Never did I think that I would be the person that people would seek advice and counsel from. Growing up, I was scared to speak and always second-guessed whether what I was saying would be accepted. If I met my 13 year-old self today she would not be able to recognize the person that I am and that I am becoming.

As a child, I was scared to speak my mind or say what I thought because I felt small and insignificant. Childhood trauma also led me to the conclusion about myself. Unfortunately, my mother would say that I went through the things that I went through because of my small stature. I still, to this day, will declare that there is no reason for someone to be victimized in any way. But you know what, that’s the story of my life.

So, I took a stand a few years ago to fight for myself and the rights of others. It took me until I was in my late 30s to realize I had something to say about human rights and fairness. The straw that broke the camel’s back was that I was being victimized again for speaking up for the first time. And you know what, IT FELT GOOD!

My employees thanked me for speaking up and let me know that my situation was unjust, and this time, I had someone on my side to stand up for me. And that felt good, too! From that day on, I realized I had a voice that mattered. And I haven’t stopped talking since.

I look back on my past and think about what others have gone through to make them have such an introverted nature and try to relate to them to pull out their story and voice. Now, it does depend on the situation and that person’s preference for talking. Thinking back, 13-year-old me did not realize that this was what the therapist was trying to do. And unfortunately, my mother said I didn’t have to go back to therapy. I only wished she would have stepped out of the room to let me tell my story. Because she didn’t, my secret stayed hidden for another 20 years.

The point of this article is to let you know that today, I can’t stop talking because, at some point, you realize that you will no longer be a victim and take a stand to change your future trajectory.

Today, I coach and mentor employees in difficult situations, mentor military veterans, conduct job interviews, provide career guidance and support, and uncover why people have money dysmorphia. Would I have been able to do all of this without my past experiences? Maybe, but the story would not have been the same. Also, the effect on others would not be as impactful.

I’m here to tell you to speak up and speak out and stop being a victim to your past. It’s time to move on.

Achieving Sustainable Employee Motivation and Productivity

Are you tired of seeing your team's motivation and productivity levels plummet? Fear not, for I have gathered some incredible insights from Founders and CEOs who know the secret formula to keep employees engaged and performing at their best. From investing in employee growth to acknowledging accomplishments and valuing progress, we've got you covered. Get ready to discover the top 10 strategies that will keep your team motivated for the long haul. Let's dive in and take your team to the next level!

• Invest in Employee Growth
• Mission-Driven Culture and Rewards
• Personal Brand Ownership and Recognition
• Value Employees and Personalize Rewards
• Combine Performance Bonuses with Growth Opportunities
• Tap into Inner Drive and Offer Incentives
• Tailor Motivation to Team Aspirations
• Empower and Recognize Team Innovations
• Personalize Career Development and Acknowledge Success
• Acknowledge Accomplishments and Value Progress

Invest in Employee Growth

We invest in our employees! We acknowledge the reality that we know they will not be with our company forever — we know they will one day move on, and that's okay. We want employees to view their time with us as an opportunity but also a springboard. For example, we will invest in training for an employee that will benefit our business in the present, but the big picture is that it is more likely to benefit their next employer when they move on. We still feel that it's a win, and although it does sometimes backfire, most of the time, it creates sustained loyalty.

Emily Dills, Founder, Seattle Nanny Network, Inc.

Mission-Driven Culture and Rewards

In my journey as the CEO and founder of BlueSky Wealth Advisors, balancing intrinsic and extrinsic motivators has been a cornerstone of fostering a productive, engaged, and long-term dedicated team. From my experiences, establishing a mission-driven culture that aligns with individual passions and goals is a significant intrinsic motivator. Meanwhile, acknowledging individual and team achievements through public recognition and rewards addresses extrinsic motivations effectively.

For example, we implemented an initiative where team members contribute to shaping our community outreach programs. This empowered them and allowed them to engage with causes they were passionate about, thus fulfilling an intrinsic need to make a difference. Coupling this with tangible rewards, such as performance bonuses and extra vacation days for outstanding contributions to these projects, created a holistic motivation strategy. This approach has amplified our team's productivity and deepened their connection to our firm's values and mission, driving long-term engagement.

