The Power of Conversational Interviews

In the world of hiring and recruitment, job interviews have long been the traditional method for assessing candidates’ suitability for a role. While resumes and cover letters provide valuable information about an individual’s qualifications and experiences, conversational job interviews have emerged as a powerful tool to truly understand a candidate’s potential. By engaging in meaningful conversations, employers can uncover key insights, assess cultural fit, and discover hidden talents that may not be evident on paper. In this blog post, we explore the transformative power of conversational job interviews and why they are becoming increasingly popular in the hiring process.

Beyond the Resume: Uncovering the Person

Resumes serve as the initial screening tool for employers, allowing them to shortlist candidates based on their qualifications and experience. However, they often provide a limited perspective on an individual’s capabilities, failing to capture their personality, communication skills, problem-solving abilities, and cultural fit. Conversational job interviews bridge this gap by offering a platform for candidates to showcase their authentic selves.

Through interactive discussions, employers can gain insights into a candidate’s thought process, how they approach challenges, and how they communicate and collaborate with others. By observing their demeanor, listening skills, and ability to articulate ideas, employers can assess their potential to fit within the company culture and work effectively with existing teams.

Unleashing Creativity and Problem-Solving Skills

Conversational interviews are particularly effective in evaluating a candidate’s creativity, critical thinking, and problem-solving skills. Traditional interviews often rely on hypothetical scenarios or case studies, which can feel detached from real-world situations. On the other hand, conversational interviews create an environment for candidates to think on their feet, express their ideas, and engage in dynamic discussions.

These interviews often involve open-ended questions that require candidates to analyze problems, propose solutions, and defend their choices. By providing a platform for free-flowing conversation, employers can assess a candidate’s ability to think critically, adapt to changing circumstances, and approach challenges with creativity. Such interactions offer a more accurate glimpse into how candidates might handle complex tasks and contribute to the organization’s growth.

Assessing Cultural Fit

Cultural fit has gained prominence in recent years as organizations recognize the importance of creating cohesive and collaborative teams. Conversational job interviews provide valuable opportunities to assess how well a candidate aligns with the company’s values, mission, and work environment.

By engaging in open-ended conversations, employers can explore a candidate’s personal values, motivations, and aspirations. They can delve into their experiences, seeking stories that highlight their ability to work in diverse teams, handle conflicts, and adapt to new environments. These insights enable employers to make informed decisions about whether a candidate will thrive within the company’s unique culture and contribute positively to the team dynamics.

Creating a Positive Candidate Experience

Job interviews are not solely about assessing candidates; they also contribute to shaping the candidate experience. Conversational interviews, with their more relaxed and interactive nature, can create a positive impression of the company and its commitment to fostering meaningful connections.

When candidates feel genuinely engaged in conversation, they are more likely to open up, share their experiences, and express their true potential. This approach fosters a sense of trust and respect, leaving candidates with a favorable impression of the company regardless of the final hiring decision. Additionally, by allowing candidates to participate actively in the discussion, employers demonstrate that they value their input and opinions, reinforcing a culture of inclusivity and collaboration.

Conclusion

Conversational job interviews have proven to be a powerful tool for employers seeking to uncover a candidate’s potential beyond what is presented on paper. By engaging in meaningful conversations, employers can assess a candidate’s communication skills, problem-solving abilities, and cultural fit. Moreover, conversational interviews offer a positive candidate experience, leaving individuals with a lasting impression of the company’s values and commitment to fostering meaningful connections.

While resumes will always be an important part of the recruitment process, embracing conversational job interviews can unlock hidden talents, foster creativity, and ultimately lead to better hiring decisions. By recognizing the power of conversation, employers can ensure that they are not just hiring based on qualifications but also selecting individuals who bring the right skills, mindset, and cultural fit to contribute to their organization’s success.

Leading with Empathy

In today’s fast-paced and competitive world, effective leadership requires more than just technical skills and strategic thinking. It demands the ability to connect with and understand the emotions of others. This is where leading with empathy comes into play.

What is Empathy?

Empathy is the capacity to recognize, understand, and share the feelings of others. It goes beyond sympathy, which is merely acknowledging someone’s emotions, and delves into genuinely comprehending and experiencing them. Empathy involves putting yourself in someone else’s shoes, seeing things from their perspective, and responding with compassion.

