Never settle for "good enough" - Deepstash

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Desperate to quit your job? Read this first.

Never settle for "good enough"

Thinking that you don't need to find a fulfilling job because you'll find fulfillment elsewhere is like saying you don't have to love the person you marry because you can get that elsewhere. This idea will set you up for a rocky situation.

You will spend most of your time at work, so it's essential to find a job you enjoy doing.

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Check-in with people
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If you think about the current situation too much, you might start freaking out from the pressure.
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Assume good intentions
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  • Pause, breathe and consider how the other is feeling. By doing this, you can alleviate any blowups.
Think, then act

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So think of your life in terms of a series of "think/do think/do, think/do". It’s the absence of the "think" in the "think/do" sequence that gets people in trouble.

The Effects Of Burnout
The Effects Of Burnout

One of the worst things burnout does is to take away the pleasure you once had in your work. And even after recovering you might not recapture the same enthusiasm you once had.

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What Makes a Job Satisfying
  • Engagement
  • Benefitting other people
  • Work you’re good at (and feel valued for)
  • Flexibility and control
  • Chances for meaningful collaboration.
Work As Identity

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A long-term response

Global crises are always challenging to navigate. When the time for immediate response passes, we have to dig in for the long haul.

Factors that influence operations going forward will ...

An employee-driven approach

Employees' health and well-being should come first. There may be a perceived choice between productivity and well-being. But, engagement is a natural by-product of well-being.

People are worried about health, job security, their kids' education, life on the other side of the crisis. Micro-managing will not create focus. Tactics like time-tracking software will only compound the problem. Instead, focus on easing their fears. The more distractions we as leaders can clear away, the more effective our people will be.

Guiding principles for a crisis response
  • Part of the response is to hold performance and growth check-ins to acknowledge the contribution each employee is making and help them manage their longer-term professional goals.
  • Err on the side of overcommunicating. Create a communication plan and be consistent. E.g., a daily email from the heads of each unit, or video messages from the CEO. Share even the bad news, to prevent employees from inventing their own stories to fill the void.
  • Keep a tight feedback loop. Know how your employees are coping, how their work is affected, and how they think leadership can help.
  • Be mindful of the resources you're consuming. Don't consume additional masks, disinfectants, and other supplies that hospitals need.