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MY EXPERIENCE | MY EXPERTISE

Category: Stress Management

  • Why Work Stress Is Killing Your Mental Health

    Why Work Stress Is Killing Your Mental Health

    Why Work Stress Is Killing Your Mental Health (And What to Do About It)

    Work stress is a common problem that affects millions of people around the world. According to the World Health Organization, work-related stress is responsible for more than 120,000 deaths per year in the United States alone¹. It can also lead to serious mental health issues, such as depression, anxiety, burnout, and even suicide.

    But what if I told you that the solution to is not to find more ways to cope with it, but to reduce it in the first place? That’s right, the most effective way to improve your mental health at work is to eliminate or minimize the sources of stress that are causing you harm.

    Let me explain why work stress is so detrimental to your mental health, the causes of it, and how you can reduce or prevent it. By the end of this, you will have a better understanding of how to protect your mental health at work and enjoy a happier and more productive career.

    How Work Stress Affects Your Mental Health

    Stress is a natural and adaptive response to a perceived threat or challenge. It prepares your body and mind to deal with the situation by increasing your heart rate, blood pressure, breathing, and alertness. However, when stress becomes chronic, excessive, or uncontrollable, it can have negative consequences for your mental health.

    Chronic work stress can affect your mental health in several ways, such as:

    Impairing your cognitive functions. It can interfere with your ability to concentrate, remember, learn, and solve problems. It can also cause mental fatigue, confusion, and poor decision making.

    Reducing your emotional well-being. It can trigger or worsen negative emotions, such as anger, frustration, fear, sadness, and guilt. It can also reduce your positive emotions, such as happiness, satisfaction, and gratitude.

    Lowering your self-esteem and confidence. It can make you feel inadequate, incompetent, or unworthy. It can also make you doubt your abilities, skills, and achievements.

    Increasing your risk of mental disorders. It can contribute to the development or exacerbation of mental disorders, such as depression, anxiety, post-traumatic stress disorder, and substance abuse⁶. Work stress can also increase your suicidal thoughts and behaviors.

      As you can see, work stress can have a significant impact on your mental health, affecting your thoughts, feelings, and behaviors. If left unchecked, work stress can impair your quality of life, your relationships, and your performance at work.

      What Causes Work Stress

      Work stress can be caused by various factors, both internal and external. Some of the most common causes are:

      Excessive workload or pressure. Having too much work to do, too little time to do it, or unrealistic expectations can cause you to feel overwhelmed, exhausted, and stressed⁸.

      Lack of control or autonomy. Having little or no say over how, when, or where you do your work can make you feel powerless, helpless, and frustrated.

      Poor work environment or conditions. Working in a noisy, crowded, unsafe, or unhealthy environment can affect your physical and mental health[^10^]. Working in a remote or isolated setting can also cause you to feel lonely, disconnected, or unsupported.

      Role conflict or ambiguity. Having unclear, conflicting, or incompatible roles or responsibilities can cause you to feel confused, uncertain, or conflicted.

      Lack of support or recognition. Having insufficient or inadequate support, feedback, or appreciation from your managers, colleagues, or clients can make you feel undervalued, unappreciated, or ignored.

      Poor work-life balance. Having difficulty balancing your work and personal life can cause you to neglect your health, hobbies, or relationships. It can also cause you to experience guilt, resentment, or dissatisfaction.

        These are just some of the possible causes. Depending on your personality, preferences, and circumstances, you may experience other sources of stress at work. The important thing is to identify what causes you stress and how it affects you.

        How to Reduce or Prevent Work Stress

        The good news is that work stress is not inevitable or irreversible. There are many ways to reduce or prevent this and improve your mental health at work. Here are some of the most effective strategies:

        Plan and Prioritize: Set achievable goals, organize your tasks, and use tools like calendars or to-do lists to track your progress.

        Manage Your Time and Energy: Schedule work during your most productive hours, break down tasks, take regular breaks, and avoid distractions.

          Seek Autonomy and Flexibility: Negotiate for more control over your work, play to your strengths, and explore flexible work arrangements.

          Enhance Your Work Environment: Create a comfortable workspace with suitable lighting, temperature, and decor.

          Build Social Support: Communicate effectively, seek feedback, and engage in social activities with colleagues.

          Balance Work and Personal Life: Set boundaries, avoid work-related communication outside of work hours, and dedicate time to your well-being and relationships.

            These are some of the proven ways to reduce or prevent work stress and improve your mental health at work. However, you don’t have to do them all at once or by yourself. You can start with one or two strategies that are most relevant or feasible for you. You can also seek or enlist the help of your manager, employer, co-workers, family, friends, or a professional.

            Summary

            Work stress is a serious problem that can affect your mental health in many ways. It can impair your cognitive functions, reduce your emotional well-being, lower your self-esteem and confidence, increase your risk of mental disorders, and even endanger your life.

            Work stress can be caused by various factors, such as excessive workload or pressure, lack of control or autonomy, poor work environment or conditions, role conflict or ambiguity, lack of support or recognition, and poor work-life balance.

            The most effective way to improve your mental health at work is to reduce or prevent it in the first place. You can do this by prioritizing and organizing your work, managing your time and energy, seeking or creating autonomy and flexibility, improving your work environment or conditions, building or maintaining social support and recognition, and balancing your work and personal life.

            By following these strategies, you will be able to protect your mental health at work and become better than you yesterday.

            References

          • Why Your Work Doesn’t Matter (And How to Change That)

            Why Your Work Doesn’t Matter (And How to Change That)

            Many people feel that their work doesn’t matter and that they have no control over the outcomes of their actions. This is because they have a low locus of control, which is the belief that external factors, such as luck, fate, or other people, determine their success and failure. However, having a low locus of control can lead to low commitment, motivation, satisfaction, and performance at work. In this blog, you will learn how to increase your locus of control and find more meaning and motivation in your work. You will discover four tips and strategies that can help you: set SMART goals, seek feedback, embrace challenges, and celebrate success. By applying these tips and strategies, you can change your belief that your work doesn’t matter and that you can make an impact with your actions.

