full-time career and I was determined that it would be my crowning achievement. After all, I was a career woman and if I could negotiate a multi-million dollar advertising campaign then surely I could handle this ... right? Wrong.
Each day, I struggled to maintain a self-imposed portrait of perfection. From my glistening floors that rivaled Mr. Clean commercials to my 4-course gourmet dinners co-created by Rachel Ray. My days were tightly scheduled around my endless to-do lists and my deep-seeded need for accomplishment with each dutifully checked completion mark.
What I failed to realize or even acknowledge was the joy that I getting from doing it. I didn't realize that perfection is not what made me a great career woman or even a wife or a mother. My success was not dependent on my ability to raise the next Gandhi, Einstein and Miss USA all wrapped up into one adorable size 2T. My success was in the sheer act of trying ... and every accomplishment starts with the decision to try.
Q: Dear Seymour, As Spring is in the air, I'm feeling like it might be time to do a little "spring cleaning" of my life. I feel like I'm unorganized and not as productive as I'd like to be in all aspects of my life, including my career. How can I bring more organization to my world?
- Submitted by Gayle Kahkrin, Hickory, NC 
A: Dear Gayle,
Many times we find ourselves being very busy in our personal and professional lives, but not very productive. That generally means you've overextended yourself and need to take a step back and bring some organization to the chaos. Here are some tips on doing just that:
De-Clutter. First, try to remove items that perpetuate a chaotic environment, such as clutter, disorganization, non-used or broken items, and even a busy calendar. Really evaluate your work and personal calendars and eliminate tasks or obligations that are a waste of time or that aren't in line with your priorities. Have the courage to say "no" to unproductive uses of your time. This includes decluttering your work space. If you don't need it or use it, get rid of it. Instead of wasting time looking for files on your computer, arrange a file management system so you can quickly find what you need. Eliminate clutter from your desk.
Take control of your schedule. Once you've eliminated non-important commitments or tasks, now plan and manage your time to your advantage. This means staying focused on completing those tasks that are essential to achieving your goals. Every morning, proactively identify the important tasks for the day, and then specify what must be completed, what can be delegated and even what could be deleted. Be realistic about how many you can actually accomplish in a day. Cross off items as you complete them. Most importantly, schedule in free time to unwind, regroup with family and loved ones and focus on what's really important in your life.
Control your day. Net surfing, reading emails, co-workers who pop in to chat or making personal calls are time bandits. Save net surfing for after hours. For emails, set blocks of time specifically to manage email messages. Create an electronic filing cabinet similar to a physical one with folders to organize them. Let coworkers know that unless their needs are an emergency, you'll speak with them later during a break in the day. Personal calls should be made only during your personal time. Reduce distractions that absorb your time.
Know the time of day you are at your best. Use those better periods of the day to spend on the toughest tasks you need to accomplish. Leave the easier ones for the times when you are less energetic. For example, if you are a morning person, try to schedule an important meeting in the morning.
Getting organized often gets put on the back burner because more pressing issues need attention first. Start now. By getting organized, you can convert the time you may be wasting into time that can be used more productively.
A recent survey garnered a lot of attention in the media by reporting that nearly one-third of workers have slept on the job! That's a lot of employees catching some zzzz's when they should be working.
The survey, conducted by the National Sleep Foundation, reported that on average workers receive 40 minutes less sleep than what they need to be most effective on the job. This may be bad news, and dangerous on the job, if you are one of those workers lacking sleep.
Some companies have recognized that their workers may be punching out later and later at the end of the day. So they allow workers short naps during the day to help them catch up or revive their energy.
But what if you're not working for one of these employers? Getting caught sleeping on the job could result in a serious reprimand or dismissal altogether. So what do you do if you feel your body is too tired?
It may difficult to change your sleep patterns, but there are simple things you can do throughout the day that might help you get a better night's sleep.
For one, watch your daily caffeine intake. We all know that tired workers rely on coffee to help jump start their day and keep them going for the long haul. But too much caffeine may be prohibiting you from a restful night's sleep. Try decaf or cutting back. It may be difficult at first, but in the end you might find it's worth it for more sleep.
Second, consider exercise or yoga to boost your energy. Having more energy to burn during the day will help you sleep better at night. Also pay attention to your diet. You might be eating foods that are high in protein or sugar late at night that will prevent you from going to sleep at a decent bedtime.
Also, listen to our body. If you feel run down, you will not be productive. You could also be opening yourself up to cold and flu season. Your employer gives you time to take off. So take it. Even if it's just to catch up on some sleep!
Workers' commutes are getting longer and longer. Some workers are traveling two hours, one-way, to get to their jobs. This might be extreme to some, but the norm for others. I think that most people would agree this is asking a lot for any job. Not only is driving stressful, but it can be dangerous if you are too tired to be on the road.
Still, this trend of long commutes is worth it for workers who feel that they cannot pass up the salaries they are receiving. According to a recent blog post, this is the case for many.
However, long commutes can be detrimental to your career. Not only can in cut into your work/life balance, but your production can suffer because of exhaustion or stress, which can lead to anger and frustration that might be detected by your manager or colleagues. Furthermore, your pocketbook could suffer from the wear and tear on your car and the price of fuel.
So what's a worker to do if this is the situation that they are facing? For one, you might want to ask your manager about flexible scheduling or work at home options. This would relieve the need and stress of being in the office everyday.
You could also check into park and ride or carpooling options. Again, you would save money, and sanity, while sharing the load of the commute, or leaving the driving up to others.