The Benefits of Leading with Empathy

Leading with empathy can yield numerous benefits for both leaders and their teams:

  1. Enhanced Communication: Empathetic leaders actively listen to their team members, validate their feelings, and respond with understanding. This fosters open and honest communication, encourages trust, and creates an environment where everyone feels heard and valued.
  2. Increased Engagement: When leaders show empathy, they create a sense of psychological safety within the team. This, in turn, leads to increased employee engagement, as team members feel more comfortable expressing their opinions, ideas, and concerns without fear of judgment.
  3. Improved Collaboration: Empathy promotes collaboration by facilitating effective teamwork and cohesive relationships among team members. Understanding and acknowledging each other’s emotions helps to build stronger connections, foster mutual respect, and promote a shared sense of purpose.
  4. Better Decision-Making: Empathetic leaders consider the feelings and perspectives of all stakeholders before making decisions. This holistic approach helps to gather a broader range of ideas and insights, leading to more informed and well-rounded decision-making.
  5. Enhanced Employee Well-being: When leaders prioritize empathy, they create a positive work environment where individuals feel supported, respected, and valued. This contributes to higher job satisfaction, reduced stress levels, and improved overall well-being among team members.

How to Lead with Empathy

Leading with empathy is a skill that can be developed and honed. It is crucial for leaders to recognize the importance of understanding and connecting with their team members on a deeper level. Empathy allows leaders to create a supportive and harmonious work environment, where individuals feel valued and appreciated.

Here are some practical ways for leaders to cultivate empathy and enhance their ability to lead with compassion:

1. Active Listening: Take the time to truly listen to your team members. Show genuine interest in their thoughts, concerns, and experiences. Pay attention to both verbal and non-verbal cues, and avoid interrupting or judging. This fosters a sense of trust and encourages open communication.

2. Put Yourself in Their Shoes: Try to see things from your team members’ perspectives. Imagine how they might feel in a given situation and consider the challenges they may be facing. This will help you develop a better understanding of their needs and concerns.

3. Practice Empathetic Communication: Use language that shows empathy and understanding. Acknowledge and validate others’ emotions, providing them with reassurance and support. Avoid using dismissive or judgmental language, as this can create barriers to effective communication.

4. Encourage Feedback: Create an environment that welcomes feedback and encourages open dialogue. Regularly seek input from your team members and actively consider their suggestions and concerns. This demonstrates that their opinions are heard and valued.

5. Build Relationships: Take the time to build meaningful relationships with your team members. Show genuine care and interest in their personal and professional growth. By fostering strong connections, you can better understand their strengths, weaknesses, and aspirations.

6. Lead by Example: Be a role model for empathy and compassion. Demonstrate kindness and understanding in your interactions with others. Your actions will set the tone for the entire team and encourage them to adopt a more empathetic approach.

Summary

Leading with empathy in leadership is crucial in today’s fast-paced world. Empathy goes beyond sympathy and involves recognizing, understanding, and sharing the feelings of others. The benefits of leading with empathy include enhanced communication, increased engagement, improved collaboration, better decision-making, and enhanced employee well-being. Leaders can cultivate empathy by actively listening, putting themselves in others’ shoes, practicing empathetic communication, encouraging feedback, building relationships, and leading by example. By consistently practicing these strategies, leaders can create a positive work culture that promotes trust, understanding, and collaboration.

The Power of Stay Interviews

Employee turnover can be a significant challenge for organizations of all sizes. Losing valuable employees not only impacts productivity but also adds recruitment and training costs. In this context, businesses are increasingly recognizing the importance of stay interviews as a powerful tool to improve employee retention.

What Are Stay Interviews?

A stay interview is a proactive approach taken by organizations to engage with their existing employees and understand their needs, motivations, and concerns. Unlike exit interviews, which are conducted when employees are already leaving the organization, stay interviews aim to identify potential issues before employees become disengaged or decide to move on.

Why Are Stay Interviews Important?

Stay interviews can provide organizations with valuable insight into the factors that contribute to employee satisfaction and retention. By regularly conducting stay interviews, employers can:

  1. Identify and Address Concerns: Stay interviews allow employers to identify any dissatisfaction or potential issues early on. By addressing these concerns promptly, organizations can prevent employees from becoming disengaged or seeking opportunities elsewhere.
  2. Improve Employee Engagement: By actively seeking feedback and showing genuine interest in employee perspectives, organizations can foster a culture of open communication and increased employee engagement. This, in turn, leads to higher levels of productivity and job satisfaction.
  3. Enhance Retention Strategies: Through stay interviews, employers can understand what motivates their employees and what the organization can do to retain them. This information can inform the development of targeted retention strategies, such as customized career development plans or improved work-life balance initiatives.
  4. Boost Employee Morale: Stay interviews demonstrate that employers value their employees’ opinions and are committed to their professional growth and well-being. By actively involving employees in shaping their work environment, employers can boost morale and build stronger relationships with their teams.

Tips for Conducting Effective Stay Interviews

To make the most of stay interviews, organizations should follow these best practices:

1. Prepare Thoughtful Questions: Before the interview, take the time to prepare a list of thought-provoking questions that will encourage employees to open up and share their thoughts. Ask about their career goals, satisfaction with their current role, work-life balance, and any suggestions they may have for improving the workplace.