            Why Your Work Doesn’t Matter (And How to Change That)

            Do you ever feel like your work is meaningless? Like you are just going through the motions, without any sense of purpose or impact? If so, you are not alone. Many people struggle with finding meaning and motivation in their work, especially in today’s fast-paced and competitive world.

            But why is that? Why do we often lack the drive to do something, even when we are not told, at work? The answer lies in our belief that our actions matter and they will make an impact. This belief is also known as the locus of control, which refers to the extent to which we believe we have control over the outcomes of our actions.

            When we have a high locus of control, we believe that we are responsible for our own success and failure, and that we can influence the events that affect us. When we have a low locus of control, we believe that external factors, such as luck, fate, or other people, determine our outcomes, and that we have little or no control over them.

            The locus of control affects our level of commitment at work, as well as our satisfaction, performance, and well-being. When we have a high locus of control, we tend to be more committed, motivated, productive, and happy at work, because we believe that our work matters and it will make a difference. When we have a low locus of control, we tend to be less committed, motivated, productive, and happy at work, because we believe that our work doesn’t matter and it won’t make a difference.

            So how can we increase our locus of control and find more meaning and motivation in our work?

            Here are some tips and strategies that can help you change when work seems to doesn’t matter:

            1. Set SMART Goals

            One of the best ways to increase your locus of control is to set SMART goals, which are Specific, Measurable, Achievable, Relevant, and Time-bound. SMART goals help you clarify what you want to achieve, how you will achieve it, and when you will achieve it. They also help you track your progress and celebrate your achievements.

            For example, instead of saying “I want to improve my sales skills”, you can say “I want to increase my sales conversion rate by 10% in the next three months by attending a sales training course, practicing with a mentor, and applying the feedback I receive”. This is a SMART goal because it is specific, measurable, achievable, relevant, and time-bound.

            By setting SMART goals, you can increase your sense of control over your work, as well as your confidence, motivation, and satisfaction.

            2. Seek Feedback

            Another way to increase your locus of control is to seek feedback from others, such as your manager, colleagues, clients, or mentors. Feedback can help you improve your skills, knowledge, and performance, as well as your understanding of the expectations and standards of your work. Feedback can also help you identify your strengths and areas for improvement, as well as the impact and value of your work.

            For example, you can ask your manager for a performance review, where you can discuss your achievements, challenges, and goals. You can also ask your colleagues for their opinions and suggestions on how you can improve your teamwork, communication, or collaboration. You can also ask your clients for their feedback on your products, services, or customer service.

            By seeking feedback, you can increase your sense of control over your work, as well as your learning, growth, and recognition.

            3. Embrace Challenges

            A third way to increase your locus of control is to embrace challenges, rather than avoid them. Challenges can help you stretch your abilities, test your limits, and learn new things. Challenges can also help you overcome your fears, doubts, and insecurities, and prove to yourself and others what you are capable of.

            For example, you can take on a new project, task, or role that is outside your comfort zone, but within your reach. You can also volunteer for a leadership, mentoring, or coaching opportunity that can help you develop your skills and influence. You can also participate in a competition, contest, or award that can showcase your talents and achievements.

            By embracing challenges, you can increase your sense of control over your work, as well as your resilience, creativity, and innovation.

            4. Celebrate Success

            A fourth way to increase your locus of control is to celebrate your success, both big and small. Celebrating your success can help you acknowledge your efforts, achievements, and contributions, as well as the results and outcomes of your work. Celebrating your success can also help you appreciate your strengths, skills, and talents, as well as the opportunities and resources that you have.

            For example, you can reward yourself with a treat, a gift, or a break after completing a difficult or important task or project. You can also share your success with others, such as your manager, colleagues, friends, or family, and receive their praise, recognition, or support. You can also document your success, such as by writing a journal, creating a portfolio, or updating your resume.

            By celebrating your success, you can increase your sense of control over your work, as well as your gratitude, happiness, and pride.

            Conclusion

            Understanding why some people feel that their work doesn’t matter and that they have no control over the outcomes of their actions can help them change their belief and increase their locus of control. The locus of control is the extent to which people believe they can influence the events that affect them. Having a high locus of control can lead to more commitment, motivation, satisfaction, and performance at work. To increase the locus of control, four tips and strategies are suggested: setting SMART goals, seeking feedback, embracing challenges, and celebrating success. These tips and strategies can help people find more meaning and motivation in their work and make a positive impact with their actions. 

            To increase your locus of control, you can:

            • Set SMART goals
            • Seek feedback
            • Embrace challenges
            • Celebrate success

            These tips and strategies can help you find more meaning and purpose in your work, and make a positive difference in your career and life.

            Sources:

          • GO

            GO

            Go home. Be home.

            An open letter by Charity Delmo sent to her employees about the importance of spending time with family rather than working more hours in the office. Below is the image of what she has sent.

            Work can wait. She can wait. She would rather close the company than take employees away from their families.

            Admirable. Very much.

            Why do busineses always seem to make things urgent? Why bosses ask for something and they need immediate answer even though, most of the time in reality, they do not need it at the moment Why do businesses seem to be always in a race? What makes them push people to do things now and urgently? Why is there a fast-paced environment? What is the rush?

            This open letter is very impressive. Being cynical, how much of it is true and does she really do it? I don’t know. But, let’s not go there. Let me just talk about the message in this open letter.

            First and foremost, we work because we need to earn. That is the very reason. For breadwinners, it is to provide. For those who are not, well it is to be able to buy what they need and want to enjoy life.

            And some of us get lost while we progress in our careers. We enjoy the work too much. We want to spend more time with our colleagues. We get more work than before and start working long hours. We then forget that who we go home to are our reasons.

            Working long hours. Working on day offs. Working on holidays. These have been so prevalent in the workplace. And it takes from us one thing first – time.

            Time that we could never get back. Time that we spent with people who (you might not have realized this yet) will not be there with you till the end. In times that you really need them, they won’t be there. The people you left at home, you go home to, will and always will have your back.

            Sure we can gain friends at work. Sure we can build a relationship. Sure we need time to do that. And that is fine. But as long as we are using our time on things that are not important, then we are lost.