Moreover, my involvement in coaching youth sports has reinforced the value of recognizing both effort and outcome. Similar to coaching, in the workplace, I've found that celebrating small wins and providing constructive feedback promotes continuous improvement and fosters a positive environment. Balancing intrinsic values, such as personal growth and a sense of belonging, with extrinsic rewards, like bonuses and career advancement opportunities, has proven to be effective in keeping our team motivated and focused on delivering exceptional service to our clients.

David Blain, CFA, Chief Executive Officer, BlueSky Wealth Advisors

Personal Brand Ownership and Recognition

In my decades of experience across various industries, managing teams, and leading my own company, OneStop Northwest LLC, I've found that achieving the right mixture of intrinsic and extrinsic motivators is more of an art than a strict formula. Integrating my understanding of corporate brand management into motivating my team has been particularly effective. For instance, emphasizing the value of personal and professional brand ownership serves as a strong intrinsic motivator. This approach encourages employees to align their personal values with those of the company, fostering a deep sense of purpose and pride in their work.

On the extrinsic side, recognizing contributions in meaningful ways — beyond just monetary rewards — has proven to increase motivation significantly. Inspired by the project management and collaboration successes we've had with implementing Zoho applications at OneStop Northwest, I introduced a system where team contributions are acknowledged through professional development opportunities, such as workshops or software training that aid in their personal growth and efficiency. This boosts their skill set and morale, showing the company's investment in their future.

A particularly impactful example was a project that required cross-departmental collaboration. The team exceeded our expectations, not only in terms of deliverables but also in fostering a cooperative work culture. The shared sense of achievement and contribution to the company's vision heightened intrinsic motivation.

Extrinsic motivation was addressed by recognizing their success in a company-wide meeting and providing additional resources tailored to each team member's professional interests. This dual approach reinforced their value within the company, encouraging sustained engagement and productivity. By aligning individual passions with the company's objectives and recognizing achievements meaningfully, we've cultivated an environment where motivation thrives on both levels.

Dylan Cleppe, Co-Founder and CEO, OneStop Northwest LLC

Value Employees and Personalize Rewards

In my experience, the most effective balance between intrinsic and extrinsic motivators involves creating a culture where employees feel genuinely valued and part of something bigger than themselves while also recognizing their efforts tangibly. For instance, at Weekender Management, we incorporate intrinsic motivators by involving our team in decision-making processes and emphasizing their role in our collective success. This approach has fostered a strong sense of belonging and investment in the company's future, leading to higher engagement and productivity.

Externally, we've had great success with personalized recognition programs. Instead of generic bonuses, we tailor rewards to each employee's preferences or needs, such as extra days off, customized gifts, or opportunities for personal development. This strategy boosts morale and demonstrates our deep appreciation for their individual contributions.

A specific example that comes to mind is when we transitioned our marketing strategy at Weekender Management. We involved the entire team in brainstorming sessions, allowing them to contribute ideas and strategies. This empowered them by giving them ownership over the project and led to innovative solutions that significantly increased our brand engagement.

Coupling this with performance-based bonuses tied to the success of the campaign provided both the intrinsic motivation of being part of a successful team and the extrinsic reward of financial gain. This dual approach maximized productivity and reinforced a culture of achievement and recognition.

Garrett Ham, CEO, Weekender Management

“Empower your team through personal growth, recognize their accomplishments, and ensure that their values align with your company’s mission to achieve sustained motivation and productivity.” — Annette Harris

Combine Performance Bonuses with Growth Opportunities

In my experience in the people and culture field, I've learned that finding the right balance between intrinsic and extrinsic motivators is essential. Employees are motivated by tangible rewards and internal fulfillment, so it's important to address both aspects. This means offering competitive salaries and benefits to meet external needs while fostering autonomy, mastery, and purpose within the organization to tap into their intrinsic motivation.

To portray this further, consider the following example: Organizations can implement a performance-based bonus system alongside opportunities for skill development and allow employees to select projects aligned with their passions. This approach creates an environment where external incentives and personal fulfillment contribute to long-term engagement and productivity.

