Determine what's causing burnout.Limit meetings, triage important tasks, reconnect with colleagues, have more control over your schedule, and foster more communication with your managerIf the workplace is truly toxic, you should feel empowered to quit.

Get to The Root of Your Burnout

<ul><li>When you're burned out and already contending with a defeatist attitude, rolling with the punches is much more difficult. Acknowledge the feelings of hurt and disappointment.</li><li>Then, acknowledge your limited control in the interview process and focus on the areas within your power.</li></ul>

Manage Rejection

<ul><li>Identify roles and companies that align with your values and well-being.</li><li>Reflect on your current (or most recent, if you’re unemployed) workday for a week or so, making mental notes of moments where you felt happy and fulfilled.</li><li>Think about situations where you disliked the job.</li></ul>

Do some soul-searching

<ul><li>During the interview, use the Q&A portion to ask pointed questions about culture.</li><li>Without mentioning burnout outright, you can ask about office self-care practices, paid time off, flexible scheduling, and remote work.</li><li>You can get down to the question without actually coming out and saying, 'Hey, are your employees experiencing burnout?'"</li></ul>

Make the Most of The Interview

<ul><li>Take time off to recharge, log off, and rest.</li><li>Have a conversation with your future manager to set boundaries.</li><li>Prioritize yourself instead of your work.</li><li>The best-laid plan for plotting a job change while burned out involves taking small, meaningful steps.</li></ul>

Don’t Bring Burnout Into Your Next Role

Looking for a new job doesn’t have to be just another exhausting to-do list item.One of the most considerable issues with modern work is pervasive burnout.The core aspects of burnout are feeling exhausted, cynical, and discouraged.There are steps you can take to preserve your energy and look for your next role regardless of industry.

Burned Out

<ul><li>Don’t be demoralized by the path to employment</li><li>Give yourself 30-, 60-, and 90-day goals.</li><li>During the first 30 days, consider your values and what you would like your next role to look like.</li><li>Work on your resume.</li><li>60-day goal: Reach out to interesting positions or companies for short informational interviews.</li><li>By 90 days, you should be applying for jobs.</li></ul>

Break Down the Job Search

Changing the company won't work until you first identify the root cause of your problems.

Looking for a new job doesn’t have to be just another exhausting to-do list item.

career

Career

mentalhealth

Mental Health

Finding a new job is possible — even when you’re burned out

<ul><li>These Western, or tropical, zodiac signs were named after constellations and matched with dates based on the apparent relationship between their placement in the sky and the sun.</li><li>The Babylonians had already divided it into 12 equal signs by 1500 BC</li><li>Ptolemy, the author of the Tetrabiblos, helped popularize these 12 signs.</li><li>Now astrologers do their calculations and forecasting based on where the planets and sun are relative to the twelve signs.</li><li>Astrologers say if the sun is in the sign of Sagittarius on the day you were born, then you're a Sagittarius.</li></ul>

The 12 Signs Of The Zodiac

<ul><li>For centuries, astrology (looking for signs based on the movement of the celestial bodies) was considered basically the same thing as astronomy (the scientific study of those objects).</li><li>But its popularity relies on factors that numbers can't compute, and the appeal of looking to the stars for answers has not waned.</li><li>Even if astrology's answers aren't based on scientific study, the reason people keep turning to the sky does come down to the psychological phenomenon he calls the human tendency for "self-selection," the search for interpretations that match what we already hope to be true.</li></ul>

Astrology Vs Astronomy

<ul><li>Although astrology is not itself a science, humans have been looking up at the stars to plan their lives for thousands of years</li><li>Farmers used the skies as a calendar as long as the Ancient Egyptians</li><li>Travellers used them as a compass to find directions</li></ul>

 Summer Solstice Horoscopes

While some horoscopes sites may promise predictions based on the “movement” of the stars,  it’s the Earth that’s moving, not the stars. The reason why stars look like they’re moving, both throughout the night and over the course of the year, is because the Earth rotates on its axis and orbits around the Sun. But, before most humans knew that, they spent a lot of time thinking about what was happening up there in the sky.Looking for answers, signs and predictions in the movements of the celestial bodies —is a longtime fascination of humans looking up at the stars to plan their lives.

Up In The Sky- The Answers To Our Lives

<ul><li>We don't really know who first came up with the idea of looking at things in nature and divining influences on humans.</li><li>Some form of astrology shows up in various belief systems in ancient cultures.</li><li>In Ancient China, noblemen looked at eclipses or sunspots as portents of good or bad times for their emperor.</li><li>The Sumerians and Babylonians, by the middle of the second millennium BC, appeared to have had many divination practices - they looked at spots on the liver and the entrails of animals.</li></ul>

The Origin Of Zodiac Signs

Astrology is not a science, but there's a real, fascinating history behind humans attaching meaning to the stars. Here's what to know.

communication

Communication

space

Space

Where Do Zodiac Signs Come From? Here's the True History Behind Your Horoscope

Nothing motivates us more than losing what we already own. So paint for your listener a future scenario so that you can trigger in him the proper emotions.Examples: <ul><li>How would you feel if your competition passed you? (the “loss aversion” trigger)</li><li>How would you feel if this decision led to your promotion? (the “if-success” trigger; “loss aversion” in absentia).</li></ul>

How Would You Feel If?