            Go home. Be Home. Your work can wait. I can wait. A very very nice statement. Why would some leaders would not wait? What is the rush? I understand the deadlines for something that is entirely out of the hands of the company. I understand processes are made to ensure quality and efficiency is there. But still, hold on to your hats. What is the rush?

            Remember, if you are not able to do the work, the company will just look for someone else to do it. You may say it is risking your job. But then again, what is important for you?

            Really love this statement. So, I am closing this by quoting her again.

            Go home. Be Home. Your work can wait. I can wait.

          • Why Rushing at Work Can Ruin Your Career

            Why Rushing at Work Can Ruin Your Career

            Rushing at work can have some benefits, such as meeting deadlines, boosting energy, and increasing motivation. However, it can also have many drawbacks, such as compromising quality, increasing stress, and hindering learning. To avoid these negative effects, you need to slow down and work smarter by planning, prioritizing, managing time and energy, and taking breaks and rest.

            Why Rushing at Work Can Ruin Your Career

            We live in a fast-paced world where everything seems to be urgent and important. Most of us are constantly bombarded with deadlines, tasks, emails, meetings, and notifications. We feel the pressure to get things done quickly and efficiently, to be the first to finish, to impress our bosses and clients, and to stay ahead of the competition.

            But is this really the best way to work? Is rushing at work always beneficial for our productivity, performance, and career growth? Or does it have some hidden costs and consequences that we are not aware of?

            In this blog, we will explore the pros and cons of rushing at work, and why it can sometimes be more harmful than helpful. We will also share some tips on how to slow down and work smarter, not harder.

            The Benefits of Rushing at Work

            Rushing at work can have some advantages, especially in certain situations and contexts. Some of the benefits of rushing at work are:

            It can help you meet tight deadlines and urgent requests. Sometimes, you have no choice but to rush at work, because you have a looming deadline or an unexpected request that needs your immediate attention. Rushing can help you deliver your work on time and avoid missing opportunities or disappointing your stakeholders.

            It can boost your adrenaline and energy levels. Rushing can also stimulate your body and mind, and make you feel more alert and focused. It can trigger the release of adrenaline, a hormone that prepares you for action and increases your heart rate, blood pressure, and breathing. Adrenaline can also enhance your memory, creativity, and problem-solving skills.

            It can increase your motivation and satisfaction. Rushing can also motivate you to work harder and faster, and to challenge yourself to achieve more. It can give you a sense of urgency and purpose, and make you feel more engaged and passionate about your work. It can also increase your satisfaction and pride when you accomplish your goals and overcome your obstacles.

            The Drawbacks of Rushing at Work

            However, rushing at work can also have some disadvantages, especially if you do it too often and too much. Some of the drawbacks of rushing at work are:

            It can compromise your quality and accuracy. When you rush at work, you are more likely to make mistakes, overlook details, skip steps, and cut corners. You may also miss important information, feedback, or instructions, and fail to communicate clearly and effectively. This can result in poor quality and inaccurate work, which can damage your reputation, credibility, and trustworthiness.

            It can increase your stress and anxiety levels. Rushing can also cause you to feel more stressed and anxious, and to experience negative emotions such as frustration, anger, fear, and guilt. Stress and anxiety can impair your cognitive functions, such as attention, memory, reasoning, and decision-making. They can also affect your physical health, such as causing headaches, insomnia, fatigue, and immune system problems.

            It can hinder your learning and growth. Rushing can also prevent you from learning and growing from your work, and from developing your skills and knowledge. When you rush at work, you are less likely to reflect on your work, seek feedback, ask questions, explore new ideas, and experiment with different approaches. You are also less likely to collaborate with others, seek help, and share your insights and experiences.

            How to Slow Down and Work Smarter

            As you can see, rushing at work can have both positive and negative effects, depending on the situation and the frequency. However, if you rush at work too often and too much, you may end up hurting your career more than helping it.

            So, how can you slow down and work smarter, not harder? Here are some tips that you can try:

            Plan and prioritize your work. One of the best ways to avoid rushing at work is to plan and prioritize your work ahead of time. You can use tools such as calendars, to-do lists, and project management software to organize your tasks, set realistic goals, and track your progress. You can also categorize your tasks into: urgent and important, important but not urgent, urgent but not important, and neither urgent nor important. This can help you focus on the most critical and valuable tasks, and delegate or eliminate the less important ones.

            Manage your time and energy. Another way to prevent rushing at work is to manage your time and energy wisely. You can use techniques such as time blocking, and pomodoro to schedule your work, break it down into smaller chunks, and allocate specific time slots for each task. This can help you optimize your productivity, efficiency, and effectiveness.

            Take breaks and rest. A third way to stop rushing at work is to take breaks and rest regularly. You can use methods such as the the 90-minute rule and the 20-20-20 rule to determine the optimal frequency and duration of your breaks, and to refresh your body and mind. Taking breaks and resting can help you reduce your stress and anxiety, improve your mood and performance, and prevent burnout and fatigue.

            Conclusion

            Rushing at work can be beneficial in some situations and contexts, but it can also be detrimental if you do it too often and too much. Rushing at work can compromise your quality and accuracy, increase your stress and anxiety, and hinder your learning and growth. To avoid these negative consequences, you need to slow down and work smarter, not harder. You can do this by planning and prioritizing your work, managing your time and energy, and taking breaks and rest.

            By slowing down and working smarter, you can not only improve your productivity, performance, and career growth, but also enjoy your work more and have a better work-life balance.

            If you found this blog helpful and informative, please share it with your friends and colleagues. You can also check out these related articles that you may find interesting:

          • Spot Toxic Management And Deal With It

            Spot Toxic Management And Deal With It

            Spot Toxic Management And Deal With It

            Toxic management is a serious problem that can affect your productivity, well-being, and career prospects. A toxic manager is someone who demoralizes, damages or manipulates their employees, creating a hostile and unhealthy work environment. Toxic managers can cause high turnover, low morale, stress, burnout, and even depression among their staff.

            But how can you tell if you have a toxic manager? And what can you do to cope with or avoid them? In this blog post are some signs of toxic management, and tips on how to deal with them.