2. Create a Safe and Supportive Environment: It’s crucial to create a safe space where employees feel comfortable expressing their opinions and concerns. Assure them that their feedback will be valued and kept confidential. This will foster open and honest conversations during the stay interview.

3. Actively Listen: During the interview, practice active listening to demonstrate that you genuinely care about what the employee has to say. Avoid interrupting or dismissing their thoughts. Listening attentively will make employees feel heard and validated.

4. Take Action: The purpose of stay interviews is not just to gather feedback but also to take action based on the insights gained. Develop an action plan to address the concerns and suggestions raised by employees. Communicate the steps taken to show that their feedback is valuable and leads to positive change.

5. Regularly Follow Up: Stay interviews should not be a one-time event. Schedule regular check-ins to follow up on the progress made and address any ongoing concerns. This continuous engagement will help build trust and ensure that employees feel supported and heard.

By implementing these tips, you can conduct effective stay interviews that will strengthen the bond between your organization and its employees, leading to improved employee satisfaction and retention.

Summary

Stay interviews are proactive conversations between employers and employees aimed at improving retention. Unlike exit interviews, which are conducted when employees are leaving, stay interviews identify potential issues before they lead to disengagement or job change. They provide valuable insights into employee satisfaction and retention. By addressing concerns, improving engagement, enhancing retention strategies, and boosting morale, organizations can strengthen their relationship with employees. The key to effective stay interviews is preparing thoughtful questions, creating a safe environment, actively listening, taking action on feedback, and regularly following up. These practices contribute to improved employee satisfaction and retention.

Avoid These Common Mistakes When Job Seeking

Searching for a new job can be a challenging and stressful process. From crafting a compelling resume to preparing for interviews, job seekers often find themselves facing numerous obstacles along the way. While there is no secret recipe for guaranteed success, being aware of common pitfalls can significantly increase your chances of landing that dream job. In this blog post, we’ll highlight some of the most common mistakes made by job seekers and provide guidance on how to avoid them.

1.) Neglecting to tailor your resume and cover letter:

One of the biggest mistakes job seekers make is sending out generic resumes and cover letters to multiple employers. Hiring managers receive countless applications, and if yours fails to stand out, it may get lost in the shuffle. Take the time to customize your application materials for each position you apply for in order to maximize your chances of success. By highlighting relevant skills and experiences that directly align with the job requirements, you can demonstrate your genuine interest in the role and increase the likelihood of being noticed.

The effort you put into personalizing your application shows a dedication to the hiring process and makes you a strong candidate for the position. Remember that a tailored approach can make all the difference in catching the attention of recruiters and landing the job you desire!

2.) Failing to research the company:

Another common mistake is neglecting to properly research the company to which you are applying. Hiring managers truly value candidates who demonstrate a sincere interest and understanding of the organization. It’s essential to conduct a thorough investigation of the company’s mission, values, culture, recent accomplishments, and any other pertinent details.

This knowledge will not only allow you to customize your application, but it will also enable you to ask insightful questions during interviews, thereby showcasing your readiness and enthusiasm. Taking the time to thoroughly understand the company will greatly enhance your chances of success.

3.) Lack of networking:

Many job seekers underestimate the power of networking. Building professional connections can significantly expand your job opportunities. It is crucial to attend a variety of industry events, such as conferences, seminars, and workshops, as they provide excellent networking opportunities. Joining relevant professional groups or organizations related to your field is also highly recommended. Networking through online platforms like LinkedIn can be an effective way to connect with professionals in your industry.

Cultivating meaningful relationships with professionals can lead to valuable insights, recommendations, and potential job leads. By continuously expanding your network, you increase your chances of tapping into the hidden job market, where numerous positions are filled through referrals even before they are publicly advertised.

4.) Poor interview preparation:

Acing the interview is crucial, but many job seekers stumble due to inadequate preparation. Researching common interview questions, practicing your responses, and gathering relevant examples that showcase your skills and accomplishments can greatly enhance your chances of success. It is also essential to familiarize yourself with the company’s interview process, dress code, and the names and roles of the individuals you will be meeting. Moreover, preparing insightful questions to ask the interviewer will not only demonstrate your interest and engagement but also leave a lasting positive impression. Remember, confidence and thorough preparation are key to acing the interview.

5.) Ignoring online presence:

In today’s digital age, your online presence can significantly impact your job prospects. It is crucial to acknowledge and recognize the importance of cultivating a strong and positive digital image. Considering that many employers conduct thorough online research before finalizing a hiring decision, it is imperative to invest time and effort into curating your social media profiles, particularly LinkedIn, to reflect your professional persona accurately. Furthermore, it is advisable to consistently update your LinkedIn profile with relevant skills, experiences, and noteworthy accomplishments.