A last option that might not be so easy, is to just find another job option closer to home. If the other solutions mentioned are not viable and the commute proves to be too much, then you might be better off finding a closer career opportunity.
Gadgets are a part of our work lives. Blackberries, Treos, Sidekicks, the list goes on and on. However, constantly being connected is not always a good choice to make. The amount of information that we are inundated with on a regular basis can be overwhelming, much less adding in a constant stream of emails.
One article even suggests that too much email is lowering IQs because professionals are bombarded by so many they are unable to concentrate and focus on work and projects that require workers to focus. Some of The Big Time's regular readers may also recall other posts about workers who never really disconnect while on vacation, because they are constantly connected to email.
Some companies are going to no email Fridays to cut down on the amount of email that is sent and encourage more face to face contact with colleagues. Other companies are working on innovative initiatives such as periods of "Quiet Time" and email programs that filter out unnecessary or redundant email messages.
I myself find that by not having my email open, I can better concentrate on work with tight deadlines or projects that need my undivided attention, resulting in a complete outcome with minimal mistakes.
So think twice before sending an unmanageable amount of email or too many voicemails. Chances are if you are having a hard time receiving an answer, it's because the recipient is too busy playing catch up!
Countless numbers of Americans find themselves part of a "sandwich" generation, having to care for aging parents while raising their own children. This situation can take its toll in the form of required time off from work. I'm often asked if an employer can fire a worker for what is arguably beyond their control.
Ironically, the EEOC held a meeting recently on just this subject. They created a "guidance document" for employers to familiarize them with the law, titled "Unlawful Disparate Treatment of Workers with Caregiving Responsibilities."
Additionally, now is an excellent time to create a discussion with your HR leaders about flexible staffing models and telecommuting options. Point out what's in it for them (WIIFT). The more flexible their workplace becomes, the less problem retention will be for your employer as the number of employees who share your challenges will increase exponentially over the next few years.
It is important to investigate your options now before your performance at work is characterized as something other than what it is - a growing problem the American workplace must address.
For more on the latest trends impacting mature workers, visit my website: www.AgelessinAmerica.com.
Two sides of one coin, a catch 22. Both terms mean the same thing. Two options, with equal consequences. It seems to be the current trend regarding employee time off. One day, you will read an article about how much employees enjoy their flexible schedules because it helps with work/life balance. The next day, you will read another story about how little time Americans take off for vacation, and disconnect from work completely.
Now, companies are trying a new trend recently written about by a fellow blogger. Allowing employees to take time off as they please, without making formal arrangements and without having a set amount of time to take. IBM is one such company, and the Herald Tribune recently wrote an article about it. Sounds like a great idea, right? But there is an apparent drawback.
Turns out many of the employees offered an arrangement of unstructured vacation time, admit that they are more likely to check email and work while they are supposed to be taking time off. It appears this new approach isn't relieving Americans from being overworked or those who don't take advantage of their alloted vacation time.
One might argue that structured vacation time allows employees to make plans to actually be away from the office. Taking time sporadically may not allow employees to do this, or might make them feel like their "vacation" time comes with a price.
How do our readers feel? Would you like the IBM style time off benefit, or the traditional paid vacation?
Ever find yourself apologizing on the phone for noisy coworkers? It's Hard to be professional or productive with loud, boisterous cubicle mates interrupting you at every moment. If you've had to deal with an annoying coworker, tell us about it.
Whenever I have a temp-to-hire or direct hire candidate going into a formal interview with my clients, the younger candidates always ask what is expected of them. I tell them that they need to conduct themselves positively and in the best light, while also maintaining honest integrity and professionalism. When the time comes for an interview, it is up to the applicant to determine what is expected of them, based on both the questions asked by the hiring manager as well as questions posed to the hiring manager.
But when a job offer comes along, it is up to the manager to make it clear what is expected of the new hire, right from the beginning. It is also the manager’s responsibility to clarify what the new hire can expect of the manager, the position, and the company. Too often, we assume the other party has a good idea of what is wanted and unknown expectations cause too much workplace animosity.
At times, I’ve believed that my managers ask too much of me; that their expectations are too great. Other Generation Y-ers just up and quit at this point, or at the least begin polishing their resumes for new jobs. When you’re faced with what you believe are unrealistic expectations, try to do one of two things. You can go right to the manager, and innocently suggest a bit of guidance in completing the task or better understanding what is wanted and by when.
For those of you (like me) who aren’t always as brave, the second option is much easier. Find a mentor in the office who can guide you, but isn’t going to do the work for you. You have to challenge yourself to grow in the company, and having that extra person there to coach and teach you will always help you erase your self-doubt when faced with a seemingly impossible task. You don’t want to become dependent on the mentor, but you do want to use their experience with the company and in personal development, to expand your abilities and develop your potential as an asset to the company.
I would also encourage managers to take the proactive approach and setting up new hires with a mentor right away. Mentorship programs will lead to better retention of employees and a reduction in younger employees jumping ship.
After the dot-com bust in 2000-2001, many companies decided that in order to retain their position in their given markets, it would be best to shift a low-cost strategy for all areas of the company. Many Gen-Y workers land a job only to find the company's HR department has a low-cost mindset, especially so among small-to-medium sized businesses. I can understand that when you're operating a business, always trying to make it to the next month requires thinking on a short-term level.