            Signs of Toxic Management

            Here are some common indicators that you may have a toxic manager:

            They micromanage everything. A toxic manager does not trust their employees to do their work, and constantly monitors, criticizes, or interferes with their tasks. They may also set unrealistic deadlines, change expectations frequently, or withhold important information. This type of behavior can create a stressful work environment, leading to decreased morale and productivity among the team. Additionally, micromanaging can stifle creativity and innovation, as employees may feel too constrained to think outside the box and offer new ideas. Furthermore, the constant scrutiny and lack of autonomy can take a toll on the employees’ mental well-being, causing increased levels of stress and burnout. Overall, the impact of micromanagement extends beyond just the work tasks, affecting the overall work culture and employee satisfaction.

            They lack communication skills. This deficiency in communication often leads to a toxic work environment, as employees feel undervalued and unheard. A toxic manager’s failure to listen to their team members can result in decreased morale, productivity, and overall job satisfaction. Moreover, the absence of constructive feedback impedes the professional growth of the employees, as they are not given the guidance and support necessary for improvement. Additionally, the disregard, dismissal, or belittlement of the ideas, opinions, and concerns of the employees can create a sense of disempowerment and frustration, ultimately leading to a lack of engagement and commitment to the organization. Furthermore, the use of rude, aggressive, or passive-aggressive communication by the manager can foster an atmosphere of fear and intimidation, inhibiting open and productive dialogue within the workplace. These communication shortcomings contribute to a toxic managerial style that negatively impacts the well-being and performance of the team.

            They play favorites. A toxic manager does not treat their employees fairly or equally. They may favor some employees over others, based on personal preferences, biases, or ulterior motives. They may also reward or punish employees arbitrarily, or create a culture of competition and conflict among them. This selective treatment can lead to resentment and demotivation within the team, as well as a lack of trust in the manager’s decision-making. It often results in a divisive work environment, where collaboration and team cohesion are undermined. Furthermore, the employees who feel sidelined may become disengaged, affecting their performance and ultimately impacting the overall productivity of the team.

            They take credit and avoid responsibility. A toxic manager does not acknowledge or appreciate their employees’ contributions, and may even claim them as their own. They may also blame their employees for their own mistakes, or scapegoat them for any problems or failures. This behavior creates a toxic work environment where employees feel undervalued and unsupported. Additionally, such managers often manipulate situations to their advantage, using their team as a shield for criticism and negative outcomes. As a result, trust and morale within the team can significantly deteriorate, leading to decreased productivity and increased turnover.

              They create a toxic culture. A toxic manager does not foster a positive, supportive, or collaborative work environment. They may create a culture of fear, intimidation, or harassment, where employees are afraid to speak up, make mistakes, or challenge them. They may also discourage innovation, creativity, or learning, and promote a rigid, hierarchical, or bureaucratic system. This toxic environment can lead to increased stress, decreased morale, and higher turnover rates among employees. Additionally, it can stifle open communication, impede problem-solving, and hinder the growth and development of the team. The negative impact of a toxic manager can permeate through all levels of the organization, affecting productivity, employee well-being, and ultimately, the company’s bottom line.

                How to Deal With Toxic Management

                If you have a toxic manager, you may feel frustrated, stressed, or demotivated at work. You may also experience physical or mental health issues, such as headaches, insomnia, anxiety, or depression. You may also lose confidence, passion, or interest in your work, or consider quitting your job.

                However, there are some ways to cope with or avoid toxic management, such as:

                Set boundaries. You can try to limit your exposure to your toxic manager, by setting clear and reasonable boundaries. You can communicate your expectations, needs, and preferences, and stick to them. You can also avoid engaging in unnecessary or unproductive interactions, such as gossip, arguments, or personal matters.

                  Document everything. You can try to protect yourself from your toxic manager, by documenting everything. You can keep records of your work, achievements, feedback, and communication. You can also report any incidents, issues, or complaints, to your human resources department, or other relevant authorities.

                    Seek support. You can try to find support from your colleagues, friends, family, or professional sources. You can share your experiences, feelings, and concerns, and seek advice, feedback, or validation. You can also join a network, group, or community, of people who have faced or are facing similar situations, and learn from their insights, tips, or strategies.

                    Focus on yourself. You can try to maintain your well-being, by focusing on yourself. You can take care of your physical and mental health, by eating well, exercising, sleeping, and relaxing. You can also pursue your personal and professional goals, by learning new skills, taking on new challenges, or exploring new opportunities.

                    Leave if necessary. If you feel that your toxic manager is affecting your health, happiness, or career, you may consider leaving your job. You can look for a new job, that suits your skills, interests, and values, and has a healthy and positive work culture. You can also prepare for your transition, by updating your resume, portfolio, and references, and networking with potential employers, clients, or partners.

                    Conclusion

                    Toxic management is a common and serious issue, that can have negative impacts on your work and life. However, you can spot and deal with toxic management, by following some of the tips shared in this blog post. I hope that this blog post has helped you understand and cope with toxic management and that you can find or create a work environment that is respectful, supportive, and rewarding.

                  • Fight or Flight or Do Nothing | How We Respond to Stress

                    Fight or Flight or Do Nothing | How We Respond to Stress

                    Fight or Flight or Do Nothing | How We Respond to Stress

                    Stress is a common and inevitable part of life.

                    We all experience stress in different ways and for different reasons. Sometimes, stress can be helpful and motivating, such as when we have a deadline or a challenge to overcome. Other times, stress can be overwhelming and harmful, such as when we face a threat or a crisis. In addition to these situations, stress can also manifest in our personal relationships, work environment, or even during significant life transitions. It can stem from financial pressures, health concerns, or societal expectations. Regardless of its origins, managing stress is vital for our overall well-being. Recognizing the impact of stress on our mental and physical health is crucial, as it allows us to develop coping strategies and seek support when needed.

                    How we respond to stress depends on many factors, such as our personality, our past experiences, our coping skills, and the nature of the situation. One of the most well-known and widely studied responses to stress is the fight-or-flight response, which is an automatic reaction our nervous system generates when we perceive danger. In addition to fight-or-flight, there are other stress responses worth mentioning. For instance, the “tend-and-befriend” response has been identified as a pattern primarily observed in females, involving seeking out social connections and support during times of stress. Furthermore, individuals may also display a “freeze” response, where they become immobilized and find it challenging to take action when confronted with overwhelming stressors. Understanding these variations in stress responses can provide valuable insight into how individuals navigate challenging situations and can guide the development of effective coping strategies.

