Difficult people exist at every workplace. It can be even harder to deal with them if they are targeting you and not a group of employees. Whether they compete with you for privilege and attention, fail to keep their commitments, think they must have the last word or try to malign you in front of your boss, they will affect your job performance and self esteem. If you keep ignoring the situation, it will fester to the point that you will lose your temper and feel miserable going to work every day.

It’s far better to address the situation early on, while you can still maintain objectivity and emotional control. Here are some ways you can proactively defuse the situation and get along to make the work life easier and more pleasant.

Have an honest conversation

Make an attempt, as hard as it can be, to provide constructive feedback and ask for feedback on you own behaviour. Clearly explain the impact the behaviour is having on you and don’t assume the person will suddenly wake up and realize the error of their ways. Share a story that the person can relate to and look from outside as a third party.

Talk to a trusted friend

When you’re being attacked by such a co-worker, it can often be difficult to objectively assess your options as you might be afraid of making the situation worse. Seeking the unbiased opinion of a friend can be a good idea which will also help vent your frustrations.

Discuss the situation with your boss

When you’ve exhausted all other options and you think that the person will not cooperate unless he or she is talked to by authority, disclose the matter to your boss. Suggest to your boss to hold meetings that remind team norms and address some of the conflicts on the team.  A session that helps team members gain insight into one another’s perspective and increases peer to peer accountability.

When you’re dealing with difficult coworkers, there is no question that you’re suffering from the situation, personally and professionally. Approaching the predicament and resolving it is not easy and it takes a lot of energy and courage. However, when you commit to change things for the better, and you follow rational steps, you are likely to see improvement.

 

 

Check out this article to explore more ways.

Mental health in the workplace can be described as workers and managers actively contributing to the working environment by promoting as well as protecting the well-being of all employees. If employees with mental health conditions receive the right support, they can be as productive, involved and purposeful as other employees.

Mental illnesses have an extremely negative impact on company bottom-line, costing billions of dollars in absenteeism or sick days, presenteeism, disability and other benefits and lost productivity. Thus it’s very important that employers recognize the signs of mental illness and help employees strengthen their mental health.

Depression and anxiety disorders are the most common mental illnesses that affect mental health in the workplace. Like other illnesses, mental disorders are episodic and can also be managed similarly; with prevention, diagnosis, treatment and rehabilitation.

Prevention

Promote mental health by developing the positive aspects of work as well as the strengths of employees. Involve employees in decision making that conveys a feeling of participation and empowerment. Be supportive of a healthy work-life balance by allowing flexible hours where possible and reasonable vacation time.

Diagnosis

Mental health issues can simultaneously result in absenteeism and presenteeism. Observe the length of time that employees are off or sick. On the other hand, keep an eye out on how productive they are when they are physically at work. Since mental and physical health are related, employees suffering from mental health might also be complaining from pains or fatigue.

Treatment

Think of mental health treatment as an investment. Beware of astigmatism and treat all employees equally and respectfully regardless of their mental conditions. Keep all communications confidential. Inform your employees that support is available. Make treatment programs more accessible and provide options, including telephone intervention, for those who don’t want to see a therapist in person.

Rehabilitation

Believe in your employees’ capacity to recover and encourage them to believe in their own abilities which will result in strengthened skills to manage emotional states. Foster trusting relationships that employees feel valued in. 

Mental health interventions should be delivered as part of an integrated health and well-being strategy that covers prevention, early identification, support and rehabilitation. Workplace mental health improvement programs that are based on best practices can have a positive impact on the physical and psychological well-being of the workers and company return on investment concurrently.

 

 

Refer to this article to read more on mental health and astigmatism.

Millennials have now become one of the largest generations in the workforce, some of whom are managing other generations including other millennials. In fact, millennials are contributing to some major changes in the workplace that are likely to stick around for a long time. In the quickly transforming workforce which will consist of millennials by majority in a few years, instead of expecting them to mold to old systems, it’s better to learn how to manage them to benefit from their ideas and change our workplaces for the better.