Here's the catch - it will almost always be more expensive for you to recruit, hire, and train a new employee than to retain a current employee. Here's a very simplified low-end example (most recruiting and training costs for small businesses are higher than this): If it costs $1000 to recruit an employee and $500 to train the employee, and you're having employees leave twice a year, then your recruiting cost per position is $3000 for the given year. But if you set the employee up with basic insurance benefits of $150 employer co-pay per month and give out twice-annual bonuses of $500, then that total annual cost is only $2800. Plus you have the intangible benefits of having a long-term employee who can build lasting relationships with your clients.
Sometimes retention will require those kinds of benefits and compensation. Other times it as simple as modifying the schedule of hours. One previous manager of mine required each employee to be in their seat by 8:00 AM each morning unless they had a very good excuse, then work until 5:00 with an hour for lunch. My current manager has made it clear that if I want to come in at 8:00 one day and work until 4:45 with a 45-minute lunch one day, and then work from 8:30 to 5:30 with an hour-long lunch the next, that's fine. His view is that as long as I am completing my job duties and serving my client(s), then I'm doing well. Assessing these "benefit" differences, I prefer the style of my current manager.
Treating your employees as assets rather than expenses (especially with a low-cost strategic focus) will lower your HR costs and create a better, more attractive workplace for Generation Y workers.
I have been reading through our latest Emerging Workforce data and found something that was a bit surprising: 61% of all workers plan to work until they are 65 or older and 11% plan to retire after age 70. I even saw an article this week which profiled people working in their nineties - that's a bit extreme, though.
However, the reality is that lot of us will be working well beyond the traditional age of retirement. People are living longer, healthier lives and simply want to work longer to stay active, etc. But living longer means the need for more money and since it seems fewer people are saving for retirement these days, many people will need to work to maintain a certain lifestyle, pay medical bills and so on.
Will you be working into your sixties or seventies? And if you do, will you choose to go into business for yourself or consulting or remain in the corporate world?
Frankly, I have another 30 years until I even consider it, so it's hard for me to even imagine it now. But I do know that it will be hard to just stop working at age 65 and hang it up. Sure, it sounds appealing at this very moment as I sit here wishing I could go home or on an extended vacation, but after 40+ years of contributing at work, that's easier said than done.
Recently, a writer with the Detroit Free Press wrote an article about the growing trend of free-Internet cafes taking the place of office environments. The story ran in a couple of different newspapers, which is obviously a sign that many cities are witnessing this trend.
The writer points to a couple of reasons why more workers are using these cafes as their office spot. Among those reasons include free office space and the influx of coffee shops that are showing up on every street corner. But is this trend productive and cost-effective?
For starters, the coffee craze is popular but expensive. Today, consumers are paying $3 and $4 for a cup of coffee. If you are one who enjoys working in the coffee shop environment, you could be spending $20 a day out of a feeling of obligation to the barista. That's easily $100 a week! You might find that working from home is more cost-effective.
Also, you could be saving gas money by walking to your neighborhood Internet-café as opposed to driving to your office. But are you also missing out on social interaction with your co-workers? This could be a detriment when it comes to raises, promotions and reviews. Your productivity may also be called into question more so than when you are working from home.
As with most things, I think this practice is one best suited to moderation. Every now again, opting for a hot cup of Joe and a nice warm coffee shop instead of a cold commute into the office certainly isn't going to impact your career significantly. Unless of course, you're a financial planner or a lawyer conducting business that should be confidential in a crowded venue. That's a no-no.
What about some of our telecommuting readers? Have you ever stopped into an Internet café and spent your "work at home" day there instead?
If you think that executives who are making larger salaries are satisfied, think again. I ran across a recent blog post on College Recruiter.com about a survey conducted by ExecuNet indicating 48% of executives with an average salary of $221K are dissatisfied, and 52% think they'll leave their company within the next 12 months.
Maybe the Millennial generation of workers has the right idea. There's a lot of research that shows this younger generation of worker is more interested in working a job that they love, even if it means not making as much money. Some focus their career choices on fields that involve the environment, or social work.
Perhaps those of us working the daily grind as an executive, or in a more traditional career on the verge of job burnout, should take a cue from these workers. At the very least, maybe make time for a fun hobby, or utilize that vacation time that's coming to us. As they say, money doesn't necessarily buy happiness. Maybe balancing our personal and work lives does?
According to a Spherion survey, 51% of workers say their personal values are in agreement with their employer's corporate values. How much do reputation and corporate values influence your decision to work for a company?
Without question, one of today's most popular work/life balance benefits is telecommuting or working from home. In fact, our latest Emerging Workforce Study finds that 16% of respondents are currently telecommuting from home one or more days a week.
For those of you who fall into this category, there is a new and incredibly helpful section of CNN's Web site that focuses solely on the subject of telecommuting. It offers tips and "how to's" on everything you can imagine about telecommuting, from setting up your home office to income tax benefits on home office equipment. They also offer up their two cents about the motivations behind telecommuting, such as saving money on gas and spending more time with the family.
We too have explored this subject here on the Big Time. For those of you who may have small children at home, check out our post for tips specific to that situation.
Ah, technology. What would we do without cell phones, email and our PDAs? How about have a good weekend or vacation....
Recently on The Blogging Boss, a post alluded to how many workers are tied to their job, even on the weekend. But if you fall into this category, fear not, Spherion is here to share some insight in to how you can unplug for the weekend.
First and foremost, the more time you can spend catching up on a little R & R, the more refreshed you are to return to work on Monday, and the more productive you will be. If you never leave work, even at home, you will burn out and find yourself quickly disenchanted with your job.