Darsha Patel, Associate Consultant, NamanHR

Tap into Inner Drive and Offer Incentives

Finding that sweet spot between intrinsic and extrinsic motivation is huge for keeping your team pumped in the long run. From my experience, you can't just rely on external rewards like bonuses and praise, as motivating as those can be. The real key is tapping into people's inner drive — giving them challenging work that resonates with their values, a sense of autonomy over their projects, and opportunities for professional growth.

At the same time, you want to pay attention to the extrinsic side. Pairing those intrinsic motivators with fair compensation, performance-based incentives, and public recognition for big wins can be a powerful one-two punch.

One cool example I've seen is tech companies giving developers dedicated time to work on their own passion projects. They get to flex their creativity, learn new skills, and scratch that innate itch to build cool stuff — all while still moving the company's mission forward. With that kind of setup, plus mentorship opportunities and internal mobility, you're really fueling both the intrinsic desire to grow and the extrinsic desire for career advancement.

Zachary Bernard, Founder, We Feature You PR

Tailor Motivation to Team Aspirations

Finding the right equilibrium between intrinsic and extrinsic motivators is akin to crafting a bespoke suit: It must be tailored to fit the unique contours of your team's aspirations and the organizational culture. At Zibtek, we've navigated this balance by integrating both motivators into our engagement strategy. We recognize that while extrinsic rewards like bonuses and promotions can spark immediate engagement, intrinsic rewards foster a deeper, more sustainable commitment.

A Balanced Approach:

Our strategy pivots on the understanding that while extrinsic rewards can effectively recognize achievements and foster a competitive spirit, they don't necessarily nurture a love for the work itself or a deep connection to the company's mission. Conversely, intrinsic motivators — such as personal growth opportunities, meaningful work, and autonomy — cultivate a genuine passion and loyalty that transcends the allure of external rewards.

Real-Life Application:

A standout example of this balance in action at Zibtek involved a software development project that required innovative solutions under tight deadlines. Extrinsic motivators were initially deployed, promising bonuses for timely completion. However, we quickly complemented these with intrinsic motivators. We emphasized the project's impact, allowing team members to solve complex problems and contribute significantly to client success. Moreover, we afforded them autonomy in how they approached the project, fostering a sense of ownership and creativity.

The Outcome:

The project was completed on time and exceeded client expectations in innovation and quality. The team's engagement levels soared, not just from the promise of a bonus but also from the satisfaction of overcoming challenging problems and making a meaningful impact. This experience underscored the power of blending intrinsic motivators with extrinsic rewards to foster a motivated, engaged, and productive team.

Conclusion:

Balancing intrinsic and extrinsic motivators is crucial for long-term employee engagement and productivity. At Zibtek, this balance has enabled us to achieve immediate goals and build a culture of passion, loyalty, and innovation. The key lies in recognizing and nurturing the inherent drive within employees to learn, grow, and contribute to something meaningful, complemented by tangible rewards that recognize their achievements.

Cache Merrill, Founder, Zibtek

Empower and Recognize Team Innovations

Use extrinsic motivators to provide a sense of autonomy, competence, or relatedness, which serve as intrinsic motivators. We structure our extrinsic motivators, like bonuses and public recognition, to empower our Torokhity Weightlifting team in their pursuit of continuous development, which also acts as intrinsic motivators. We have an 'Innovator of the Year' in-house recognition program.

We encourage team members to propose new improvements or ideas in our offerings each year. The winner, selected by a company-wide vote, receives a bonus and public recognition. The true reward lies in seeing their idea implemented, which contributes to their sense of autonomy and competence. It strengthens their connection to their purpose and community, thus successfully reinforcing intrinsic motivation under a system of extrinsic rewards.

Oleksiy Torokhtiy, Founder, Torokhtiy Weightlifting

Personalize Career Development and Acknowledge Success

In the bustling world of truck and trailer sales and services at Apple Truck and Trailer, striking the right balance between intrinsic and extrinsic motivators for our team has been instrumental in fueling long-term engagement and productivity. From my experiences, I've learned that recognizing individual achievements and fostering a culture of growth are vital components of employee satisfaction and efficiency.

