How You Can Avoid Millennial Burnout - TheJobNetwork

How You Can Avoid Millennial Burnout - TheJobNetworkMillennials, contrary to some bad press, are actually kicking butt and taking names. Theyre running marathons, shooting to the top of start-ups, and buying homes before the age of 30. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) But theyre also burning out at alarming rates. Working intensely long hours throughout ones 20s can have a cumulative effect exhaustion. This is partly due to unrealistic expectations, comparing yourself unfairly to other peers who are doing better, or not being able to disconnect or achieve the elusive work/life balance. Or it could be just not having a job you love.Here are some strategies for how to avoid or alleviate millennial burnout and keep yourself on the path to great success.Take TimeMillennials might not be as lazy or as entitled as the internet claims they are, but they are more accustomed to instant gratification. Do yourself a favor and dont expect to catapult to the top right away. Promotions dont come easyor necessarily at rapid speed. Dont let the fact that you arent moving up immediately make you feel under-appreciated or unsatisfied. Take a look around at people you admire and find out how long it took them to get where they are. Then give yourself the appropriate time to reach your loftiest goals.DisconnectMillennials tend to be utterly glued to their devices. And some jobs expect you to be on at all times. Find a way to set limits on your time, turn off notifications, or set yourself a few phoneless hours per day.Say NoPerhaps the quickest way to burn out is to say yes to every request thats made of you. You dont have to agree to absolutely every favor asked in order to make it to where you want to be. Set yourself some boundaries. Say yes only when you have the time to do something welland without resentment.MonotaskIn a culture that prizes multitasking skills, learn how to monotask. Youll be surprised at how much your productivi ty increases when you slow down and focus on one thing at a time.DelegateAs much as you want to be in control to make sure things are done right, you cant possibly handle every detail of every project. Learn what others can do and learn to delegate those tasks to them. That way you can concentrate on the really challenging tasks you know you need to oversee. You could even find a buddy to split meeting attendance withyou go to one, they go to the other, and you compare notes, saving yourselves the extra time.Get MentoredA little humility goes a long way. Finding a mentor or trusted superior with whom you can confide before you hit the full-on burn-out stage is crucial. Be honest about where youre at and open to figuring out what changes you could make to fix it.Add JoySo you have to take a business trip, or run an errand. Try to find a way to make it more enjoyable around the edges. Ask for a day or two on either end of the trip to recuperate or sight see, say. And use your vacation days. When you get back to the desk, focus on what you really love about your joband concentrate on those tasks for a week or so.Mentor BackGiving back is a great way to remind ourselves how great we have it. Try to help out or have coffee with someone trying to break into your field. Youll be surprised at the thermisch fuzzies it could give you to give advice.RechargeFind means of recharging dailyset aside at least 5 to 10minutes to do something that truly calms and satisfies you. Its also extremely helpful to have a creative outlet outside the workplace that has nothing to do with your job.Be RealisticDont set yourself up for failure. Keep those high expectations in check by limiting your to-do list to the realm of reasonable possibility. Figure out the ways in which your expectations are getting the better of you, and trim back a bit. If you give yourself the room to succeed, you will.

How To Motivate Employees

How To Motivate Employees Whetzu sich youre new to being a manager or (you think) youre a seasoned pro at being a boss, people and team managers often constantly wrestle with the question of how to motivate employees.Particularly if you manage more than one person or if your team is full of different personality types, figuring out how to motivate employees can binnenseem like an impossible task with no real solution.Im zu siche to tell you that thats not the case.So what are some of the best ways to motivate people and thereby enhance their job satisfaction, employee wertmiger zuwachs and productivity?1. Understand them.Each of your employees and team members is different, and those differences and quirks hold the secret to motivating them. Most managers Ive coached have expressed struggling with different personalities and different types of employees, and have found it particularly difficult to figure out motivation techniques that work for everyone. Some peoples motivation comes from setting goals, or identifying incentives, or working toward rewards. Sometimes employee motivation depends upon getting recognition for productivity or achieving a healthy work-life balance scenario.And interestinglythough not surprisinglywhen a manager believes she has something in common with a direct report she feels shes more effective in managing her. Its when we cannot relate toor dont understand our employeesthat were not as effective at managing them and keeping them motivated.This makes sense Its easier to understand someone who we can relate to or see ourselves in. But it certainly doesnt mean that its impossible to relate to, and understand, someone who works differently from us. It just means we have to put in a little effort.If youre thinking,Ugh, seeI knew it This is going to be a lot of work.Stop. Yes, it will be work (thats why its called work) but another misconception with understanding and motivating employees is that it takes years and endless hours. Again, not true. Time certainly helps, and will only add to your understanding of a person, but there is one quick (and easy) thing you can to do understand your team members2. Ask them.Specifically, ask about work preferences and personal drivers. Ask an associate how she prefers to work, what her ideal work-life balance is, whether she prefers to be acknowledged and get recognition in public or privately, if she likes speaking in front of people, what her professionaland personalaspirations and goals are, and what simply drives her can be tackled over an informal lunch, coffee, or even a 30 minute meeting. You may not get full answers immediately, but sometimes you will (and how someone responds to direct questions is a valuable thing to learn in itself)The simple act of asking employees unterstellung questions will not only offer at least an initial glimpse of the all-important understanding of this person, but youll also be creating the environment in which this person will feel motiv ated because she knows she canand shouldopenly share about herself, her style, and preferences.The results? Shell be more comfortable with you, youll begin to understand how she ticks and what drives her to get the best work, and youll learn how to work within these preferences to then motivate herYes these canand will bethe results. But theres one final piece of unearthing someones preferences and drivers to motivate them.3. Listen.To motivate people, you need to listen to them. Employee performance and employee engagement rests largely on a managers ability to make her team members feel like their voices matter (this can also do wonders for job satisfaction) Maybe one of your direct reports has dreams of being an executive in 5 years maybe another is completely content and would resent a leadership role. The ways in which you use these motivators and approach those two employees should be fundamentally different in order to be effective. But you wont know this until you understand your team and how they envision their future at your company.To recap the key to employee motivation and employee engagement lies in understanding, asking, and listening. Then you need to process and respect the individual through your management style. This seemingly small formula can fundamentally change the way you interact withand successfully motivateyour team.___Jane Scudder is a certified coach, facilitator, and workplace leadership consultant based in Chicago, IL. She helps individuals and group navigate their careers, teams, and personal lives. Find out more atjanescudder.com.