Millennials have a reputation for looking for different things in a work environment. Having said that, in a lot of ways, they have similar desires to those of other generations. What makes this sound different is mainly because they’re more vocal about it. Yes, it might be difficult to manage your peers when you transition into your new role but being proactive and establishing a good relationship with them can help you succeed. Here are some guidelines on how to adapt your management style, when you’re in fact a millennial.

Promote collaboration

It’s time to let the notion of “work your way up” go. Millennials thrive in collaborative environments where they’re treated equally. They also prefer to be led and mentored by their managers, but not bossed around. In fact, they are happier in an organization that fosters collaboration over competition.

Don’t let them get bored

They grew up in an era of immediacy, they can be rather impatient and thrive on short term goals. In order to keep them engaged, recognize them and show them their opinion and feedback are valued. Encourage conversations about innovative ideas and use ongoing interactive training tools.

Help them grow

More than anything, millennials want to feel their employment is meaningful and makes a difference. Be creative in the ways you can help develop your team. Share the vision and mission of the company and show them how they can add to it with clear expectations. This will retain passionate employees who feel invested.

Support work life balance

Disconnecting from work is harder for millennials, as they’ve always been surrounded by easily accessible technology. Keep in mind, this is the generation that is more likely to check their emails at home, even in bed. Although in short term, this might help the company’s responsiveness, in the long run will result in mental exhaustion and counter productivity.  So encourage them to take vacations and spend their weekends without checking their work emails.

Millennials ,like any other generations, want to work somewhere they not only feel valued in but are contributing value towards. So embrace their differences, recognize them, get creative in team building, engage and develop them, and let them take breaks. Stepping into a management role can be intimidating, but taking on challenges like this can be very rewarding and allows you to develop into a better leader.

 

 

Here is an interesting read from a millennial managing other millennials.

Delivering bad news to employees is the least favorite part of the job of every leader. Whether you’re disciplining employees, letting people know company is not doing well or the worst, letting someone go, the conversation can be tough.

Delivering bad news at work can be difficult; whether it affects the employees, the organization or both, an inspiring leader’s approach will help all parties out of the predicament and improve the experience. Here are some primary steps and a few tips on how to navigate through the difficult situation.

Prepare for the conversation

When delivering bad news at work, the first step is to make sure you have all the background information needed and the necessity to deliver the news has been justified. Ensure you know why and how decision was made, who was responsible for making it, what situation it was made in, and the possibilities and outcomes considered. Be prepared for the reaction and be cautious of your reaction to the reaction.

Communicate

This is the opportunity to improve the situation. Provide context, be honest and compassionate. You don’t need to sugar-coat what is unpleasant nor you should be cold and robotic. Clearly explain the issue and rationale and leave no room for misinterpretation. People are more willing to listen when they realize the decision made was fair. Talk about the facts and avoid sharing your personal viewpoint.

Allow for venting

The employees will likely have questions. Listen and be calm. Give them enough time to process the situation. Employees will get emotional and it’s your job as a leader to absorb some of that emotion. Don’t let the conversation turn into a negotiation. Then help the employee or team move forward and focus on future. Show them that you will be a partner in whatever comes next and they’ll have your support.

Delivering bad news at work is hard, but it’s unavoidable. You can’t make bad news less painful, but you can deliver it in the most respectful and compassionate way possible. Understand all about the decision, prepare how you’re going to state it, explain the logic as clearly as possible, let people take the news in, show empathy and focus on moving forward.

 

 

Also check out here to read more. 

A job wish list is an important step in the job search process that helps you organize your thoughts and reflect on where you would fit best. From the job itself to company culture, knowing if the move is aligned with your career goals, will make the road map look more desirable. Here are some tips on creating that wish list!