A particularly effective strategy we've employed revolves around personalized career development opportunities coupled with public acknowledgment of individual and team successes. For example, we've initiated a program where employees are rewarded with specialized training sessions that enhance their skills and align with their professional aspirations. This approach serves as an intrinsic motivator by offering personal growth and enrichment, increasing their commitment and passion for their work. We also introduced a 'Sales Achievement of the Month' award to complement this, providing extrinsic motivation through public recognition and financial bonuses for outstanding performance. This dual strategy boosts morale and reinforces the value of their contributions to the company's objectives.

Anecdotal evidence from our own team suggests that this blend of intrinsic and extrinsic motivators significantly elevates performance levels. For instance, after launching the specialized training rewards, we observed a remarkable uptick in innovative problem-solving approaches among our sales team, directly contributing to a 20% increase in sales over the ensuing quarter.

This demonstrates the potent impact of a well-balanced motivational strategy, underpinning the importance of recognizing and nurturing team members' professional and personal aspirations. Through such initiatives, we've fostered a highly motivated workforce, driven not only by the prospect of rewards but also by a genuine passion for their work and a deep-seated sense of belonging within the company.

Michael Sensano, Sales Manager, Apple Truck and Trailer

Acknowledge Accomplishments and Value Progress

In the dynamic legal practice environment, balancing intrinsic and extrinsic motivators has been a pivotal aspect of maintaining an engaged and productive team. From my experience, an essential strategy has been fostering a culture where accomplishments are acknowledged, and individual progress is valued, which addresses both types of motivators.

For instance, we implemented a "Highlight of the Month" feature within our practice, recognizing exceptional contributions not just in terms of achieving goals but also in embodying our core values like innovation, teamwork, and client service. This approach has provided intrinsic motivation by making team members feel valued for their unique contributions, boosting morale, and fostering a sense of belonging and purpose. Regarding extrinsic motivation, we complement these acknowledgments with tangible rewards, such as bonus days off, gift cards, or opportunities for further professional development tailored to each individual's career path and interests.

One memorable example was when a team member went above and beyond to assist in a high-stakes case, contributing to a positive outcome for our client and demonstrating exceptional dedication and teamwork. Recognizing this, we celebrated their contribution in our team meeting and awarded them with a professional development opportunity they had been eyeing, which aligned with their career aspirations. This motivated that particular employee and set a precedent that hard work and dedication do not go unnoticed, reinforcing both intrinsic and extrinsic motivators within our team's culture.

Justie Nicol, CEO, Colorado Lawyer Team

To sum it all up!

Balancing intrinsic and extrinsic motivators is crucial for fostering a productive, engaged, and dedicated team. By acknowledging contributions in meaningful ways and recognizing personal and professional brand ownership, employees can align their personal values with those of the company, fostering a deep sense of purpose and pride in their work.

Balancing Intrinsic and Extrinsic Motivators for Long-Term Employee Engagement was originally published in Career Focus on Medium, where people are continuing the conversation by highlighting and responding to this story.

In the pursuit of making their workforce future-ready, HR professionals and business leaders often fail to consider some highly effective strategies. These include implementing strong internal mobility programs and deeply understanding employees to help you stay ahead of the curve. I have compiled a list of eight under-utilized tactics shared by top professionals, including a Chief Human Resources Officer and a Director. Discover these insightful strategies and benefit from their experience.

8 Ways to Build a Future-Proofed Workforce

• Implement Robust Internal Mobility
• Invest in Cross-Generational Mentorship
• Foster an Entrepreneurial Mindset
• Cultivate Employee Appreciation
• Support Remote Work Flexibility
• Prioritize Continuous Upskilling
• Utilize Micro-Learning Techniques
• Understand Employee Needs Deeply

Implement Robust Internal Mobility

In my experience, one underutilized strategy that HR departments can leverage to build a future-proof workforce is the implementation of a robust internal mobility program. This approach focuses on developing and progressing existing employees to fill future roles within the organization. Employees can acquire new skills and adapt to emerging trends and technologies by investing in continuous learning and development opportunities, increasing their versatility and value to the company.

An effective internal mobility program not only helps in retaining top talent by offering clear pathways for career advancement but also significantly reduces the time and cost associated with external recruitment. Furthermore, it fosters a culture of growth and innovation, as employees are encouraged to explore different roles and departments, bringing fresh perspectives and ideas.