Apart from LinkedIn, it is beneficial to conduct a comprehensive review of your privacy settings on other platforms to ensure that any inappropriate or unprofessional content remains hidden from potential employers. Remember, maintaining a polished and professional online presence can enhance your chances of securing employment opportunities in today’s competitive job market.

Summary


Navigating the job market can be daunting, but avoiding common mistakes can set you apart from other candidates. By tailoring your application materials, conducting thorough company research, actively networking, preparing for interviews, and maintaining a professional online presence, you’ll enhance your chances of securing that desired job. Remember, every interaction is an opportunity to leave a positive impression and showcase your skills, enthusiasm, and professionalism. With a strategic approach and continuous improvement, you’ll be well on your way to career success. Good luck!

Work-Life Integration

In today’s fast-paced and interconnected world, the lines between work and personal life have become increasingly blurred. Traditional concepts of work-life balance are giving way to a new paradigm known as work-life integration. This approach acknowledges that work and personal life are not competing priorities but rather complementary aspects of a person’s overall well-being. In this article, we will explore the concept of work-life integration and provide practical tips on how to achieve it.

Understanding Work-Life Integration

Work-life integration is a holistic approach that seeks to harmonize work, personal life, and other commitments into a cohesive whole. Unlike the traditional model of work-life balance, which aims for strict separation between work and personal time, work-life integration encourages individuals to embrace fluidity and flexibility. It recognizes that work and personal responsibilities often intertwine and encourages finding a sustainable rhythm that allows individuals to fulfill their professional and personal goals simultaneously.

Benefits of Work-Life Integration

Embracing work-life integration can have numerous benefits for individuals and organizations alike. Here are some key advantages:

Enhancing Productivity and Engagement

When individuals have the flexibility to align their personal and work responsibilities, they can better prioritize their tasks and optimize their energy and focus. This increased autonomy leads to enhanced productivity and engagement, as individuals can find a working style that suits their unique needs and preferences.

Promoting Overall Well-being

Work-life integration recognizes that personal well-being directly impacts professional performance. By allowing individuals to take care of personal responsibilities and pursue their passions, work-life integration promotes a healthier work environment. Combining work and personal goals in a balanced way helps reduce stress and enhances overall well-being.

Fostering Creativity and Innovation

The integration of work and personal life can lead to fresh perspectives and innovation. When individuals have the freedom to pursue personal interests and hobbies, they bring a broader range of experiences and ideas to their work. This diverse perspective can spark creativity and contribute to problem-solving and innovation within the workplace.

Strategies for Achieving Work-Life Integration

While work-life integration sounds appealing, it can be challenging to navigate without proper strategies and boundaries. Here are some practical tips to help you achieve work-life integration:

1. Prioritize and Set Boundaries: Begin by identifying your priorities and setting boundaries. Determine what truly matters to you, both personally and professionally. Then, establish clear boundaries to ensure that your time and energy are allocated appropriately.

2. Time Management: Effectively managing your time is essential for work-life integration. Practice prioritization and create a schedule that includes dedicated blocks of time for work-related tasks, personal activities, family commitments, and self-care. This way, you can ensure that each aspect of your life receives the attention it deserves.

3. Flexible Work Arrangements: Seek opportunities to negotiate flexible work arrangements with your employer. Whether it’s working remotely, adjusting your work hours, or exploring part-time options, flexibility can significantly enhance your ability to integrate work and personal responsibilities.

4. Delegate and Outsource: Learn to delegate tasks and responsibilities whenever possible. By outsourcing certain activities or enlisting the support of others, you can free up valuable time and energies that can be invested in other areas of your life.

5. Practice Self-Care: Make self-care a non-negotiable priority. Engage in activities that recharge and rejuvenate you, such as exercise, hobbies, or spending quality time with loved ones. Taking care of yourself enables you to bring your best self both to your work and personal life.

6. Foster Supportive Relationships: Cultivate meaningful connections and surround yourself with a support network. Having a strong support system can provide emotional support, guidance, and assistance when challenges arise, thus helping you navigate work-life integration more effectively.

7. Mindfulness and Work-Life Boundaries: Practice mindfulness techniques that can help you maintain a healthier work-life balance. Engage in activities such as meditation, deep breathing exercises, or journaling to cultivate present-moment awareness and establish clear work-life boundaries.

By implementing these strategies, you will be well on your way to achieving work-life integration.