Secondly, plan a fun activity or get involved with a hobby that you find relaxing and enjoyable. Regularly schedule this activity into your weekend plans. If you are someone who gets bored easily, pick out a couple of different activities that you can rotate from one weekend to the next.
Lastly, turn off the cell phone and laptop already! More than likely, you are one of only a few "weekend warriors" still tuned to the office on Saturday and Sunday. It's ok to work on tasks just to "get ahead" every once in a while, but you shouldn't make a habit of it.
As many of you know, we conduct a lot of research on today's workers with our partner Harris Interactive. Since you don't get to see all of that data, I decided to create the Friday Figures series where I will provide a new and different workforce stat each week.
This research is representative of the entire U.S. workforce, so that means you have a part in all of this. So, I want to hear what you think about the data and if you feel you fit in with the majority, the minority or not at all...
This week's statistic is that 33% of workers say that the distinction between their work life and personal life is not clear. First of all, that's completely crazy to me -- 1/3 of us can't distinguish between our work and personal lives? Secondly, what does that say about how technology has impacted our lives? It's not all positive, is it? And third, unrealistic employer expectations are just furthering the problem.
However, we can't put the blame squarely on technology or our employers. We're the only ones that can allow work to take over our personal lives. It's really all about setting boundaries - for ourselves and our employers.
Some thoughts on how to create those boundaries:
- Simply turn off the phone and blackberry.
- Go on a real vacation - without the laptop.
- Tell your boss that you're just not available at 7 a.m. on Saturday.
- Schedule more outings or events after work so you have a reason to leave on time and separate yourself from the office.
As a former member of the 33% club, I can attest to all of this - setting the boundaries really does work. And I am more satisfied, more productive and much less stressed out. Have you been able to solve or prevent this problem? I would be interested in finding out what changes you've made and how they've helped.
On that note, get out there and enjoy your weekend...
I saw an interesting article on the Career Journal site yesterday that got me thinking. The article provided relevant advice for workers who wanted to change careers or fields. I am sure we have all thought about the "what ifs" when it comes to our jobs and careers.
What if I had chosen a better major or studied harder in college?
What if I went back to school?
What if I took the plunge and started my own business?
What if I pursued a contract, temporary or part-time engagement?
What if I made the switch to a career where I could work at something I'm passionate about?
The good news is that it really isn't as hard as you may think. By working for one year or 30, you have experience which can translate to other fields or professions. I always say you should never feel stuck in your current job, your industry or career path. The reality is that we will be working for a good portion of our lives and no one should have to endure '30 years to life' in something they hate doing. What a horrible prospect.
I know a lot of people who've made big changes in their lives, and for the most part, they're very happy they finally did it and wondered why they waited so long. So if you've been thinking about making a change, there's no better time to step up to the plate and do it. The job market is still hot, good talent is hard to find and I bet you'll find yourself in the driver's seat (and a lot happier too).
Stress is a hot topic. We've written about it, studied it, and its connection to job burnout. And we're obviously not the only folks delving into this issue. One of the more interesting posts I've read on this topic appeared recently on Jobacle's blog. The contributor used research from the American Institute of Stress (AIS) that "40 percent of worker turnover is the result of job stress, and some one million workers are absent each workday because of stress-related compliants."
After taking a look at the AIS study, I also found some eye-opening data from a 2000 Integra report stating:
- 12% had called in sick because of job stress
- Over half said they often spend 12-hour days on work related duties and an equal number frequently skip lunch because of the stress of job demands.
- 19% or almost one in five respondents had quit a previous position because of job stress and nearly one in four have been driven to tears because of workplace stress
Clearly, workplace stress is a problem. So the next obvious question is why? What exactly is causing all this stress in the workplace? The AIS site points to several reasons including longer hours in the office, as well as fears about job security and discord with co-workers.
According to another survey by St. Paul Fire and Marine Insurance Company, teamwork and supervision problems were the most consistently and strongly related to burnout, health problems, and performance problems.
So how should employees cope with job related stress? Fist of all, employees are given vacation time for a reason...to take a break from the office. Too many workers have the mindset that they can't take off because their managers will frown upon it, or their job will not be completed correctly without their presence. However, if you are too stressed to complete your work competently, you aren't doing yourself or your company any good.
Also, plan your weekends around doing something you enjoy instead of designated them from household chores or running errands. Weekends should best be used to read a book, go to the beach, or for pure relaxation.
Exercise is also a good stress reliever and helps not only combat stress, but keeps you healthy both physically and mentally.
Last but not least, it is important to remember that your job is just that...a job. If you feel that job stress is becoming too much, then you need to make a conscious effort to focus on relieving stress.
Yes, I know that summer is still a month or two away, but if you're like me, I am already planning my long-awaited (and much deserved if I don't say so myself) vacation. And I feel confident that I'm not alone given Spherion's survey findings that 67 percent of workers planned to take a vacation last summer.
When I think back to my vacation last year, I can't help but also remember the stress, anxiety and frankly, dread, that seemed to hang over my head as I thought about the work that was sure to pile up and await my return. This year, I'm not going to let that happen. Here's how...
I'm going to plan ahead by scheduling my time off well in advance. This will provide me ample time to prepare both at work and at home.
Then, I'm going to alert key contacts that I work with and rely on both within my company and outside clients. I'm hoping that by giving them ample notice of my vacation plans, we can tie up any loose ends or finish any important projects before I jump ship. There is nothing worse than leaving for vacation with an unfinished project waiting in the wings. I know myself, and I'll think about it while I'm away, and dread finishing it when I return.