If you want to prompt a near-instant decision, then frame the options within the “two types of people” narrative.<ul><li>There are two types of people in this world: those who leave their personal financial success in the hands of their employers and those who take full responsibility and build their own futures.</li><li>There are two types of people in this world: those who resist change in favor of nostalgia and those who move with the times and create a better future.</li></ul>

Two Types of People

Sometimes, people say “no” – and are adamant about not changing their minds. Don't give up, try another magic combo.Examples<ul><li>Just out of curiosity, what is it specifically you need some time to think about?</li><li>Just out of curiosity, what is it that’s stopping you from moving forward with this right now?</li></ul>

Just Out of Curiosity


“There are two types of people in this world: those who resist change in favor of nostalgia and those who move with the times and create a better future.”

“Using words that talk straight to the part of the brain that is free from maybes and responds on reflex gives you a fair advantage in conversation and can result in you getting your own way more often.”

For many people, there is a common urge to dig into the details—especially for those that consider themselves experts on a particular topic. Especially for those selling technical products or services, big-ticket items, or intangibles—the urge to dive right into details is strong. However, it’s often much more effective to resist the urge to geek out on the details, and keep responses at a very high level.Keep it simple: what is the outcome you’re trying to solve for? Remember that people typically make decisions based on feelings, with logic coming second.

Keep It Simple

As a species, we are hardwired for narrative: stories help us understand the world around us, empathize with others, analyze the past, and make decisions for the future.When you want someone to make a decision in your favor, whether it’s to purchase a product, collaborate with you, or simply to agree with your point of view, invoking their imagination can be a powerful trigger. Examples:<ul><li>Just imagine how things will be in six months’ time once you have implemented this.</li><li> Just imagine the look on your kids’ faces when they see you achieve this.</li></ul>

The Power of Stories

All people think they know best – that’s how we’re built to think. And if you want to steer a conversation in a certain direction, you have to have control over it.A great way to achieve this is by moving the other person’s position “from one of certainty to one of doubt.” Hence the “what do you know?” magic phraseExamples:<ul><li>What do you know about everything that has changed since (insert event)?</li><li>What do you know about how things really work here?</li></ul>

What Do You Know?

Magic words are sets of words that talk straight to the subconscious brain. The subconscious brain is a powerful tool in decision-making because it is preprogrammed through our conditioning to make decisions without overanalyzing them.Your aim shouldn’t be to move a person from “no” to “yes”—rather, you should focus on turning a “maybe” into a decision. And don’t fall into the trap of thinking that simple means small results—these tips and tricks could change everything about the way you get work done.

Use Magic Words

Even if the good news follows after the worst news, they always tend to bring some relief.
The formula is even more powerful if there is no bad news. Everybody wants some positivity in his/her life, and “The good news is…” is the magic word to infuse it!

The Good News

When it comes to decision-making, we are notoriously susceptible to being fooled by both our emotions and our reason. We also tend to suffer from analysis paralysis when we have to choose from a number of options.A good way to take control over situations such as these is by offering only three options; afterward, just ask the other person “Of those three options, what’s going to be easier for you?”

You Have Three Options

Phil M. Jones has trained more than two million people across five continents and over fifty countries in the lost art of spoken communication. In Exactly What to Say, he delivers the tactics you need to get more of what you want.

Understand yourself and those around you.

psychology

Psychology

books

Books

Often the decision between a customer choosing you over someone like you is your ability to know exactly what to say, when to say it, and how to make it count. Phil M. Jones has trained more than two million people across five continents and over fifty countries in the lost art of spoken communication. In Exactly What to Say, he delivers the tactics you need to get more of what you want. This collectible hardcover edition contains several new examples of the magical phrases that will help you increase your impact.

PHIL. JONES is an accomplished writer whose work has resonated with readers around the world. PHIL. JONES has published several books that explore a range of topics, from fiction to nonfiction, and has received critical acclaim for the ability to weave compelling narratives. PHIL. JONES's writing style is known for its depth and authenticity, and has earned quite a loyal following of readers.

PHIL. JONES

Exactly What to Say

360-degree feedback is a powerful tool for managers, as it helps you understand how people on the team feel about each other’s work. It helps to give a fuller picture than just relying on one or two opinions. Multiple sources of feedback give a 3D view of an employee so they can better understand their personal development gaps.

Managers: 360 Degree Feedback

Overloading employees with too much feedback at once isn’t productive – it’s simply overwhelming. Even if someone has several areas that they need to work on, choose one or two points to really focus on. This is going to avoid making your employee feel negatively about the feedback and also avoid a lot of confusion as they try to remember the list of things that they were told they need to improve upon.

Managers: Limit Feedback To One Or Two Areas At A Time

Promote a growth mindset with your team members by encouraging employees to look for opportunities. As a manager, it’s a good idea to keep your eyes peeled for professional opportunities as well. Remind your employees that growth is not static but a fluid learning process, that doesn’t necessarily mean moving up in the org chart (although it can) but moving laterally and gaining new competencies that complement their existing skillset.Assess the progress that your employees have made and measure the results so that you can consider what kind of new opportunities will provide value.

