Life is often messy and personal issues affect us all. The importance is being able to stop them from affecting your performance at work. Below are 5 Ways to Stop Personal Issues from Affecting Your Work:

1. Talk to your boss

We’re all people and have our own issues that we face. If you find yourself struggling with something, have a chat with your boss or employer to let them know what you’re going through. Explain that you’re working on it and that a decline in performance is temporary while you sort it out. Communication is an imperative tool in any situation. Acknowledging that there is an issue before your performance suffers will fare much better than having a conversation after the fact. Your boss may think that you are lazy or unmotivated without communication.

2. Set Digital Boundaries

Social Media has enabled us to unlimited connectivity with both positive and detrimental effects. Set digital boundaries to limit the amount of time you spend focusing on your personal issue while at work. This will allow yourself to check in on the issue, without letting it take over your day. This can be a challenge as we tend to become engulfed in information and updates. Be strict with yourself!

3. Take Time Off

Depending on the personal issue that you’re experiencing, it may be beneficial to take some time off work to ensure your emotional needs are met. Much the same as airline safety, we cannot take care of others if we do not take care of ourselves first. For those tougher personal issues, have a talk with your boss to discuss taking time off for rest and recovery while you sort through and recuperate.

4. Ensure Work Isn’t the Cause of the Problem

Is it possible that your current situation is a result of work-related stress? Check in with your manager to have open dialogue surrounding your performance, objectives and goals within your current company. Be honest. Perhaps they’ve noticed a decline in your motivation or deliverables. Have you received an increased workload? Are you satisfied with your current role and prospective future with your current company? Or, is it time for a change?

Take time to evaluate the cause of your stressors or personal issues. Don’t jump to conclusions but pay attention to the triggers that seem to cause dismay.

5. Use Your Resources

Reach deep into your network or close circle for support. Talk to them and let them know you’re having troubles. We often don’t recognize that a great many of us tread the same waters. We experience the same issues. Though they may look different for everyone depending on circumstance, we all go through something.

Check with your health insurance provider to see if you have coverage to speak to a therapist. For some, a massage and some self-care is enough to build clarity and a new perspective. Learn to pay attention to what triggers your stressors or issues and also what disengages them. These become tools to help support us in our lives and our work.

With the right mindset and support system, we can overcome anything that comes our way and Stop Personal Issues from Affecting Your Work. To read more on the subject, click to find out how Personal Issues Sabotage Your Professional Success.

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.