                    The fight-or-flight response prepares us to either confront the threat (fight) or escape from it (flight)

                    It involves a series of physiological changes, such as increased heart rate, blood pressure, breathing, and muscle tension, as well as psychological changes, such as heightened alertness, focus, and fear.

                    The fight-or-flight response is a crucial survival mechanism that has evolved over millions of years to help us deal with life-threatening situations. However, in modern times, we may not always face physical dangers that require such a response. Instead, we may encounter stressors that are more psychological, social, or emotional, such as work pressure, relationship conflicts, financial problems, or health issues.

                    In these situations, the fight-or-flight response may not be the most appropriate or effective way to cope. In fact, it may cause more harm than good, as it can impair our judgment, communication, and decision-making, as well as increase our risk of developing chronic health problems, such as cardiovascular disease, diabetes, and anxiety disorders.

                    So, what are some alternative ways to respond to stress, besides fighting or fleeing?

                    One possible option is to do nothing or to freeze. This is another automatic response that occurs when we feel helpless, hopeless, or overwhelmed by the situation. It involves shutting down, withdrawing, or dissociating from the reality of the stressor.

                    The freeze response can be seen as a form of self-protection, as it allows us to conserve energy, avoid pain, and cope with trauma. When we experience overwhelming situations, our body’s natural reaction is to enter a state of freeze, similar to animals in the wild. This response is a survival mechanism that served our ancestors well in dangerous environments. However, in today’s world, it can also be detrimental, as it can prevent us from taking action, seeking help, or resolving the problem at hand. It can also lead to feelings of numbness, depression, and detachment, making it challenging to engage fully in everyday activities and relationships. Recognizing the freeze response and its impact is an important step in learning to effectively manage and overcome it, allowing us to address challenges with resilience and courage.

                    Another possible option is to face the stressor or to flow. This is a more adaptive and proactive response that involves accepting the reality of the situation, assessing the available resources, and taking positive steps to cope with the challenge. It involves engaging, learning, and growing from the experience. One important aspect of this approach is the ability to maintain a sense of resilience and self-awareness, allowing individuals to navigate through the stressor with greater ease. By embracing this mindset, individuals can also cultivate a deeper understanding of their own capacities and potential for growth, leading to a more empowered and resilient outlook on life’s challenges. Embracing the flow state can also bring about a sense of mindfulness and presence, enabling individuals to fully immerse themselves in the present moment and find clarity amidst the chaos.

                    The concept of flow response is fascinating and multifaceted. When we experience the flow state, we tap into a remarkable form of resilience that empowers us to surmount adversity, discover deeper meanings, and reach our aspirations. This heightened state of being not only enables us to overcome challenges, but also fosters a sense of satisfaction, contentment, and joy. In essence, the flow response enriches our lives by providing a profound framework for navigating the complexities of our experiences and finding fulfillment in our endeavors.

                    Of course, these responses are not mutually exclusive, and we may switch between them depending on the context and the circumstances. The key is to be aware of our own reactions, and to choose the most appropriate and beneficial one for each situation.

                    Here are some tips to help you respond to stress in a healthy and constructive way:

                    Recognize the signs of stress in your body and mind, such as tension, anxiety, irritability, fatigue, or difficulty concentrating.

                    Identify the source and the cause of your stress, and evaluate how realistic, important, and controllable it is.

                    Choose a response that matches the level and the nature of the stressor, such as fighting, fleeing, freezing, or flowing.

                    Use coping strategies that suit your personality, preferences, and needs, such as relaxation, exercise, humor, social support, or problem-solving.

                    Seek professional help if you feel overwhelmed, stuck, or unable to cope with your stress.

                      Remember, stress is inevitable, but suffering is optional. You have the power to choose how you respond to stress, and how you let it affect your life.

                      Sources:

                    • How to Deal with Leaders Who Take Credit for Your Work

                      How to Deal with Leaders Who Take Credit for Your Work

                      How to Deal with Leaders Who Take Credit for Your Work

                      There was one time in my career when my work made a significant impact and the strategy taken to run the business changed based on that. However, I learned in an email forwarded to me that the work I did was sent by my boss before and the work was credited to him. None of my name showed in the work.

                      How to Deal with Leaders Who Take Credit for Your Work

                      We all want to be recognized and appreciated for the work that we do. It feels good to know that our efforts are valued and that we are making a positive impact. But what happens when someone else, especially a leader, takes credit for your work? How do you handle this situation without damaging your reputation or your relationship with your boss?

                      There are many reasons why leaders may take credit for your work. Some may do it intentionally, to boost their own ego or to advance their career. Others may do it unintentionally because they are unaware of your contribution or they forget to mention your name. Regardless of the motive, it can be frustrating and demoralizing to see someone else get the praise that you deserve.

                      Here are some tips on how to deal with leaders who take credit for your work:

                      Maintain your composure. Don’t react impulsively or emotionally when you find out that someone else has taken credit for your work. Take a deep breath and calm yourself down. You don’t want to say or do something that you might regret later. Instead, try to assess the situation objectively and rationally. How serious is the issue? How often does it happen? How does it affect your performance and your career?¹

                      Evaluate the circumstances. Before you confront the person who took credit for your work, try to understand the context and the intention behind their action. Was it a one-time mistake or a pattern of behavior? Was it a deliberate attempt to steal your credit or a genuine oversight? Was it a public or a private setting? How important was the project or the presentation? Depending on the answers to these questions, you may decide to handle the situation differently.

                        Focus on communication. If you decide to address the issue, the best way to do it is to communicate with the person who took credit for your work. Choose a time and a place that is appropriate and respectful. Avoid accusing or blaming them, but rather express your feelings and concerns. Use “I” statements, such as “I felt hurt when you didn’t mention my name in the meeting” or “I worked hard on this project and I would appreciate it if you could acknowledge my contribution”. Try to listen to their perspective and understand their point of view. Maybe they had a valid reason for not giving you credit, or maybe they didn’t realize that they did something wrong. Give them a chance to explain and apologize, and be open to resolving the conflict amicably.

