3 Signs That Your Work-Life Balance Is Working Out

There is a lot of stress on the importance of achieving work-life balance, especially for those who are in hectic office hour jobs, required at their desks from 9 to 5, and on their phones around the clock. Technology not only made it easier for work to be completed, it also opened up modes of communication that currently allow employers to reach their employees instantly, on a 24 hour basis.

What is a good work-life balance?

It is when work is contained during specific working hours, in the right environment at a comfortable, manageable pace, and other aspects of life — such as family, friends and personal well being – are paid attention to and properly prioritized. While it may be getting harder to maintain such an ideal lifestyle, here are some markers to see if the current work-life balance arrangement is working out:

NO EMAILS, CALLS AND MESSAGES AFTER

Step away from the constant bombardment of emails, calls and messages from work. If this step is hard for you, then there is still a lot more to be done in order to maintain a proper balance between work and life. Leave work at work, and learn to let go of your availability around the clock.

Yes, it feels really good to be indispensable. But time is something that cannot be earned back, no matter how much work you try to fit into it. Do not make the mistake of giving it all up for a speedy email reply or a 4am Whatsapp message from your boss. Instead, make the intelligent choice of investing a significant portion of it on yourself in order to better your quality of living for better work productivity.

MAKE YOUR OWN RULES

Following the rules may be crucial in the society’s guidebook, but sometimes, breaking out of these rigid standards are a good way to measure how much you rely on them previously. There is a shift in the way things are being done in the workforce today, and one of the ways to adapt to them are to make your own set of rules and go ahead with it.

For example, working at home is a great way to maintain a healthy work-life balance. On one hand, you are able to maximize the time spent between work and home and/or family, and on the other, increase the time divided among the two to ensure that nothing is left behind on the schedule. Instead of worrying about showing up at the office, concentrate on producing quality work.

RETIREMENT IS ALREADY ON YOUR MIND

It is important to have a backup plan, and a plan worked on from young is one that is bound to repay at a later date.

This will also help to determine what exactly is the goal of the everyday work. There is no point in working everyday when it is just to survive, instead, concentrate on what makes you special, such as hobbies and quirks, and find a way to infuse it into work. People who have set hobbies or pastimes will also be able to release stress better, ensuring a better work-life balance overall.

How should you handle favouritism?

The interesting thing about this article, is that it is for the one that is shown favouritism as well as for the others affected by it. How bad can it hurt right if you are the one receiving the compliments? At the very least, you know you are performing in your manager’s eyes.  However, do you want your career progression to be based on how well you are performing in the role or would you rather it be because of how good of the relationship you share with your managers?

Think about your co-workers. How would they credit your promotion? Would they have been given equal growth opportunities for career advancement? Would they have thought that performance is linked to career advancement?

Give the benefit of the doubt

Understand if this is a usual practice, by your managers. Try to understand if the treatment is specially for you, or do your managers encourage the others in their little ways as well. Is the manager showing you more interest compared to your colleagues? Do your other colleagues perceive your treatment as unfair as you deem it to be?

It is of this stage that you should also distinguish Favoritism from performance recognition. Have you been given the extra attention because of the overtime you have put into the company, or that you have went beyond what was expected to earn the confidence of your managers?   

Talk to them, Tactfully

Being the one that your manager would be more receptive to, you could have the power to recommend an objective approach. You could probably recommend justifying who should be the one who should be taken the role, or even the key client to the rest.

You could also encourage a more inclusive team, whereby you could propose names on taking up certain responsibilities, as well as be the one sharing positive reviews of other colleagues, whose effort could not have been realized by your managers

How should you handle non-performing employees?

I am sure in every company, there will be a non-performing employee you would have to handle. You will need to difficult employee to perform, although he might not be giving his best. You constantly encourage him, but it falls on deaf ears. You could also be having an employee who seems lethargic about what he does – maybe in terms of punctuality, and attitude problems.

What do you do?

Do you let him be, and let him affect the entire company’s productivity? Should you pull the trigger and tell him that he is dismissed, and if so – how do you do this fairly?

The following pointers are the guides for any employer who is currently handling a difficult employee.

Understand the employee, and why is he not performing

It is fundamentally important to listen, and understand why is the employee not performing. This is not only just from the employee himself, but from others. One might feel frustrated about why is this employee not performing or constantly coming to work late, but fail to understand about why this is exactly so. All the other mistakes that the non-performing employee does, all just act as a confirmation basis to you.

The golden rule is that the less someone is performing, the more attention you should give.

Do not misrepresent the information here as gossiping about his poor performance to other colleagues, or to someone he is reporting to. In this point of time, it is also crucial to manage your own expectations. Imagine having the conversation with the under performing employee with the mentality that he will never get better.

Give action orientated Feedback

You have no right to complain about your employees, if you do not share with that about what is wrong with them in the first place. Managers should give action orientated feedback on how to correct the problems or performance issues that employees face.