Using my recruiting expertise, I think I'll recruit a back-up in my department who can handle any emergencies and/or maintain key aspects of my job while I'm away. Most importantly, I will designate this person to act as my contact person, giving them exact instructions as to how and when it is best to contact me (only for true emergencies).
Finally, I'm going to prepare for my return before I even leave by writing down a list of projects or priorities for when I get back to the office. I believe this will help me avoid feeling overwhelmed after my time off. This includes cleaning and organizing my office before I depart.
With any luck this preparation will go a long way in making my retreat an enjoyable and stress-free one. Let me know if anyone out there has any other tips to help vacationing workers relax and refuel.
American Idol is a wildly popular TV program and the subject of much debate in workplaces nationwide. Have you ever gotten into a debate at work over the contestants on American Idol?
The days of staying with one company your entire career are all but over. Most workers stay with one employer for an average two to three years, and then move on. Some career experts say this practice is perfectly acceptable, particularly given that many of today's employers simply expect it. I ran across a recent Brazen Careerist post in which the blogger maintains that staying with one employer for a long time can be "career suicide," giving advice on how candidates can safely change jobs frequently.
I certainly agree with the notion that changing your career frequently is not a career mistake, especially if the move makes sense for you. For example, you find a job at another employer that will provide more opportunities to build your skills sets than your current employer, leading to better career opportunities in the future.
However, I'd argue that staying with one employer for a long period of time can also be the best non-move of your career. Let me qualify... if you have been working your same job for several years without advancement it is probably time to either speak up, or move on. But, if you receive steady increases in job title and salary, and have shaped your skills and developed a specialty, then there is no need to move on.
Through acquisitions and mergers, I have essentially worked for Spherion for more than 20 years, and I haven't looked back. I started out as an entry level recruiter at a small boutique recruiting firm and continued to take on new positions within that organization. Then, we were acquired by Spherion and new opportunities to expand my career presented themselves. Today, I am a Senior Vice President and Group Executive of Professional Services, creating new strategy for our recruitment efforts on behalf of some of largest clients. I have managed to gain the same experience, title changes and salary increases that I may have achieved through ten different companies. Yes, there were growing pains, but at the end of the day, I have achieved my career goals and still feel confident in my status as a viable part of the company.
I am curious to hear how others have handled their career paths, and what tips can you offer as either an employee with longevity, or someone who has job hopped. What's the longest you have ever stayed with an employer? Did it hurt or hinder your career?
Tags: career+advice career+advancement changing+jobs job+jumpers finding+work+you+love finding+the+right+job work+life+balance work+family+balance family+work+balance balancing+family+and+work life+balance
Filed under: 50+ Careers, Accounting & Finance Careers, Brendan Courtney, Career Advice, Hot Topics, Job Search Guidance, Success on the Job, Tech Careers, Temp Work, Work/Life Balance
Posted by Brendan Courtney on March 21, 2007 at 9:29 AM
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In my last post, I talked about a few tools to help candidates research what they are worth before negotiating a salary or a raise. I just ran across an interesting post on Career Solvers that discusses negotiating total compensation packages – meaning not just salary but also the monetary value of any other perks such as health insurance, paid time off, and performance bonuses.
It had some great information in it, including a link to another post on Compensation Blog that references a Bureau of Labor Statistics report called “Survey of Employee Benefits in Private Industry” that all candidates should review before entering a salary negotiation.
As you prepare yourself to negotiate a total compensation packages, you obviously want to address things such as paid time-off and work-life balance options like telecommuting. These are now pretty common benefits that are negotiated as part of the total compensation. But what about perks such as equipment, a car, mileage, or relocation packages?
For example, most sales professionals are on the phone or in their cars for the majority of their work day. With the high price of gas, not to mention wear and tear on your car, it wouldn’t be uncommon to negotiate a company car or generous lease package from your employer.
Furthermore, if your employer has endorsed or even mandated that you telecommute, be sure to negotiate payment for an office home line, cell phone, Internet service, and additional equipment such as a fax machine. These are imperative to complete your job, but not necessarily added expenses for you to absorb.
Think about the responsibilities and/or tools needed of your job as you prepare to discuss a total compensation package.
We all want to get along with our bosses, but what happens when your boss doesn't respect your personal boundaries?
BusinessWeekOnline features a weekly Q&A where readers can ask HR managers advice about job issues. A question recently addressed an issue regarding a boss that calls one of her employees at home after hours to discuss small issues and chat about things that could be discussed at work.
This could be a difficult situation for many employees. You're afraid to risk offending your boss by asking them to stop calling, but you don't want to sacrifice your own time by late night calls from your workaholic supervisor.
The BusinessWeek answer advised the employee to limit the phone call to ten minutes by stating at the beginning that you only have a short time to talk. This could work for a short time, and eventually your boss may get the hint, but without explaining your actions you could risk hurting their feelings. Another idea is to speak directly with your boss, and ask them to reconsider calling you at home. Make sure to explain that you are willing to be available in case of an emergency, but that you have a number of personal responsibilities that require your attention after work and the importance of dedicating your time to those instead of non-emergency business items.
This is a tough situation, and there may not be a right or wrong answer. I would like to know what others' opinions are, and if anyone has had a similar experience and how they handled it.