This strategy has been instrumental in our efforts to adapt to rapid changes in the business landscape, ensuring that our workforce remains resilient, engaged, and aligned with the organization’s goals and needs.

Steven Mostyn, Chief Human Resources Officer, Management.org

Invest in Cross-Generational Mentorship

An underutilized strategy is investing in cross-generational mentorship programs. These programs pair employees from different generations, encouraging knowledge exchange and fostering a culture of continuous learning. Younger employees gain insights from the experiences of their senior colleagues, while older employees stay updated on new technologies and trends through their younger counterparts.

Implementing this strategy bridges the gap between different age groups and promotes a deeper understanding of diverse perspectives within the workforce. It helps build a more cohesive team equipped to adapt to changing industry standards and technologies.

The positive outcomes include increased employee engagement, faster knowledge transfer, and a stronger, more agile workforce ready to face future challenges. This approach turns generational diversity into a strategic asset rather than a challenge to be managed.

Ana Alipat, Recruitment Team Lead, Dayjob Recruitment

Foster an Entrepreneurial Mindset

One under-utilized strategy is fostering an entrepreneurial mindset across the workforce and encouraging employees to think like owners and innovators rather than just implementers can unlock game-changing ideas. HR should provide training on entrepreneurial skills like creativity, risk-taking, and projecting trends. They can also incentivize employees to pitch new products, processes, or business models.

This nurtures a workforce of proactive problem-solvers who can help the company adapt and stay ahead of disruption. Building an entrepreneurial culture positions a company’s human capital as a competitive advantage.

Alex Taylor, Head of Marketing, CrownTV

Cultivate Employee Appreciation

In my experience, employee appreciation is a powerful yet often underestimated strategy for building a future-proof workforce. When employees feel valued and recognized for their contributions, they’re more engaged, motivated, and invested in the company’s success.

This translates to a willingness to learn new skills, adapt to change, and embrace the challenges of an evolving work environment. Simply put, appreciated employees are more likely to stick around and become the future-ready talent your company needs.

Kimberley Tyler-Smith, VP of Strategy and Growth, Resume Worded

Support Remote Work Flexibility

In today’s digital age, remote and flexible employment arrangements are becoming increasingly common. HR departments can take advantage of this trend to create a staff that is prepared for the future by supporting remote work and offering flexible hours.

Providing employees with the flexibility to work remotely has multiple benefits, including attracting top talent, promoting work-life balance, and reducing geographic barriers to recruiting. Working remotely also helps with developing important life skills like self-reliance, discipline, and communication abilities, which are vital in today’s dynamic workplace.

Timothy Allen, Director, Oberheiden P.C.

Prioritize Continuous Upskilling

Investing in continuous learning and upskilling programs is an underutilized tactic for HR departments seeking to establish a future-ready workforce. Rather than relying primarily on attracting new talent, firms may empower their current employees by offering opportunities for continual education and development.

At a prior organization, we established a thorough upskilling strategy that provided employees with access to online courses, workshops, and certifications related to their responsibilities and career objectives. Investing in our employees’ development increased job satisfaction and retention, ensuring that our team remained versatile and equipped with the most recent skills.

Fostering a culture of mentorship and information sharing can also help produce a workforce ready for the future. Encouraging experienced employees to mentor new hires fosters talent transfer and collaboration within the organization.

Volen Vulkov, Co-founder, Enhancv

Utilize Micro-Learning Techniques

Micro-learning is a useful tactic HR departments may use to develop employees who are prepared for the future. It makes it easier for staff members to learn new skills and keep current with market trends by breaking down complex subjects into digestible bits, such as 5–10-minute interactive modules.

HR can provide microlearning materials tailored to specific needs, such as impending changes or skill shortages in the workforce. Because microlearning modules are affordable and scalable, many employees can easily access them.

As a content manager, I can help HR create engaging microlearning materials using interactive quizzes, gamification, and narratives to improve employee motivation and retention. Microlearning promotes a culture of continuous learning and helps employees acquire new skills and adjust to shifting job markets.

Fahad Khan, Digital Marketing Manager, Ubuy India

Understand Employee Needs Deeply

I’ve seen that genuinely understanding the demands of their staff is an important but frequently disregarded tactic for HR departments to future-proof their workforce. It’s critical to consider each team member’s unique goals, challenges, and motivations in addition to their outward interactions.