One of the most vital sign of Feedback is to be consistent with what you feel is wrong. For instance, missing a deadline by a day is the equivalent of missing a deadline by a week. Do not just reprimand those who missed the deadline by a week, but also those who are a day late. Be consistent, and stop confusing your employees.

It is also important to let your employees understand what the consequences are if their performing is not improving. Let them understand the negative consequences that will happen, as a motivation to encourage them to change what they are doing.

While in the process of encouraging the change, provide constant feedback to the employee as well.

Provide documentation

Fundamentally, you should document the work process. Ensure your managers know when he can fire this non-performing employee.  You would not want a situation whereby the managers have different practices – which would only lead to degrade the existing employees working for you. The Human Resource (HR) could also be the one conducting briefing regularly and should be readily available for the managers. Generally, most companies practice the verbal warning, written warning followed by the final warning.

The process of handling non-performing employees should be documented to serve as prove should any unjust claims of unfair dismissal should happen. Take pointers of why this employee is difficult, as well as the action plan that has been communicated to the employee.

Maintain Strong Employer-Employee Relationship

Humans are ultimately companies’ assets in achieving results and success. It is one key factor that it is important to maintain a strong employer-employee relationship and such strong relationship will not bring about too many conflicts in the workplace. This will also help to keep employees focus, more efficient and more committed to work. Put some thoughts into your position and analyse if it is the same for your company too.

Keep the Motivation Going

Observe your employees carefully. What are ways they are doing to keep themselves motivated at work? I’m sure it is not just the monetary aspect that kept them coming to work. Every individual is motivated in different ways and if you understand what the motivation factor are, then it will help you manage a strong relationship with them. An example will be praising and encouraging your employees who have done well in the last quarter of the business year and let them know that you appreciate their performances and hard work.

Ensure Open Communication

Create that effective network for employees to be engaged is one way that allow them to ‘rant’ and share what they felt could have been better for the Company and them. Constantly remind them that you are to listen to them. This also allows you to resolve issues quickly and not snowball the situations and it does show employees that the Company are taking each feedback and issue seriously.

Employee Commitment

In today’s context, cost of a new employee is getting costly – from hiring and training. Keeping a committed and loyal workforce will not only help you in cutting down hiring cost and it will reflect well with your clients and other related business partners that they do not have to liaise with a ‘newbie’ and they may not be as well-trained.

Conflict Reduction

Keep the focus on the right track. Create that conducive environment which allows employees to focus on the tasks and assignments that have been assigned. With reduced conflicts in the company will also allow the people and environment be friendlier. It’s an instinct that you can feel it when you enter the workplace. That instinct can never go wrong. While employees focus on business- or work-related tasks and assignments, it’d also mean that they will be more willing to help one another when escalations from arise.

Are you transparent enough?

Transparency is the trend these days. Every healthy workplace culture will have a good level of transparency between bosses and colleagues, but how can it be maintained through the constantly changing working environment? Transparency usually encourages open feedback and exchanges between different levels of managements and employees, and allows one to have a clear look at how the company works at a whole.

Depending on how it is handled, it can be both beneficial and encouraging to not just consumers and/or customers, but also the people in the company. Here is a quick checklist for colleagues to see if basic transparency is practiced in the workplace:

TREAT EACH OTHER LIKE ADULTS

If any problem arises, do the management and/or colleagues involved get each other looped into the matter like adults? The old corporate hierarchy will see the problem being solved behind closed doors, with a few discrete decisions handled by upper management, but that system is flawed and therefore outdated now. Transparency will encourage all the involved parties to take an active stand in the problem and talk it out face-to-face, ensuring that no one is misunderstood or unheard when trying to reach a mutually agreeable conclusion.

SOMETIMES IT IS BETTER TO NOT SAY IT OUT!

If there are some sensitive information that will be harmful once it reaches a larger pool of audience, then consider keeping it to a few chosen individuals. Although transparency encourages the same level of knowledge to reach all to be considered transparent, there are times where knowing all is not in the best interest for the company. After all, transparency also includes the public. When it comes to delivering information, consider if it is good or bad before becoming a messenger with no backups left in his pockets at the end of the day.

TAKE TIME TO EXPLAIN AND BE PREPARED FOR IT!

In the workplace, people will have questions about the decisions being made, so transparency will allow a forum for others to question why things work a certain way (or not). Be prepared to explain to others the processes behind such choices. Honesty is the best policy when it comes to explanations, so even if it is information regarding a bad or unwise decision, or bad news, deliver it with honesty and clarity for the rest of the company to learn and appreciate the direct exchange.

3 Ways to show appreciation for your colleagues!

Getting along with colleagues can sometimes be problematic, especially when no one knows each other prior to the working environment, creating an awkward gap in social interactions. In order to promote a healthy working space for everyone, there are times when people need an extra boost of confidence that they are doing things right, and that they are ultimately appreciated. This does not just concern the boss or upper management.

Appreciation from fellow colleagues is equally important to strengthen company loyalty and job satisfaction, especially since people are working along side with each other. It can be tricky, but there is a multitude of ways to show colleagues that they are being appreciated without directly confronting them.