Identify your long term and short term goals

Start your job wish list with your goals. Where are you now and where would you want to be in the next few years? How can your next move bring you closer to your goals? Imagine yourself in your ideal position, what does it look like? Be realistic and set SMART goals, where should your next job take you?

Decide what you want/don’t want in a job

What do you enjoy doing most? Think how your skills and experience can be utilized in new innovative ways. Do flex work times matter to you? How far are you willing to commute? Do you like to spend most of your time alone or in a team? Do the office layout and team structure impact your daily functions? Think it through and answer the questions with honesty. Ask yourself the most challenging questions that you have possibly avoided.

Think about the companies/industries you want to work for

Are there some companies you want/ don’t want to work for? Do you have insights on why you like/don’t like them? List those which you would love to see yourself at. Broaden your list based on the criteria that other companies might meet. Research the companies, look them up online, ask your network, be cautious of biased comments.  

Set your salary expectations

Your wish list is incomplete without factoring compensation in. What range is your current salary in? Do you receive bonuses? What benefits do you have? Are you expecting a raise in the near future? Do you want to be at a lateral/higher range? Don’t set the bar lower than what is acceptable to you. 

Creating a job wish list that is well thought will help you figure out what matters to you in priority and what you want in a job. You don’t want the regret of making a wrong decision overcome the excitement of finding a new opportunity. So get the pen and paper ready and jot down what’s on your mind.

 

 

Want to read more? check out this amazing read from Forbes for more ways to discover what your desired job looks like.

Every company faces the impact of employee absence, but some minimize it by taking proactive steps. Your company can be one of them!

The impact of absence and absenteeism is directly proportional to company bottom line. By implementing certain cultures and procedures, it’s possible to positively affect the absence levels.

Attendance tracking systems

Start by keeping track of employee absence. Having a system that shows employee absence patterns, will help managers deal with employees in a fair and consistent manner. It will also help a company distinguish between those employees that may need further support regarding ongoing personal issues. Making the system transparent and giving access to all employees via company intranet can further help by sharing standards that are expected of them and reduce the chances of employees using lack of accessibility as an excuse as to why they failed to follow the policy.

Wellness Programs

Employee wellness programs have been proven to be one of the most effective ways to create a happy and healthy work environment which will positively impact productivity. Effective wellness programs help keep people fit, induce engagement and provide a topic of conversation without making anyone feel pressured into taking part, all of which results in lower unplanned absences and organizational productiveness. Some wellness program ideas include:

• On-site fitness center and trainer, Walking or running club
• Mindfulness classes
• Stretch breaks
• Team sports (Volleyball, basketball etc)
• Book discussion breaks
• Team outings
• Ergonomic education and training

Flexible work times

For those type of jobs where possible, it is worth offering flexible work schedules or opportunities to work from home. Employees would enjoy flexibility to meet family and personal needs and obligations conveniently, spend less time commuting, reduce fuel costs and have more control over schedule and work environment. Employers would likely experience all or some of these benefits:

• Increased employee engagement and productivity
• Reduced turnover of valued staff
• Improved image as an employer of choice

Paid time off

Another good idea to help alleviate absenteeism is paid time off. Some Mondays, Fridays and days around national sporting events or public holidays seem to be popular days for unplanned absences. Being aware of these popular days makes it easier to budget for paid time off and unplanned absences.

Future planning

Positive reinforcement simply works, and this is no exception. Rewarding good attendance rather than punishing employees for absence -which is found to be counterproductive- not only encourages employees to clock in every day and compete in a healthy positive environment but also reduces issues that come with presenteeism. As well, professionally conducted health risk assessment on a regular basis provides vital information that help prepare workplaces to deal with absence. Besides, it promotes care, welfare and well-being of employees with positive thinking and shared responsibility with equal concern for all.

Even with all these policies implemented, if employees do not feel secure communicating with management, both employers and employees are less likely to benefit from the results. Making efforts to put employee at ease, showing empathy and encouraging them to be open and honest about their needs and concerns can help understand the situation they’re in and build the trust between employee and management.