Managers: Promote a Growth Mindset

Start your year-end performance review by going over what your team member did a great job on. It’s important to start the conversation on a positive note because you’re setting the tone for the rest of the discussion. When you give positive feedback, you teach your employees which kinds of behaviours are valued, which means you’re much more likely to see that behaviour continue, while it’s applied to even more situations. Make sure that you’re also asking your employees questions about what they think went well so that you can foster an open discussion about their achievements.

Managers: Positive Feedback First

Whether you’re an employee or a manager, the most important thing you can do for an annual review is to be prepared for it. Although these reviews can feel a little nerve-wracking, they’re the optimal opportunity to learn, grow and build a better relationship with your manager or team member. Make sure that in your review you’re covering accomplishments, day-to-day responsibilities, areas to develop, strengths and the priorities of the company.

The Bottomline

Facilitating a two-way conversation where your employee is involved in finding solutions is going to empower them and make them feel like they have a big part to play in their own development- which they do! It’s important to try to see your employee’s perspective and approach situations empathetically.Give suggestions but make sure that at the end of the day, they’re taking charge of their careers. Ask for their feedback on your management style and demonstrate your willingness to receive feedback as well.

Managers: Finding A Solution Together

Annual reviews are the perfect opportunity to set new goals and define new challenges for your team members. It’s important that you’re both clear and specific about these new goals that you’re setting together so that the expectations are clearly defined and there’s no chance of miscommunication. This is an exciting topic of conversation and you want your employees to look forward to these new challenges, so be sure to take a positive approach to goal-setting and to make them realistic and achievable.

Managers: Set Goals And New Challenges

<ul><li>Accomplishments</li><li>Day-to-day responsibilities</li><li>Areas of improvement</li><li>Strengths</li><li>Company priorities</li></ul>

What To Cover In Your End Of Year Review

<ul><li>Take time to reflect.</li><li>Inquire about how to get to the next level.</li><li>Follow up.</li><li>Be specific.</li><li>Listen actively.</li></ul>

Five Tips For Employees For End Of Year Review

An end of year review, also referred to as an annual review or a year end performance review, occurs once a year, where a manager goes over an employee’s overall performance. This kind of review is a little more formal than a career conversation. Its purpose is to go over achievements, goals, opportunities and any other ideas you may have for the upcoming year. 
This annual review is the perfect time to go over constructive feedback, both from the employee and the managers’ perspective.

The End Of Year Review

As we move into the end of the year, it’s a good idea to get ahead of the game and think about what you need to cover in your year-end performance review. In order to get you ready, we have put together a complete guide to end of year reviews with functional tips for both employees and managers.

5 topics you should cover at your annual performance review to help your team reach their potential and set new and exciting goals.

personaldevelopment

Personal Development

leadershipandmanagement

Leadership & Management

Year End Review Tips For Employees and Managers

A core question in most spin-offs is how to allocate talent as each company wants to keep the best people. It is noted that successful spin-offs assess the cultures and capabilities each company would need to succeed. Some identified critical roles that would create the most value and implemented a plan to find the right people for those roles.

Culture and talent

Research shows that revenue growth is vital to determine a spin-offs success. The management teams of both ParentCo and SpinCo can often explain how growth is part of the spin-off's strategic rationale together with improved capital management and operational changes. But they are typically much less clear about how they will achieve growth. A good idea is to achieve some quick wins to build momentum for the spin-off.

A quick transition toward growth

Companies that successfully execute win-win spin-offs will optimise the operating model for both companies.  For example, companies use the opportunity to increase their marketing expenditures or digitising the sales process. Others would attempt to improve, centralise, or simplify the operating structures before day one.

Operational excellence

Companies often encourage spin-offs to free up management's time to refocus on the core business or launch a new business. But it can be difficult to focus on the big picture, particularly for the SpinCos executives who have to develop and execute new strategies. Executives often spend more time focusing on the mechanics of spinning off units while missing the opportunities that they may unlock. They may wait until the spin-off is completed before preparing for the next step, resulting in being unable to capitalise on the momentum of the spin-off.

Leadership time and attention

A corporate spin-off can set a parent company free from capital and bureaucratic constraints so that it can pursue alternative strategies. Four factors are critical for creating successful spin-offs:<ul><li>A quick transition toward growth</li><li>Operational excellence</li><li>Leadership time and attention</li><li>Culture and talent</li></ul> Addressing some or all of these factors can increase the likelihood that strategic decisions will create value for both companies.

Finding a new job is possible — even when you’re burned out

Where Do Zodiac Signs Come From? Here's the True History Behind Your Horoscope

Exactly What to Say

It's time to
Read like a Pro.

Year End Review Tips For Employees and Managers

CURATED BY

Finding a new job is possible — even when you’re burned out

Where Do Zodiac Signs Come From? Here's the True History Behind Your Horoscope

Exactly What to Say

It's time to Read like a Pro.

Year End Review Tips For Employees and Managers

CURATED BY

It's time to
Read like a Pro.