BRING IN A DELICIOUS TREAT FOR EVERYONE

Almost everyone appreciates food, especially free food. For special occasions or a colleague’s birthday, consider taking the initiative to order in pizza or tacos for everyone as a treat. This gesture does not have to be repeated everyday, but a little sweet treat goes a long way to make everyone feel better about being at work, and around people who care about them.

As the adage goes, the best way to get people is through their stomachs, so show some care with a thoughtful homemade treat or some delicious perks in the middle of the working day.

OFFER TO COVER THEIR SHIFTS OR EXCHANGE SCHEDULES

Sometimes the best way to show that colleagues are being care for is to offer to cover them or exchange schedules when they have something important in their personal lives. For example, taking over a project when the person in charge has a family birthday or medical appointment that they cannot miss — this will be repaid when personal obligations crop up on your plate.

Be aware of what is happening and be the first to offer as a form of communal gratitude for a more balanced lifestyle culture in the office.

REMEMBER TO SAY THANK YOU WHEN IT MATTERS

Learning and remembering to say our P’s and Q’s may sound quite elementary, but people often to say it after a matter cools and everything blows over. It doesn’t take much for a quick handwritten note to reach a helpful colleague to say, “Hey, thanks again for your help on the project on Tuesday! I really appreciate it.”

Small gestures like these matter and go a long way to ensure that the same help is returned in the future.

Maximise your best potential during Interview

Be it if it’s your first time attending interview or have been a seasoned professional, you will have to brush up your interview skills and keep them updated. You are given just one chance to present and maximize your potential during an interview – this has not changed. What are some ways that will help you grab the employment opportunity and get the job offer!

PUNCTUALITY!        

Arrive early for interview. It is advisable 10 to 15 minutes before the interview so you have time to cool and keep yourself steady. You want to keep your mind calm. On the flip note, you do not want to arrive late or get panicky searching for the location. You may use excuses such as getting trapped in a traffic jam and unable to find the location, but this does not deter the interviewer from forming bad first impression on your punctuality.

PRESENTATION! 

Present yourself coherently and professionally. Speak up coherently and enthusiastically about your experiences and skills. Make sure that you present yourself professionally and let your personality fill the vibe in the interview room. Keep yourself calm and have the small pauses to formulate your answer.

RESEARCH!

Research on the Company. Go through the Company’s website and understand its information that. It is also good that you understand the industry and its competitors well. This research will mean that you are sincere and serious about knowing what the Company performs financially & its daily operational activities and how you can value add into the business.

REHEARSE!

Rehearse. If need be, or you are entering an interview with too many timelines and details to share with the interviewers. If you messed up your timelines and details of information, you may get yourself and the interviewers confused.

ASK! 

Ask questions. Remember that interview is never a one-way assessment of the job and its organisation. It’s a good opportunity for you to learn about the environment and workplace culture are a good fit to your career search. You may also ask on the career progression or path that entails in your new career. Don’t be afraid to speak up; and never sound like you are demanding a particular environment. Be soft in your reactions when you hear some negativity in the answers. Interviewers, at times, also test your reactions to the worst situation or environment.

FOLLOW UP!

Follow-up with gratitude note. Gratitude note these days are still mandatory to show that you are appreciative of the interviewers taking time off to assess your ability on the role. Do not burn the bridge but eliminating the opportunity by showing disinterest in the role after the interview. Always indicate your interest on the position.

Email Etiquette.

In the age of technology and modernized communications, it is important that the any electronic mail sent is being thought through before hitting the “send” button to a specific party or even when you “reply all”. Do not be complacent in replies else it will potentially sabotage your image.

Here are some key points we need to take note when we reply our e-emails:

Address the receiving party correctly.

There are times when we get hectic at work and address the receiving party wrongly. As much as the sender may not feel offensive for addressing the wrong person, the receiver may not feel the same. It is important that we address people correctly to show respect and also shows that you are responding with sincerity.

Do not show anger in emails.

Do not fall into traps by expressing anger or reprimanding any party and allow it to keep as evidences. You will meet colleagues who are making you angry deliberately and in turn, make you respond unprofessionally.

Dealing with confidential information.

Always deal with confidential information with care. Critical and highly-sensitive information should not be sent and discussed via email correspondences. You never want to be the culprit to be blamed on any leakage of information. There may be information that could jeopardise business decisions and employees’ tax and salary issues is another one.

Clear subject line.

The recipient may be getting hundreds of emails in a day and it’s important you keep the subject line as precise as possible. Else, the recipient may treat it as trash and discard any unimportant ones. Also make sure that your subject line matches the content of the message. Never try hitting reply from the previous e-mails.

Include a signature.

E-mail signature is important and crucial as it should include your contact details and job information. This gives reader a better understanding on who they are talking to and how they can get in touch with you.

Use an auto-reply when needed.

Use this auto-reply function when you are out of office or is unable to reach out to your senders during office hours. Should they know that the message requires urgent attention, they can reach out to you as soon as they received your auto reply.