This way, HR can customize their support and development programs to meet particular needs, be it opportunities for skill improvement, flexible work schedules, or just listening when assistance is needed. Furthermore, good communication is essential to this process since it ensures that workers feel appreciated, heard, and empowered to give their all to the business’s success.

Kartik Ahuja, Digital Marketer, kartikahuja.com

In Summary

Organizations must have a future-proof workforce in today’s fast-paced and ever-changing business landscape. The under-utilized HR strategies discussed in this article offer a roadmap to building such a workforce. From robust internal mobility programs to fostering an entrepreneurial mindset, investing in cross-generational mentorship, and supporting remote work flexibility, these strategies can help organizations stay ahead of the curve and adapt to emerging trends and technologies. By prioritizing continuous upskilling, cultivating employee appreciation, utilizing micro-learning techniques, and understanding employee needs deeply, organizations can create a resilient, engaged, and agile workforce ready to tackle future challenges.

8 Under-Utilized HR Strategies for Building a Future-Proof Workforce was originally published in Career Focus on Medium, where people are continuing the conversation by highlighting and responding to this story.

In the ever-evolving landscape of hybrid work models, HR leaders face the challenge of ensuring a cohesive and supportive environment for remote and office employees. Drawing on the insights of CEOs and regional talent managers, we explore nine strategies ranging from building trust through open communication to minimizing technological friction. These expert tips are designed to foster a positive and productive work experience across all locations.

• Build Trust Through Open Communication
• Celebrate Contributions Equally
• Implement Virtual Team-Building Exercises
• Optimize Video Conferencing Schedules
• Maintain Consistent Team Meetings
• Involve Employees in Decision-Making
• Provide Autonomy with Structured Policies
• Cultivate an Inclusive Company Culture
• Minimize Technological Friction

Build Trust Through Open Communication

Reflecting on my journey from managing one person to leading a team, I can vouch for trust-building and open communication among teams as a strategy.

As a manager, I maintain a consistent connection through regular huddle meetings, whether face-to-face or virtually. These meetings offer opportunities for transparent communication and help teams overcome biases and misunderstandings that may arise in a remote setting.

I also encourage team members to share work-related updates and personal anecdotes during these meetings, fostering a sense of camaraderie. Creating space for light-hearted moments and fun activities further strengthens team bonds and morale. This ensures that teams feel comfortable reaching out to each other for assistance and sharing learnings without feeling insecure or location-bound.

Ultimately, it demands the efforts of both HR leaders and managers to foster genuine inclusion and cultivate a positive work ethos that endures in the long term.

Shruti Nayak, Principal Associate and Head — Client Success Management, NamanHR

Celebrate Contributions Equally

Communication is essential for all team members. To stay positive and productive, people need to understand what they are being asked to do and how their work contributes to the larger mission of their organization. In-person, regular gatherings that celebrate the work, acknowledge milestones achieved and welcome new team members help foster a sense of belonging. For remote workers, regular one-on-one check-ins and intentional communication are a must.

Tip: Include a kudos moment at the end of team meetings to thank and acknowledge the effort made by team members. Be intentional in celebrating the contributions of your remote workers as well.

Betsy Bayha, Regional Talent Development Manager, Gensler

Implement Virtual Team-Building Exercises

HR leaders can ensure a positive and productive work experience for all employees, regardless of location, by implementing virtual team-building exercises.

One of my favorites is a work sprint on Zoom where we all get together on a call and work through the tasks we’ve got today while chatting about our day. This method has boosted productivity and employee engagement.

Taking this one step further and having a platform for employees to connect on, such as an app or chat system, can also help hugely as it acts as a hub everyone can connect on. I recommend using platforms such as Slack or building a personal intranet.

Adam Ilowite, CEO

Optimize Video Conferencing Schedules

Post-pandemic, the workforce (especially in global companies) has increasingly turned to video conferencing as the cornerstone of their meeting culture. In a hybrid work setting, it’s beneficial for HR leaders to encourage employees to arrange meetings to coincide with their at-home days. By carving out dedicated non-meeting hours during office days, there’s a greater opportunity for fostering productive face-to-face collaborations.