Summary

Work-life integration is a new approach that aims to harmonize work, personal life, and other commitments into a cohesive whole. It encourages flexibility and acknowledges that work and personal responsibilities often intertwine. Embracing work-life integration has several benefits, including increased productivity and engagement, promotion of overall well-being, and fostering creativity and innovation. To achieve work-life integration, individuals should prioritize and set boundaries, practice effective time management, seek flexible work arrangements, delegate and outsource tasks, prioritize self-care, foster supportive relationships, and practice mindfulness to establish clear work-life boundaries.

8 Qualities Shared by Top Companies

What are the qualities shared by top companies? Additionally, what is it about them that makes them a top place to work? How are they different from others in the same industry?

Three major organizations that put out annual lists of “top companies to work for” are Forbes, Fortune, and Glassdoor. Seen below are the criteria and methodology used by each to make these lists:

Forbes

Through surveys Forbes gathers responses against the following criteria:

  • Willingness to recommend their own employers to friends and family
  • How their current employer compares to other employers in the industry
  • Company image
  • Economic footprint of the company
  • Talent growth and development
  • Diversity and Inclusion
  • Social responsibility

Fortune

Also through surveys, Fortune gathers responses against the following criteria:

  • 85% of the survey is an evaluation of trust and opportunity to reach their full human potential
  • The remaining 15% covers:
    • Daily experiences of company values
    • Ability to contribute new ideas
    • Leadership effectiveness

Glassdoor

Unique to Glassdoor, current and past employees can rate a company against the following criteria at any time:

  • Culture & Values
  • Diversity & Inclusion
  • Work/Life Balance
  • Senior Management
  • Compensation & Benefits
  • Career Opportunities
  • Also gathered is information on
    • CEO approval
    • The outlook of the business
    • If they would recommend the company to a friend.

Top Companies Appearing on Multiple Lists

  • Microsoft
  • Apple
  • Adobe
  • Hilton
  • Wegmans Food Markets
  • Cisco
  • Salesforce
  • Stryker
  • Hubspot
  • Delta Airlines  

8 Qualities Shared by Top Companies

Looking over these top companies, we see that they share a common set of qualities. These qualities include:

Competitive Pay & Benefits

Naturally, companies need to provide the pay and benefits needed to meet the team’s needs. It’s important to note that top companies always keep their pay and benefits competitive. In fact, they often lead the market in these areas to attract the best talent.

Work/Life Balance

Top companies understand the importance of balancing life and work. They also make space for people to tend to the other things in life that are important. They make sure to give enough time to recharge during evenings and weekends.

Stability

There is peace of mind that comes from knowing your job/company is stable. To create a great culture the team needs to feel this staying power is there.

Culture & Values

Another feature of high-performing cultures is that they are the result of an engaged culture. Also, these companies create environments where team members want to come to work. These team members are committed to the organization’s values and goals.

Diversity & Inclusion

At top companies; all are welcome. Another way to put it is that you can bring your “whole self” to work every day. Also, you know that your unique contribution will be valued and celebrated. Both the workforce and leadership reflect the communities they serve.

Opportunity to Grow & Develop

A top concern for team members is the opportunity to grow and develop. It’s understood that learning is a strong pathway to raising engagement. Great companies want to keep their team learning and engaged.

Altruistic Purpose

Additionally, companies with highly engaged workforces have an altruistic purpose. They exist for something bigger than profits. Also, their team members live and breath that purpose.

Trust in Leadership at all Levels

Team members need to know that senior leadership cares about them. Trust in leadership at the lower levels is also critical. All leaders need the skills to lead the people and manage the business. 

How Top Companies Perform

Top companies have highly engaged workforces. This means that on average these companies are:

  • 21% more profitable
  • 17% more productive
  • And see revenue increases 4x as fast as the competition

Learn more about why employee engagement matters HERE.

Summary

There are 8 qualities shared by top companies, these include:

  • Competitive Pay & Benefits
  • Work/Life Balance
  • Stability
  • Culture & Values
  • Diversity & Inclusion
  • Opportunity to Grow & Develop
  • Altruistic Purpose
  • Trust in Leadership at all Levels

Many companies considered “top places to work,” are within the technology, travel, and retail industries. These companies have created cultures that motivate their team members to reach their highest potential. I talk more about how this can be done HERE.

Additionally, top places to work are more profitable and productive than the competition. Employees are more likely to want to work there and less likely to leave. They are also more willing to put in extra effort while on the job. It’s worthwhile to cultivate these things as a business. Similarly, for individual job seekers it’s worthwhile to seek out these kinds of workplaces.

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What are the 5 Stages of Burnout?

Burnout can creep up on the best of us. You start a new job or project, realize that it’s going to be a challenge and buckle in eager to crush it. Slowly your motivation starts to slip away and the stress of your undertaking sets in. Your usual coping mechanisms – eating well and working out after work – are replaced by vending machine snacks and late nights at the office, catching a few Z’s when and where you can. Eventually, it becomes hard to get out of bed in the morning and go to your job, and all that motivation and energy you once had has melted away.