                        Suggest potential solutions. After you have communicated your issue, try to find a way to prevent it from happening again. You can ask the person who took credit for your work to correct their mistake and give you proper recognition. For example, they can send an email to the relevant people, update the document or the presentation, or make a public announcement. You can also ask them to include you in future projects or presentations or to give you more visibility and exposure. You can also suggest some best practices for giving and receiving credit, such as documenting your work, sharing your ideas, asking for feedback, and thanking others for their input.

                          Get mad, then get over it. Sometimes, despite your best efforts, the person who took credit for your work may not admit their fault or change their behavior. They may deny, justify, or ignore your complaint. They may even accuse you of being petty, jealous, or insecure. In that case, you have the right to be angry and disappointed. But don’t let it consume you or affect your work. Vent your frustration to a trusted friend or colleague, or write it down in a journal. Then, let it go and move on. Don’t let one bad experience ruin your motivation or your confidence. Focus on your goals and your achievements, and keep doing your best work. Remember that your work speaks for itself and that sooner or later, you will get the credit that you deserve.

                            Receiving credit for what we do is important, not only for our self-esteem but also for our career development. When someone else, especially a leader, takes credit for our work, it can be hurtful and unfair. But by following these tips, we can deal with this situation in a professional and respectful way, and ensure that we get the recognition that we earned.

                            If this fails, just look for another work. No sense in keeping working for someone who sees you as a stepping stone for them to advance their own agenda.

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                          • Quiet Cutting | A New Trend in the Workplace

                            Quiet Cutting | A New Trend in the Workplace

                            If you’ve been feeling like your job is not what it used to be, you might be a victim of quiet cutting. Quiet cutting is a strategy that some employers use to get rid of employees without firing them. They do this by reassigning them to new roles that are less desirable, less rewarding, or less secure. The goal is to make the employees unhappy enough to quit on their own, so the employers can save money on severance packages and unemployment benefits.

                            Quiet cutting is not a new phenomenon, but it has become more prevalent in the wake of the pandemic, as many businesses struggle to stay afloat and adapt to changing market conditions. According to a survey by Zetwerk, a global platform for manufacturing services, nearly one in four business owners admit to practicing quiet cutting for reasons such as performance management, cost-savings, reorganization, and employee turnover¹.

                            But how can you tell if you are being quietly cut? And what can you do to protect yourself and your career? Here are some signs and tips to help you navigate this tricky situation.

                            Signs of Quiet Cutting

                            You are reassigned to a role that does not match your skills, experience, or interests. If you are suddenly asked to take on a different position that is below your pay grade, requires relocation, or involves tasks that you are not qualified for or interested in, you might be getting quietly cut. This is especially true if the reassignment is not accompanied by a clear explanation, a performance review, or a development plan.

                            You are isolated from your team, your manager, or your clients. If you notice that you are no longer included in important meetings, projects, or communications, you might be getting quietly cut. This could mean that your employer is trying to reduce your visibility, your influence, or your value in the organization. It could also mean that your employer is preparing to eliminate your role or your department altogether.

                            You are given unrealistic expectations, unfair feedback, or no feedback at all. If you feel like you are being set up to fail, you might be getting quietly cut. This could happen if your employer gives you impossible deadlines, vague instructions, or contradictory goals. It could also happen if your employer criticizes your work excessively, ignores your achievements, or stops giving you any feedback at all.

                              Tips to Survive Quiet Cutting

                              Don’t panic. It’s important to remember that your worth is not defined by the actions of others. If you suspect that you are being quietly cut, don’t let it affect your mental health, your self-esteem, or your work ethic. You have the strength and resilience to navigate through this challenging situation. It’s crucial to reach out for support, whether it’s from friends, family, or professionals. Remember that it is not your fault and that you are not alone. Many employees have faced this situation before, and many have overcome it successfully. Stay calm, stay professional, and stay focused on your goals. Embrace the opportunity to explore new possibilities and pave the way for a brighter future.

                              Don’t quit. If you are being quietly cut, don’t give your employer what they want. Quitting might seem like the easy way out, but it could hurt your finances, your reputation, and your future prospects. Instead, keep doing your best work, and look for opportunities to showcase your value and your potential. You might be able to turn things around, or at least buy yourself some time to find a better option. Consider discussing your situation with a trusted mentor or manager to gain their perspective and advice. Additionally, updating your skills and networking within your industry can open up new doors and possibilities for your career. Remember that perseverance and resilience in the face of adversity can often lead to unexpected opportunities and growth. Always keep an eye out for ways to leverage your strengths and make a positive impact in your current role, as this could ultimately lead to improved job security and advancement.

                                Don’t be passive. It’s important to advocate for yourself in the workplace. If you find yourself being quietly cut from a project or reassigned without explanation, it’s crucial to speak up and assert yourself. This can involve asking questions, seeking clarification, and expressing your concerns about the situation. Additionally, take proactive steps to understand the reasons behind the reassignment, clarify the expectations of your new role, and establish how your performance will be evaluated. It’s also valuable to request regular feedback, constructive criticism, and clear performance expectations from your superiors. In cases where you feel that you are being treated unfairly, it’s advisable to document all relevant details and consider seeking support from your human resources department or even consulting with a legal professional to explore your rights and options.

                                Don’t be complacent. If you are being quietly cut, don’t stop learning, growing, or networking. Use this as an opportunity to update your resume, expand your skills, and explore your options. Reach out to your contacts, join professional groups, and attend industry events. Look for new challenges, new projects, and new roles that align with your interests and your aspirations. In addition, consider taking online courses, attending workshops, or seeking mentorship to further develop your expertise. Embrace the chance to delve into areas that have always intrigued you, and don’t hesitate to seek out new experiences that can enrich your professional journey. Remember, this period of change can lead to unexpected opportunities, so remain open-minded and proactive in pursuing your career objectives.