Well, it's Valentine's Day again and what better time to share some interesting results from our office romance survey. Did you know that as many as 8 million Americans every year enter into an office romance? Not hard to understand why when you consider the sheer number of hours that workers put in at the office, it's a likely place to meet a love interest. I can attest - I met my wife of nearly 4 years at the office, although we didn't start dating until I had left the company... which brings up some interesting issues when it comes to dating coworkers.
Does dating a coworker jeopardize your career? Do you try to keep a relationship secret or formally announce it? What's the company policy? Spherion's latest Snapshot survey looks at these issues and how workers today feel about them. Here's what we found:
Derailing Your Career. According to the Spherion survey, 41 percent of U.S. workers think openly dating a coworker would jeopardize their job security or advancement opportunities.
What's the Company Line? More than half of U.S. workers say their employer does not have a policy regarding workplace romances, and 16 percent say their employer does have such a policy, according to the Spherion survey. Perhaps most noteworthy, nearly one-third of workers surveyed were not sure if their employer has a policy regarding workplace romances.
Mum's the Word. When it comes to secrecy and office romance, Spherion found that 41 percent of workers who had a workplace romance said it was conducted in the open, while 35 percent claimed they kept it a secret.
Cupid's Success Rate at the Office. Among those workers who have had a workplace romance, 30 percent say they dated for several months, 15 percent dated for several years, and one quarter resulted in marriage.
What do you think? Finding romance is great but is it worth jeopardizing a career? Or being the subject of office gossip?
According to a Spherion survey, nearly 40% of workers have had workplace romances, and 25% ended in a trip to the altar. Have you ever had a romantic relationship with a fellow employee? Let us know
A big perk to work-life balance programs is the option for employees to telecommute from their homes. A recent blog post from the organization Future of Work focuses on new technologies that keep colleagues connected from wherever they may be working. They've also written a white paper on the subject.
As a matter of fact, so many employees are used to working outside of the office that they prefer working remotely and find that utilizing the technology available to them to stay connected to the office and their workload is as easy as working in a traditional work environment.
However, there is something to be said for face to face to contact with your colleagues. Can you ever imagine a world in which employers hire workers without ever interviewing them in person at some point? Probably not. That's because in person conversations and interactions provide an important opportunity to interpret body language. At the office, face to face meetings allow for a more open conversation where more may be accomplished than several back and forth emails. Also, face to face contact is still more effective in negotiations and for brainstorming.
I enjoy telecommuting as much as anyone. You can't beat the luxury of getting up during the work week and choosing to answer email in a Virginia Tech t-shirt (ok, shameless plug) and a pair of jeans, rather than a suit. However, for me, this luxury only makes sense a few times a month. While I certainly am productive working from home thanks to an influx of collaboration technologies, I still enjoy and need the in person interaction and workplace camaraderie that can't be replaced by any technology.
I am interested to hearing others weigh in on their own experience.
I am always pleased when an industry leader "gets it." In this case, I'm referring to David Shaw, founder of Knightsbridge Human Capital Solutions and former president of Pepsi Cola Canada. Shaw was recently featured in a Toronto Globe and Mail article, which was also the subject of a For Immediate Release podcast I recently heard. Throughout the article, Shaw contends that organizations will have to make serious changes to the way they recruit and retain top talent in light of the upcoming talent shortage, including offering more flexible schedules, telecommuting options, phased retirement to retain older workers and more focus on work/life balance.
This is all music to our ears here at Spherion because we've been espousing the very same advice for years. In fact, we've conducted significant research on this topic in order to track the effects of the talent shortage, better pinpoint what employees want and need from their employers, and how companies can align their retention efforts with those. Here is bit of what we've found.
We're already seeing signs of the labor shortage:
- 23 percent of companies are already dissatisfied with the talent available.
- One-third of HR managers mention turnover/retention as a key concern.
- On average, employers expect 14 percent of their workforce to leave within the next year.
- 31 percent of workers believe there is a turnover or retention problem at their company, and 39 percent of workers themselves expect to leave in the next year.
- Less than half (44 percent) of workers believe their company is taking steps to retain its employees.
Next, when it comes to retaining talent there is no magic bullet. It is important to note that the order of importance of retention factors will shift and re-shift as the economy changes and workplace values evolve. For example, in our 1999 Emerging Workforce Study, Spherion found "training and development" to be a particularly high influencer on retention among workers. This may have been driven by pressure to gain the right skills for the digital age. Today, we have entered an age of compensation deflation, where little or no pay increases and rising benefit costs characterize the employment marketplace. Consequently, basics such as compensation and benefits have moved up as a concern for today's employees.
However, what's most alarming is the large disconnect between what employers believe their workers want in order to stay with the company, and what employees identify as retention factors. Take a look...
DRIVERS OF RETENTION Employers' View Employees' View 1. Management Climate 1. Financial Compensation 2. Supervisor Relationship 2. Benefits 3. Culture & Work Environment 3. Time & Flexibility 4. Benefits 4. Growth & Earnings Potential 5. Growth & Earnings Potential 5. Management Climate 6. Training & Development 6. Supervisor Relationship 7. Financial Compensation 7. Culture & Work Environment 8. Time & Flexibility 8. Training & Development |
Employers and employees wholeheartedly disagree on what drives retention. In fact, employers and employees ranked every factor of retention differently in terms of priority. The most concerning of which relates to time and flexibility. Work/life balance was the most important career priority for 86 percent of workers surveyed. It is ranked first on the employees list of retention drivers after standard priorities salary and benefits. Employers on the other hand ranked time & flexibility last among all factors relating to retention of employees.