Does this sound like you? Because it sounds a lot like where I’ve been in the past.

The 5 Stages of Burnout

Stage 1: Honeymoon Phase

When we start a new job or project, we are often excited, energized, and committed to proving ourselves. This stage is characterized by creativity, high productivity and a big dose of optimism. As the stress starts to build, you’ll need positive coping mechanisms to stay in this stage.

Stage 2: Onset of Stress

Stress begins to manifest physically, emotionally, and mentally. Anxiety, fatigue, headaches, irritability, lower productivity, and much more starts to creep out signaling that you are no longer managing the stress well.

Stage 3: Chronic Stress

This stage is characterized by apathy, cynicism, anger, panic, a lack of control, escapism, exhaustion, and procrastination. The motivation from the honeymoon phase has melted away and you are now simply surviving.

Stage 4: Burnout

All the above symptoms become further exacerbated. Often personal needs go unaddressed, escapist activities (binge eating, drinking alcohol, etc.) continue to spike, your outlook becomes pessimistic, the urge to isolate becomes stronger, and a sense of emptiness and depression starts to well up.

Stage 5: Habitual Burnout

After being in a state of burnout for a sustained period you slip into this stage. Fatigue, both mental and physical, starts to chronically take over. Sadness and depression become your dominant feelings, and all love for your craft is gone.

Avoiding Burnout

I’m happy to tell you that burnout isn’t inevitable; if you see the warning signs early. The goal is to stay in the “Honeymoon Stage” for as long as possible without letting the stress overwhelm you. How can we do this? By ensuring we take care of ourselves!

  • Set boundaries with when and how long you are willing to work.
  • Ensure you get enough sleep (typically 7-9 hours a night).
  • Eat a healthy, balanced diet and stay hydrated.
  • Get moving! It’s recommended that adults get 2.5 hours of moderate intensity activity weekly.
  • Consider meditation and/or yoga to stay centered.
  • Make sure your hobbies are “refilling your bucket.”
  • We’re social creatures; make time for friends and family.

What if these things start to slip?

If you start to see your health and relationships declining that’s a sure sign that you’ve slipped in to the second stage of burnout “Onset of Stress.” If you find yourself in stage 2, it might be time to talk with your boss about the fact that you’re starting to feel the onset of burnout. They may be able to help you course correct, especially if they want to retain you. This might not always result in a positive outcome but at least you’ve communicated that you’re struggling and given them the opportunity to make adjustments before simply leaving.

But what if nothing changes and you feel yourself slipping into stage 3 “Chronic Stress” with no glimmer of hope on the horizon? Then it’s time to get out. I mean it; these things are the basics and no job is worth compromising on them unless you truly have no other choice.

If you’re already in the “Burnout” or “Habitual Burnout” stage

These stages can be crushing to your physical, mental, and emotional health. Often when we’re in a state of full-blown burnout or habitual burnout we’re nursing depression, anxiety, a lack of motivation, poor eating and sleeping, and a variety of other things. We’re often too exhausted to make time for others and the people we need most in our lives may start to distance themselves. It can get really ugly, really quick.

To put it frankly; it’s not worth it to stay at a job that’s toxic. It may feel like things can’t get any worse when you’re in a state of burnout but I promise you they can and they most likely will. Cut your losses and move on as soon as you can and focus on your wellbeing.

Summary

  • The 5 stages of burnout are:
    • Honeymoon Phase
    • Onset of Stress
    • Chronic Stress
    • Burnout
    • Habitual Burnout
  • Avoid burnout by staying in stage 1 or the “Honeymoon Phase”
    • Do this through a focus on boundaries and self-care.
  • If you start to see yourself slipping in to stage 2 “Onset of Stress” it’s time to talk to your boss and make sure they know you’re struggling
  • Suppose nothing changes and stage 3 “Chronic Stress” starts to rear its head, it’s time to GET OUT if you can.
  • On the chance that it’s too late and you’re already in “Burnout” or “Habitual Burnout” then it’s become even more critical that you make a change. Lean on Worklife Pathways to help you.

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Why Employee Engagement Matters

I’m sure you’ve seen these employee engagement statistics before… and they are staggering. 

Nearly 2 out of 3 employees are not committed to the goals of the organizations they work for. If we think in terms of a sports team that means the majority of the players don’t care if the team wins or loses. Even more concerning is the idea that one or more team members actually wants the team to lose, and will work to help make that happen. That’s not a team I would want to be a part of!

Organizations that understand the importance of culture and employee engagement see loads of rewards in terms of profitability, retention, attraction, productivity, and so much more. To go back to our original sports analogy; they are more likely to win the game! 