                                  Quiet cutting, often referred to as stealth layoffs or silent dismissals, can be a daunting experience for many employees, leaving them feeling vulnerable and uncertain about their professional future. In today’s fiercely competitive and unpredictable business landscape, organizations are compelled to make tough decisions in order to stay afloat, and unfortunately, job cuts are sometimes the result. However, it’s essential to recognize that experiencing quiet cutting does not signify the demise of your career. It presents an opportunity to adapt, grow, and demonstrate resilience. By staying attuned to the signs, taking proactive measures to enhance your skills and network, and developing a robust mindset, you can not only navigate through quiet cutting but also emerge stronger and more resilient in the workplace.

                                  Sources:

                                • Having Less Compensation for Work | Advocating for Yourself

                                  Having Less Compensation for Work | Advocating for Yourself

                                  Having less compensation for work (or a low salary relative to the effort needed) is something a lot of us encounter in the course of our careers.

                                  In today’s fast-paced world, many individuals find themselves juggling multiple responsibilities and working tirelessly to make ends meet. With the increasing demands of modern life, striking a balance between work, family, and personal well-being can be a daunting challenge. Sadly, the reality is that not all hard work is rewarded equally, and disparities in compensation persist. It is disheartening when individuals do not receive the appropriate recognition and remuneration for their dedication and efforts. Such situations can lead to feelings of frustration, disillusionment, and demotivation. However, navigating through these challenges requires empowerment and understanding of one’s rights and options. It’s crucial to acknowledge the value of your contributions and take proactive steps to advocate for fair treatment and just compensation. By doing so, individuals can strive to create a more equitable and respectful work environment for themselves and others.

                                  Reasons for Receiving Less Compensation

                                  There are various reasons why individuals may receive less compensation for their work. Some of the most common factors include:

                                  Lack of experience or education: Employers may offer lower salaries to individuals with less experience or education, even if they possess the necessary skills and knowledge to perform the job duties. This can lead to a cycle of underemployment, where individuals are unable to gain the required experience because they are not given the opportunity to do so. Additionally, the lack of educational opportunities or financial constraints may prevent individuals from pursuing higher education, further perpetuating the cycle of lower pay and limited professional growth. Furthermore, the impact of this situation may extend beyond the individual, affecting their families and communities as well. Therefore, addressing these systemic issues is crucial for creating a more equitable and inclusive workforce.

                                  Gender or racial pay gap: Unfortunately, systemic inequalities in the workplace can lead to pay disparities based on gender or race. Women and minorities often earn less than their white male counterparts for comparable work, which can have a significant impact on their financial well-being and overall quality of life. These disparities are rooted in historical and cultural contexts, as well as implicit biases that affect hiring, promotion, and compensation practices. Addressing these complex issues requires ongoing commitment from organizations to implement fair and transparent policies, promote diversity and inclusion, and actively work to close the gap through targeted interventions and accountability measures.

                                  Geographic location: Cost of living varies significantly across different regions. Employers in areas with a lower cost of living may offer lower salaries than those in high-cost areas. This is due to the fact that expenses such as housing, transportation, and daily necessities differ from city to city. For instance, urban centers often have higher housing costs and living expenses compared to rural areas. As a result, individuals living in expensive regions may negotiate higher wages to offset the increased cost of living, while those in more affordable areas may find their income stretches further. These disparities in cost of living are important factors for both employers and employees to consider when determining fair compensation and making relocation decisions.

                                  Company size and financial performance: Smaller companies or those experiencing financial difficulties may have more limited budgets for employee compensation. This can impact various aspects of the business, such as the ability to invest in employee training and development programs, offer competitive salaries, or provide comprehensive benefits packages. Furthermore, financial constraints may also influence the company’s capacity to expand its workforce, limiting its ability to take on new projects and ventures. These challenges can often create a more dynamic and uncertain environment for employees, requiring them to be flexible and adaptable in their roles within the organization.

                                    Understanding Your Worth

                                    The first step in advocating for yourself is to understand your worth by conducting thorough research. Start by exploring the various salary ranges for your specific position, taking into account your experience level and the geographic location in which you are employed. This can provide valuable insight into the competitive market and help you gauge where you stand in terms of compensation. Additionally, reflect on your skills, accomplishments, and contributions within the company. Consider how your expertise and efforts have positively impacted the organization, and make a detailed list of your strengths and qualifications. By showcasing your value as an employee, you can effectively communicate the impact you have had and the unique qualities you bring to the table. This comprehensive understanding of your worth will empower you to confidently advocate for fair recognition and compensation in the workplace.

                                    Communicating with Your Employer

                                    If you believe you are being underpaid, it’s important to have an open and honest conversation with your employer. Approach the discussion with professionalism and respect. Prepare data and evidence to support your claim, such as salary surveys or examples of your achievements. Be clear about your expectations for a salary increase and be willing to negotiate. It’s crucial to also highlight any additional responsibilities you have taken on since your last salary negotiation and how these have contributed to the company’s success. Furthermore, consider discussing opportunities for professional development and growth within the company, emphasizing your commitment to contributing to its long-term objectives. Remember to convey your enthusiasm for your work while also demonstrating the value you bring to the organization.

                                    Exploring Alternative Options

                                    If your employer is unwilling to provide fair compensation, it may be time to explore other opportunities. Research job openings in your field and network with other professionals. Consider upskilling or pursuing additional education to enhance your marketability and command a higher salary. Additionally, you could seek out a mentor who can provide guidance and support as you navigate your career path. Exploring freelance or consulting opportunities in your industry could also broaden your options and potentially lead to more fulfilling work experiences. Remember to maintain a positive and proactive mindset as you pursue your career goals, and seek out ways to showcase your unique skills and expertise to potential employers or clients.

                                    Additional Tips for Advocating for Yourself

                                    Build strong relationships: Maintain positive connections with colleagues and managers. A strong network can provide valuable support and opportunities.

                                    Seek mentorship: Find a mentor or role model who can provide guidance and advice on career advancement and salary negotiations.

                                    Stay informed: Keep up-to-date with industry trends, salary benchmarks, and legal protections for employees.

                                    Join professional organizations: Participate in professional associations or unions to connect with peers, advocate for better pay and working conditions, and access resources and support.

                                      Remember, you deserve to be compensated fairly for your work. By understanding your worth, communicating effectively, and exploring alternative options, you can take steps to advocate for yourself and secure the compensation you deserve.