Shaw was right on the mark when he said employers must make serious changes to the way they recruit and retain workers.
We have received a lot of questions asking for our collective opinion on a story that recently appeared in BusinessWeek entitled, Napping Your Way to the Top. The story features a Q&A with sleep scientist Sara Mednick in which she praises the midday work nap as a natural productivity booster.
I think we first need to address the work-related conditions contributing to America's endemic lack of substantive sleep. In a business environment where connectivity is key and more workers are tethered to the office via their various "smart" gadgets, there is no such thing as leaving your stressful workday at the office. Nowadays, a "bad day at the office" follows you home and taunts you with incessant bleeps and blinks. It's no wonder we aren't getting enough sleep. Employers and employees alike must decide for themselves when their individual work day ends and leave work AT work.
Since that isn't always possible, we would agree that ANY form of (legal) workday rejuvenation, be it a "venti" java from Starbucks, a run around the block or yes, a quick power-nap is A-OK. The fact of the matter is, tired workers make for tired companies. A recent survey of a Global 500 organization's workforce by wellness program consultancy Vielife, showed that surveyed employees were ineffective an average 25% of their time at work as a result of preventable health risks caused by poor eating and sleeping habits. This loss in productivity was costing the organization approximately $2,800 per employee every year.
So, while we first recommend addressing the larger issues keeping you up at night, we can't argue with the business case for letting workers catch some Z's during their lunch hour.
Q: Every year around this time I start to stress over what to get my boss for the holidays. I never know what is appropriate, how much to spend, or whether I'm even expected to give a gift. Have any advice?
Submitted by Nicki Elis, San Francisco, California
A: Dear Nicki,
You are not alone! "The season of giving" often sparks a wave of workplace anxiety. The queen of etiquette herself-Emily Post-suggests it is not necessary to give your boss a gift for the holidays, saying: "Generally, no. It could easily be perceived as trying to win favor. However, a pooled gift from you and other employees that isn't too expensive or personal is fine."
While this is sage advice, some workers already have a tradition of giving their boss an individual gift, or work in a small office where pooling is not an option. In these cases, keep your gift simple but professional-now is not the time to purchase boxers or perfume. Instead, fruit, candies, coffees or food baskets are always safe bets, as are work-related gifts such as a nice pen, business card holder or portfolio. And you can't go wrong with an easy-to-use gift certificate to a local department store, movie theater, bookseller or restaurant.
In terms of cost, don't go overboard. A good rule of thumb is to keep your purchase well under $25. Remember that it truly is the thought that counts-not what you spend. Happy holidays!
As someone who has worked from home in the past, I read with interest a recent Workerette post about running a home office. The blogger gives some great suggestions about working from home effectively such as setting up your office so it feels like one, avoid staying in your pj's, and install a separate phone line. These were all tactics I employed when running a home office, however, I had another interesting challenge on my hands - small children. During my work-from-home stint, my two-year old son was also home, which brings me to my additional advice for those in similar situations.
- Invest in a good phone that has a "hold" button, and more importantly, a "mute" function.
- Establish rules (as best you can) for everyone in the household - if the door is closed, Daddy or Mommy is working and shouldn't be bothered. That is, unless someone needs to take a trip to the ER.
- To help make following this rule a bit easier on your child(ren), minimize your trips to the rest of the house. Make sure you grab your drinks, go to the restroom, etc. before you begin your day.
- Install a separate phone line and use it. There were a few times I inadvertently gave colleagues my home number only to have my son pick up another phone in the house to offer his two cents - something like "Me watching Wiggles."
- Try to schedule conference calls around nap times, particularly ones that you are leading or are expected to participate frequently. This minimizes stressing out if you can hear your son or daughter having a meltdown and worrying that everyone else might be unwilling witnesses as well.
After finally perfecting my home office environment, I will say that there were tremendous benefits to working from home. I was incredibly productive and at the same time, was able to swap time previously spent commuting with a little quality family time.
Q: I love my job but I hate going to work everyday because I don't get along with a coworker. What can I do??
Submitted by Deanna Guless, Biloxi, Mississippi
A: Dear Deanna,
The good news is that you enjoy what you do-something many workers can't claim and yet which may be the key to overall job satisfaction. I understand how bothersome it can be when you and a coworker don't get along, but here are some tips that can help you develop a better relationship.
First, you've probably identified what you don't like about this person, but have you looked for their positive qualities? By shifting your focus to the good things about them you may learn to respect them more.
Second, pump up the volume when it comes to kindness. Sometimes the happier and more pleasant you are, the harder it is for a person to be negative or unpleasant to you.
Third, if these approaches just aren't working, try minimizing your interaction. For example, use emails to avoid face-to-face discussions. As a last resort, you can always ask to be reassigned to another area or team.
Most importantly, remain positive! An upbeat attitude is appreciated by everyone around you, and will help keep you focused on the things you love about your job.
Silicon Valley is humming again and starry-eyed entrepreneurs pre-occupied with finding a Homecoming date during the last dot-com boom are fielding multi-million dollar offers for their Widget 2.0. To those younger workers waxing nostalgic for 1999, hoping to eschew suits for sneakers by finding a job at the next MySpace or YouTube (and there are MANY to choose from), remember this: a perk is not a benefit.
Hip Internet companies of all sizes are known for perks like foosball conference tables, nap rooms and even on-site wet bars, but all the perks in the world won't help you pay for health insurance or build a retirement savings.