After all, if we’re going to play shouldn’t we play to win? 

2021 Trends & Their Impact on the Workplace

Each year brings new changes to the workplace, and 2021 will be no exception. In fact, I predict there will be eight 2021 trends to look out for. Many of these will change the world of work dramatically:

Wanderlust

After being cooped up for over a year, team members are now ready to get out into the world. Many have already been planning their next dream vacation or outing, just waiting for their opportunity.

Remote Work

Companies previously hesitant to let their team members work from home had to give it a try in 2020. Now, both organizations and team members know that their work can be done away from the office. With that comes a big dose of freedom!

Self-Care

A public health crisis is quick to illuminate the many gaps in wellness within the American workforce. Team members will expect to have the time to get enough sleep, experience deep relaxation, and practice daily affirmations.

Minimalism

The minimalist look is all the rage this year, with team members wanting their spaces to be free and uncluttered. This approach helps to quiet the mind and create a sense of much needed calm after a storm.

Smart Design

People are downsizing and looking to maximize their space. They do so with smart design elements like “Cloffices” (closet offices) and room dividers that double as bookshelves. After all many families have had to get creative with everyone being bunched at home together for months.

Comfort

From our clothing to our workspaces we value comfort more than ever now. We’re so used to wearing pajama bottoms and slippers just out of camera view…

Being Bold

You start to see everything in a new way when your entire routine is disrupted. Out of that comes an opportunity to innovate! Team Members will be eager to share all these ideas bouncing around in their heads.

Relationships

Many of us experienced the loss of a loved one within the last year. Relationships mean more to us than ever before. After all, connection with others is special and finite. Team members will want the opportunity to be present for the people in their lives.

What Does This Mean for the Workplace?

If the work can be done remotely; let it

Many jobs simply do not need to be done in an office setting, we have so many tools available to us now that “the office” is wherever we happen to be working. Allowing team members to work remotely saves them the lost time of a commute and affords them the opportunity to live wherever their hearts desire. This is a HUGE benefit to offer your team, and one that will act as a powerful retention and attraction tool.

Give ample time for wandering

With that wanderlust comes the need to travel and go on new adventures. If the work can be done remotely then wanderlust can be naturally addressed by allowing the team member to work wherever there is a WiFi connection. If the work can’t be done remotely, ample vacation time will be necessary to prevent employees from becoming antsy and disengaged.

Focus on balance

The old format of commuting two hours a day and working 10+ hour shifts at the office is rapidly dissolving. Team members want balance as they have reevaluated their lives over the course of the pandemic; workaholism to the detriment of family and health is no longer something to be celebrated. Make sure your team has time to take breaks, unplug during the weekends, eat dinner with their families, and carve out time to eat well, exercise, and get enough rest. Check out this WorkLife Pathways article for more information on balance HERE.

Design your workspaces to be minimal, calming, comfortable, and thoughtfully designed

For those that are unable to work from home (or on the road!) 100% of the time, it’s recommended that employers create workspaces that invite people in and make them feel cozy and welcome. The trend right now is “Japandi” aesthetic which is a blend of Scandinavian and Japanese décor. This means lots of clean, neutral color schemes with wood integrated wherever possible. Maximize space through efficient design and you have a recipe for happy workspaces.

Relax your dress code

The stuffiness of the office needs to be a thing of the past; clothing should be comfortable with a touch of professionalism. Relax your dress code down to “casual Friday” every day so people can come as their own unique selves. After all, many of us have gotten very used to wearing pajama bottoms and slippers just out of sight of our cameras during zoom meetings!

Foster an entrepreneurial mindset in your team

All the recent disruption has allowed people to think more outside of the box. Team members have all sorts of ideas as a result and they will be looking to put them in to action. It’s critical that leaders and employers provide them the opportunity to innovate and take calculated risks. If they don’t, team members might just take that creativity elsewhere…

Make space for connections in and out of work

It’s become very apparent that the people in our lives are of the utmost importance, and that our time together is limited. Employers will need to ensure that team members are able to prioritize relationship needs over work as this will be the expectation of the team member after a traumatic year. Be flexible, and make space for connections within the office to flourish as well.

Summary

2021 will be marked by a rise in the need to:

  • Explore
  • Be free to work outside the office
  • Focus on wellness
  • Enjoy minimalist and thoughtfully designed workspaces
  • Be comfortable
  • Innovate
  • And prioritize the people in our lives

Employers that want to attract and retain top talent will need to make space for all the above. Robust PTO and remote working options will need to be available, the 30 to 40-hour workweek will need to be adopted, and workspaces will need to be designed with peace and coziness in mind. Dress codes will need to become laxer, space for innovation and risk taking will need to be created and held, and relationships need to be viewed as a top priority. The 2021 worker wants freedom and comfort, as well as the ability to live a balanced life while working creatively. It’s a whole new year; let’s leverage these changes for success!