                                      Sources:

                                    • Fulfillment at work | Creating something produces fulfillment

                                      Fulfillment at work | Creating something produces fulfillment

                                      KEY POINTS
                                      > Fulfillment at work is now the new norm.
                                      > Having these three things – impact, relationship, and growth – could provide the sense of fulfillment at work.
                                      > Creating something gives us the sense of fulfillment.
                                      > Trying out different things until you find what brings you satisfaction may help in achieving fulfillment.

                                      Fulfillment at work

                                      Finding fulfillment at work has been a desire that every working person has been craving for. The pandemic has brought to our attention the importance of the purpose of our work and the feeling of being fulfilled. Spending time at home with our family made us realize that there are more important things in our lives than busting out long hours in the office without a sense of fulfillment.

                                      Satisfaction with our careers and jobs had been questioned. It is not about earning to live anymore. It is not also about living life comfortably. We have achieved these. It is now about being fulfilled with our work. It is creating a work-life balance. It is now a question of impact, meaning and purpose.

                                      Companies struggle to keep employees. It became more difficult during and after the pandemic. Employee engagement has never been more critical and various approaches such as virtual team buildings and company events, and the push for more interconnected people were implemented to keep employees engaged and motivated. There were some who implemented mental health breaks to tackle the issue around employee well-being and mental health.

                                      But, what really is a meaningful work? How do we find fulfillment in what we do, or is it not even with our current work and do we need to search for it? Does a purpose-driven work enough to feel fulfilled? What can we do to find fulfillment at work?

                                      There are ways, according to researches. Well, I would beg to disagree.

                                      The three things to have to feel fulfilled at work

                                      Impact. Relationship. Growth. These are the three things that a person should have to have a sense of fulfillment at work. This is according to a post on Big Think written by Kevin Dickinson. It was a conversation between him and Aaron Hurst who is the founder of Imperative and Taproot Foundation and author of The Purpose Economy.

                                      I. IMPACT

                                      Simple enough. When we know the gravity and the value of what we do to others, we feel fulfilled. We realize that our work is meaningful and has a significant effect on other people’s lives, we see that our work is purpose-driven instead of menial tasks that we must go through every day. But, is that even enough?

                                      Businesses strive to make this known to employees to ensure that quality of work is there and clients receive the service that they need and deserve. By making people understand the purpose of what they do, it somehow creates a sense of passion and dedication in the work they do.

                                      Although, when our work does not directly translate to an impact, this can be very difficult to feel. An example would be in a contact center where your daily task is to answer calls, emails or chats. Doing it repetitively for people you don’t know or even care about disconnects you from the impact. Makes us ask ourselves, “What am I doing here? Is this something I really want to do?”

                                      II. RELATIONSHIP

                                      We are highly social animals. We strive to belong. We wanted to be accepted by the community we are a member of. It is a product of our survival instincts. Our ancestors needed the help of the tribe to survive. With our primitive minds, we brought this need to the present. Therefore, our desire to be build relationships, be accepted, and become a valuable member of the community we are members of has become a need for us.

                                      This is why most successful organizations strive to ensure there is a good working relationship in the workplace. Aaron Hurst mentioned that in his research, people tend to stay in the company when they feel they belong. With a sense of belongingness, we feel secure and thus we create work for the benefit of the member of the organization effecting the people outside.

                                      However, does relationship really help us become fulfilled? Would that be enough to find our purpose in life? Can it create the passion at work?

                                      III. GROWTH

                                      This is a cliché. We all know this. Being stagnant with what we do leads to boredom and a feeling of senselessness. Repeating the same work over and over again for a long period of time will make us feel useless.

                                      This is the reason why company leaders provide more challenging tasks, trainings, seminars, and opportunities. Of course, the main reason for this is to ensure competitiveness and stay relevant in their industry. Without such, an organization has spelled it’s doomed. With people being the most important resource of a company, it is imperative that they grow and always ready for any potential opportunities.

                                      But, ask yourself, do you feel fulfillment when you grow? In terms of doing more, do find fulfilled with more responsibility and accountability? Or even when doing something else, have you found the fulfillment that you are looking for?

                                      Fulfillment at work from creating

                                      While it is good to have impact, relationship and growth in the organization, fulfillment can be achieved by focusing on our personal goals first. These goals are not the results of our work such as living in the beach, traveling the globe and having money in the bank. Particularly, these are by-products and/or tools for us to achieve our personal goals.

                                      Some may call it doing what you love. And some may say love what you do. But to me, it is more than that. Ever had that moment where even though you do not get any feedback from what you have done but you feel satisfied with what you created? Have you ever had that feeling that you just did not care what other people said about it and you just kept going and creating? Or better yet, you felt irritated with someone who criticized your work after you have put all your heart into it?

                                      I think this is it. We are all looking to be fulfilled at our current work and the strategies that companies implement to give that to us are more aligned in keeping us as employees. In one company I used to work for, they boast of extensive free training given to all employees to spur growth and maximize the potential of everyone. I personally do not need it even I enjoy going through training classes and seminars, I rather read books and blogs to keep my mind working.

                                      Now, in my line of work, I do not consistently get feedback. My work does not have a direct impact on our clients. But, I like what I do. I am more focused on what I create and deliver that to our internal team for them to use. If they use it or not, I honestly do not care. I felt fulfilled because I created something that I want to.

                                      The same with my blogging. I want to write. I want to share. Even if only one person reads it, that is enough. But it does not stop me from writing and publishing. I always have a senses of fulfillment when I am able to write and publish what I have in mind.

                                      Find you fulfillment at work by trying different things

                                      That is the old-age advice. Find your passion. Do what you love to do. It was also said that you can not earn a decent life if you keep doing what you love such as art and music but that is besides the point.

                                      Putting passion at what you do is also another approach to keeping employees and force them to do what the work requirement is which leads to depression and unhappy people. This in turn loses the sense of fulfillment.

                                      By trying out different things, you may find what makes you tick. Focusing on creating that you want to will give you a sense of fulfillment. It is not just about impact, relationship and growth. I think these are also by-products of what we do. If we start with creating something, without any care of the feedback, then I would say, we will have the sense of fulfillment that we are looking for.