While more small businesses are offering some kind of healthcare plan to employees (71% up from 54% last year according to a recent American Express survey), a 2005 Union Bank of California study found that 75% of small businesses offered no retirement benefits at all, because they tend to be rather costly.
Perks are great, there's no doubt about it , but having worked for a company that had a vintage Pac-Man machine in the "brainstorm nook" won't be quite as cool when you're 70. So go for the fun companies, just make sure you're being taken care of in ways that matter in the long-term.
Two types of interviews require some specialized preparation if you want to ace ‘em – the phone interview and the often dreaded lunch interview. A few career experts in the industry have recently offered up some good advice on phone interview tips. Jeff Bosco’s post discusses 8 useful tips , and you can also check out the blog post Creative Work at Home for more on phone interview etiquette.
But how do you handle being pelted with questions while trying to avoid getting lettuce stuck in your teeth? Lunch interviews can be nerve-racking. On the flip side, if you’re asked to do one, chances are you’re being seriously considered for the position. Now it’s your job to pass (and I don’t mean pass the bread).
Generally speaking, you should follow the rules of traditional interviews, such as be on time, dress appropriately, etc. But add table manners – put your napkin in your lap, don’t put your elbows on the table, and for goodness sake, it’s important to talk about your experience and skills but just don’t do with your mouth full of bruchetta.
Make it easier on yourself and don’t order messy food.
And just because they’re likely to pick up the tab, it doesn’t give you the green light to order filet mignon. If you’re ordering first, choose something of moderate price range. If others are ordering before you, follow their lead.
Speaking of following their lead, this is a good rule of thumb in general. Whether it is ordering alcohol or determining the tone of the interview, take cues from them.
Follow these rules and you just might get your cake and eat it too.
Asking your employer or prospective boss for work/life balance options can be difficult. However, as a recent article in Employment Digest suggests, asking for concessions, such as a flexible schedule, early on in the hiring process can be well received by potential employers. I’d agree that being honest about your work/life balance objectives from the get go is good practice. But even if you are already in a job you love but lack the work/life balance you desire, I suggest you try asking for it.
Scared? Many workers are. But you shouldn’t be. More and more companies are beginning to understand that valuable, talented workers are growing scarce, and that honoring the work/life balance wishes of its workers is far better than risking losing them. So, consider these helpful tips, and go for it!
Before you ask, formulate a clear idea of what you need, how you propose to achieve it (i.e. flexible hours) and how to implement it.
Make sure you know what policies already exist, what initiatives may have failed in the past, and most importantly, be armed with examples of organizations that have successfully instituted work/life balance programs.
Address any business implications that may result from your proposal such as impact on productivity, employee morale, job satisfaction, etc. There are numerous studies that illustrate the financial benefit to companies that utilize work/life balance programs.
If you present your case and your boss still appears hesitant, suggest a trial period where you can both try out your new arrangement. If you are both happy with the results, then make it a permanent gig.
Net net is this, don’t assume that just because work/life balance programs don’t exist at your company that they aren’t something your employer would consider. If you don’t ask, you’ll never get what you want and need.
Recently, I listened to a Monster webcast on Gen “Y” and heard about the top priorities this generation is looking for in their careers…. It struck me how, in many ways, mature workers are similar to Gen “Y” in what they want from work.
Similarities “Y” “Matures”
* Fewer Hours Yes Yes
* Flexible Work Arrangements Yes Yes
* Meaningful Responsibility Yes Yes
* Make a Real Contribution Yes Yes
* Work/Life Balance Yes Yes
* Training to Upgrade Knowledge Yes Yes
Differences
It seems to me that one of the main differences between generations is that the “Y” generation expects these priorities to be met and mature generations simply hope for these priorities to be met. Take some advice from Gen “Y” and raise your expectations!
Job burnout is no doubt a real concern these days. So it’s no wonder the blogosphere is filling up with commentary and opinions about where we all went wrong. And I’m jumping on the bandwagon. Two recent blog posts caught my eye regarding this issue.
A post on myITform’s blog references a recent study by Careerbuilder.com which found over 75% of respondents felt job burnout. The blog’s author goes on to reference his own research on the topic attributing some of job burnout to the increased number of hours Americans work.
On an about.com career planning page, it references the Miriam-Webster definition of burnout as "exhaustion of physical or emotional strength or motivation usually as a result of prolonged stress or frustration." The most important word in that definition is “prolonged.” The article goes on to list possible causes of job burnout, including working harder because of leaner staffs, working hard without being rewarded and not having enough time away from work.
The bottom line is this – burnout by its own definition is when a worker experiences stress or frustration for a prolonged period of time. Employers can quite easily curb the prevalence of job burnout by making the environment at work less stressful by rewarding hard workers and providing the tools necessary to get their jobs done. It’s that simple. Yet in our own research, we found that only half of workers feel they have adequate resources to get their jobs done. And how many studies must be conducted before employers begin to acknowledge that work/life balance initiatives pay off in both employee morale and productivity?
However, employees themselves also need to take some ownership over their own job burnout. If you are experiencing prolonged stress because you aren’t being rewarded for working hard, I am here to tell you that it’s time to move on. Any employer, in this market, that doesn’t recognize the value of a hard worker doesn’t deserve to keep you.
And, when I see our own research indicating nearly one-third of workers are either unsure or don’t plan to take a vacation this summer, it begs the question – are these the same workers that are feeling the effects of job burnout?
Sadly, the prognosis for this problem ailing U.S. workers doesn't look good - not when employers are slow to take corrective actions and our own workers don't take the breaks they so desperately need.
