10 Tips for Staying Happy at Work

  1. Keep Personal Problems Personal

When you’re preoccupied with personal issues, it’s difficult to concentrate or be happy at work. By all means, make sure you have your kids covered in the event of an emergency, but realize that nobody’s personal life is ever going to be completely problem-free. Just as you need to let go of work to enjoy your time at home, it’s important to leave personal worries at home so you can focus and be productive at work.

  1. Create an Office Nest

You are at your job for at least eight hours a day, which is more time than you probably spend in your bed. Make your space your own, decorate your area as much as your company policy permits, and make yourself as comfortable and relaxed as you can be in your office.

  1. Develop an Office Support System

Gathering a circle of colleagues who share similar backgrounds or lifestyles can take a lot of pressure off you at work, When you are able to voice your feelings to people who understand, it can really help minimize stress.

  1. Eat Healthy and Drink Lots of Water

Maintaining a good diet and keeping yourself properly hydrated throughout your workday can really make a big difference in your energy level and attitude. Weiss, a certified holistic health and nutritional counselor and consulting expert for The Balance Team. And if you can manage to maintain a diet of whole foods, as opposed to refined foods such as sugar and bread, then you’ll really be ahead of the game.

  1. Be Organized

Create a manageable schedule to handle your workload. A sense of empowerment stems from accomplishment. When you feel overwhelmed, it tends to intensify dissatisfaction. By being proactive and taking control, employees can feel a sense of satisfaction, enhanced confidence and motivation.

  1. Move Around

Working in an office can be a very sedentary job, so it’s especially important to your overall sense of health and happiness to take a few minutes during your workday to get up and move a little.

  1. Don’t Try to Change Your Coworkers

You can’t change anyone; you can only change the way you react to them. Don’t let other people’s actions affect you. Just figure out a way to resolve conflicts and avert uncomfortable situations.

  1. Reward Yourself

Identify a reward outside of your job, and indulge yourself.  Whether it be dinner with friends, a movie, exercise or a manicure, treat yourself every once in awhile. Just as stress from home can interfere with work, the positive aspects of your life can influence mood at work as well.

  1. Take a Breather

In yoga, we practice the breath of joy, in which we inhale a long breath and then exhale laughter. Stand with your feet together and your arms at your sides. Inhale deeply, then exhale laughter and bend forward. Try to do this movement 10 times.

10. Focus on the Positive

Identify the things that you like at work, even if they are as simple as your coworkers or the nice view from your office window. You create your own mind-set. If you stress the positives, you will make your job more enjoyable. Worrying about the negatives may cause you to become overwhelmed.

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Give Everyone in the Meeting a Job to Do

Every meeting organizer wants people to attend, pay attention, and participate. Assigning attendees a specific role is a good way to accomplish all of this. Before your next meeting, consider appointing: A facilitator to guide the group through the phases of discussion, problem-solving, and decision-making. He/She also makes sure one opinion doesn’t dominate — a good role for someone who wants more leadership experience. A scribe to capture any key points, ideas, and decisions established in the meeting. This is a great assignment for someone who is shy but wants to participate. A contributor to offer ideas and help keep the discussion on track. Tell the person you’re counting on him/her to ensure that all the key issues are addressed .An expert to share knowledge on particular issues as requested. He or she can attend just part of the meeting.

8 Steps To Work-Life Balance

Balancing a career and a personal life can often seem like an impossible goal.  Here’s how to start.

Learn Your Employer’s Policies

Inquire about your company’s policies on flextime and working from home. If you’re a strong performer, you have a better chance of negotiating an arrangement that works for both you and your employer.

Communicate

If you won’t be available for certain hours during the day or weekend because you’re dealing with family issues, let your manager and colleagues know, and get their full support.

Use Technology to Your Advantage

Technology should help make your life easier, not control it. Ban technology at certain times so that you can focus on your family or friends.

Learn to Say No

Remember that you can respectfully decline offers to run the PTA or serve on an extra committee at work. When you stop doing things out of guilt, you’ll find more time to focus on the activities that truly bring you joy.

Take care of yourself

Remember to keep your energy levels up with a proper lunch break (don’t just snack on crisps), go home at a decent hour and never check work emails in bed. If you let your health take a back seat to your job, the quality of your work will go downhill and you’ll end up even more stressed.

Fight the Guilt

Superwoman–and Superman–are fictional characters. Real people can’t devote 100% to everything they do. Stop feeling guilty if you miss an occasional soccer game or bail on a colleague’s going-away party

Protect Your Private Time

If you don’t allow yourself pockets of personal time, you’ll become too burned out to fully appreciate any part of your life.

Manage your time well

You might spend 11 hours at work, but if four of them are spent chatting to colleagues, writing personal emails or researching holidays then it’s not a productive or healthy situation. Keep a strong focus on work at work, leave on time and use those extra hours to enjoy life.

How to Break Up with Your Mentor

Having a great mentor can do wonders for your professional development and career. But even the best mentoring relationships can run their course or become ineffective. How do you know when it’s time to move on? And what’s the best way to end the relationship without burning bridges?