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How a Servant Leader Drives Engagement

A servant leader differs from that of a traditional leader. Where a traditional leader will usually use a top down approach to leading, servant leaders work in reverse. The servant leader spreads power across the team and puts the needs of the team before their own. They will focus in on the growth and wellness of the team and communities they area a part of. The servant leader looks at themselves as in service to the needs of the team.

Servant leaders show many key characteristics:

Empowerment

Servant leaders empower those they lead to reach their full potential. This requires that they create an engaged culture that is fully in sync with the purpose and values of the business. Empowered employees are given clear direction on what needs accomplished and they understand what part they will play. They are also given the trust and support of their leader to reach that accomplishment, without micromanagement. Employees who feel empowered will naturally solve problems and bridge gaps when they see them, and they will be unafraid to speak openly and honestly with their leader and team.

Standing Back

All too often in traditional leadership we see managers taking credit for all the work done by the team. Not with servant leadership! Here, the accomplishments of the team and individual team members are celebrated, and the leader’s contribution takes a back seat. It’s never “look what I’ve accomplished” it’s “look what we’ve done as a team.” A servant leader shines the spotlight on their team and makes them feel accomplished and valued.

Humility

Servant leaders are humble, they know that they are no more or less important than those who work below them. This shows in how they communicate to their team. For example, a humble leader will be more open to feedback and more willing to admit when they have made a mistake. Leaders without humility will often be unable to course correct when a mistake has been made for fear of losing face. By contrast, the servant leader can admit a mistake and ask for help from the team.

Authenticity

This goes back to the idea of “practicing what you preach” or “walking the talk.” A traditional leader may have expectations of their team that they don’t meet themselves. Or, they may show one set of values at work and a contradictory set outside of work at team building events or on their social media profile. This creates a trust issue with the team, where what their leader says they value and what they show they value are in conflict. By contrast, a servant leader is consistent in their values in both personal and professional life.  

Courage

Servant leaders have the courage to take a risk and they encourage their team to do so too. They are not afraid to fail as they see this as a learning opportunity, and their team approaches failure the same way. This creates the space needed for innovation! In this space the fear of failure is kept in check and everyone will be less timid and more willing to take calculated risks if the reward is worth it. Courage modeled by the leader will also help communication to flow freely within the team so that good ideas can become great.  

Accountability

The best leaders are good role models, and servant leaders are no exception. They will hold themselves to the same standard they hold their team to. The culture of the team will be one in which everyone owns their choices and actions and doesn’t seek to blame one another. In this environment each team member knows what is expected of them and knows that they will be held accountable for the result. People want to know what the cause and effect of their actions will be; it creates a sense of stability and predictability.  

Interpersonal Acceptance

Servant leaders seek first to understand rather than be understood. This results in better listening within the team, and better overall conversation. From a diversity and inclusion angle this also creates a sense of acceptance within the team that members are free to be themselves. When team members feel this way, they can speak freely and without fear of being judged for their perspective. Servant leaders not only model this in their communication with the team but they expect it across communication within the team.

Stewardship

Perhaps most importantly; servant leaders are committed to something much bigger than themselves. They are in service to a purpose or community that is near and dear to their heart and values. Team members who share a similar commitment will be inspired by this leader and committed to the cause. Both the leader and the team understand that their role is to grow that cause or make that vision a reality. Their needs are subordinate to the needs of the greater cause; this is where self-actualization can really happen.  

Driving Engagement

Taken together servant leaders help to create an environment where employees who have their basic needs met can then have their psychological needs met. They do so by empowering the team to grow, giving them credit, making sure they have a voice, and that they act in accordance with their values. Additionally, they create space for innovation, they know what is expected of them, they support one another, and they are committed to the purpose of the organization. This last bit- the commitment to something bigger- that’s where the magic happens. Employees who have all of this will truly align with the purpose of the organization and flourish themselves; resulting in great work and a better community.

Summary

Servant leadership is:

  • All about serving the team so they can reach their full potential and further the higher purpose of the organization.
  • They create an environment where they psychological needs of their team can be met.
  • This is done by:
    • Empowering the team to grow
    • Giving the team credit for wins
    • Making sure they have a voice
    • Supporting the team acting in accordance with their values
    • Creating space for innovation
    • Letting the team know what is expected of them
    • Fostering a culture of support
    • Ensuring commitment to the purpose of the organization
  • Servant leadership is one of the strongest mechanisms for creating highly engaged cultures and high-performing teams. Don’t underestimate it!

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