A good mentoring relationship is as long as it should be and no longer. If you are no longer learning from your mentor or the chemistry is simply not there, there’s no point in prolonging it. You do yourself and your mentor a disservice if you stay in a relationship that isn’t meeting your needs. If in order to grow, it’s necessary to move on, don’t hesitate to break it off.

Here’s how to end things graciously

Take stock of your needs and goals Ask yourself what value you’ve gained from your mentor, what guidance and support you feel you aren’t getting, and what you want going forward. With introspection, you can figure out what’s missing in the relationship and whether there is an opportunity to reshape it in some way.

Consider giving your mentor a second chance Don’t assume that your mentor has a crystal ball. If you aren’t getting the guidance you want, it may be because you haven’t articulated your expectations and needs. People don’t realize they need to educate their mentors, too. You should spell out what you are striving toward and how you think your mentor can help.

Don’t draw it out If you decide the relationship isn’t working, act on it quickly. You don’t want to waste your time, or frankly theirs. If your mentor-mentee arrangement is more formal, it’s often advisable to arrange a time to discuss the issue face-to-face. But not everyone has to break up over lunch. Depending on the nature of your previous interactions, parting ways could involve a note or a telephone call, or be as simple as letting the relationship fade away.

Disengage with gratitude Gratitude is the key to leaving gracefully. Start the separation conversation by thanking your mentor for all of her time and effort. Detail what you’ve learned in the course of the relationship and how those skills will help your career in the future. Speak in terms of how your needs have changed rather than in how your mentor is not doing x,y, and z for you. Maintain the focus on yourself and your reasons for wanting to move on. By keeping it positive, you’ll leave open the possibility of future collaborations.

Be transparent and direct Be as honest and transparent as possible about why your future plans necessitate a shift, You might say, Given my change in focus, I wonder if getting together regularly is the best use of your time. Don’t worry too much that they will be upset or offended. Prolonging a relationship out of respect for them doesn’t help them. They likely have plenty of other things they can do. If your mentor does react negatively, listen well, give him the opportunity to share his perspective, and if you don’t agree, just thank him for having shared it and move on.

Keep the door open In today’s workplace, connections are more important than ever, and you’re likely to come across your former mentor at some point in the future. Since you want to part ways with your professional reputation intact, make every effort not to burn bridges. Be sure to offer her any assistance she might need in the future so you can return the kindness and help she has given you. You never know when you are going to encounter this person again, whether as a boss, a subordinate, or a peer. And you never know if you might need them again.

Principles to Remember

Do:

  • Consider whether the relationship can be recharged — give your mentor an opportunity to adapt with you
  • Emphasize your appreciation and thanks above all else
  • Describe what you’ve learned from them and how those skills will help your career going forward

Don’t:

  • Stay in the relationship out of obligation — you’ll only waste your time and theirs
  • Focus on the relationship’s shortcomings  — emphasize the positive
  • Burn bridges — you never know when you might encounter them again

Read Great on the Job by Jodi Glickman if you need more suggestions.

Motivate Team Members with Individual Recognition

In team settings, recognizing individual contributions can be challenging. But because recognition is a powerful motivator, you need to find ways to give it. Start by getting to know each team member personally: ask about backgrounds, life outside of work, and career aspirations. Helping people grow is a form of recognition, assign challenging tasks, and act as a coach. Try sending written acknowledgment, like a thank-you email with senior management copied. In team discussions, recognize behaviors that people should continue. Hold sessions focused on positive feedback and have everyone share what they appreciate about each team member, whether specific contributions or general strengths. Finally, share credit publicly.

Overcome Your Fear of Conflict in the Office

Many of us try to avoid confrontation. Instead of addressing issues directly, we try to be “nice” and then later vent about the frustration eating away at us. This can take a significant toll on our health and self-esteem — and on our work relationships and reputation. Next time you notice yourself shying away from conflict, focus on the business needs and speak objectively. For example, if you have a coworker who always interrupts you in meetings, explain the need to present a unified front: “In the last meeting, I noticed we were interacting in a way that may be throwing off the team. It’s important to appear united. Can we determine our roles in advance or establish cues for when it’s time to pass the baton?” People avoid conflict because they assume that it has to be aggressive or disrespectful. It doesn’t — if you remain approachable, non-judgmental, and calm.

Before Accepting a Job, Reference-Check Your Future Boss

When you’re interviewing for a job, doing your research and asking the right questions can inform you about the company culture — but often won’t reveal much about the specific person you’ll be working under. So it’s important to reference-check your future boss. Potential employers aren’t shy to ask about your background, because they want to make sure you’re the right fit. Why shouldn’t you do the same? After you’ve gotten the offer, ask your potential manager for references from his or her colleagues and direct reports, or ask other interviewers what it’s like to work with that person. Social media can also show if he or she is in any clubs, associations, or alumni groups where you may have shared connections.
If you are employed it is never too late to reference check your boss.