James Waite, Founder, Remoteopia

Maintain Consistent Team Meetings

There are many “new normal” working arrangements, with many leaders supporting on-site, hybrid, and remote employees. It’s important to stay in close touch with teammates, regardless of location. Ensuring you have consistent one-on-one meetings or scrum/priority meetings can help with that. We also invest in gathering the entire team in person at least once per year!

Theresa Balsiger, Vice President of Candidate Relations, Carex Consulting Group

Involve Employees in Decision-Making

If you want to create a positive environment and experience for all employees, regardless of their work setup, you have to involve employees in decision-making processes and initiatives that affect their work environment and experience. Seek input, feedback, and perspectives from office-based and remote employees to ensure that policies, programs, and practices are inclusive and relevant to all.

If you begin to exclude others from meetings, events, or projects, you are creating a barrier that can create issues when it comes to team involvement. If you are planning any meetings or opportunities for growth and development, they need to be accessible to both in-office and remote workers. HR needs to be able to develop inclusive plans by asking and understanding what works best for all team members.

Rick Nucci, CEO & Co-Founder, Guru

Provide Autonomy with Structured Policies

The biggest takeaway from everything we’ve witnessed from the pandemic and the resulting rise of the hybrid model is that almost everyone wants flexibility. That’s why the best way forward while keeping individual preferences in mind, is giving employees the autonomy they crave while maintaining structure through well-crafted policies.

Let’s say you have an employee who’s super productive from their home office but occasionally misses important updates because they’re out of the loop. That’s where a communication policy comes in. It outlines how often team check-ins happen, what platforms to use, and how to ensure everyone stays connected, no matter where they work. With policies in place, employees know when they’re expected to be available and when it’s okay to unplug. This clarity also prevents burnout and ensures everyone respects each other’s time.

Because these policies are based on treating everyone as capable adults who know what works best for them, it will be a positive experience for everyone involved.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Cultivate an Inclusive Company Culture

Fostering an inclusive company culture is crucial for remote and in-office work environments because it promotes employee diversity, belonging, and equity. Inclusive cultures cultivate a sense of belonging, leading to higher employee engagement and retention levels. When your team feels valued and respected, they are more likely to be committed to their work and the organization.

Inclusive environments also promote collaboration and teamwork by breaking down barriers and fostering mutual respect and understanding among employees, regardless of where they work. This leads to more effective communication, stronger relationships, and better outcomes for teams and projects.

In an event like this, HR leadership sets the tone for an inclusive culture by demonstrating a commitment to diversity, equity, and inclusion (DEI) through their actions, policies, and decision-making processes. It’s important to regularly review and update organizational policies and practices to ensure they promote inclusivity and mitigate bias. This includes recruitment and hiring practices, promotion and advancement criteria, and performance evaluation processes.

Also, be sure to provide training and education on diversity, equity, and inclusion topics to increase employee awareness, empathy, and understanding. Offer resources and workshops on unconscious bias, cultural competence, and inclusive language online and offline, making them accessible to a wider range of employees.

Meghan Freed, Managing Co-Partner, Freed Marcroft

Minimize Technological Friction

Hybrid work models can degenerate into nightmares for some employees if they encounter technological frictions that affect their work performance. While most companies will focus on in-house technology, it is also important to facilitate remote employees’ access to devices and programs that allow them to collaborate seamlessly with in-house teams.

HR managers must continually monitor engagement levels between their in-office and work-from-home employees and watch out for any signs that a negative technology experience is making the work experience less satisfactory.

Clooney Wang, CEO, TrackingMore

What’s Next?

HR leaders can ensure a positive work experience for all employees by incorporating various strategies that foster trust, transparency, and team-building. From implementing virtual team-building exercises to minimizing technological friction, these expert tips are designed to create a cohesive and supportive environment for remote and office employees. By involving employees in decision-making, providing autonomy with structured policies, and cultivating an inclusive company culture, HR leaders can create a positive work ethos that endures in the long term. Ultimately, it demands the efforts of both HR leaders and managers to foster genuine inclusion and cultivate a productive and positive work environment that benefits all employees.

How Can HR Leaders Ensure a Positive Work Experience for All Employees? was originally published in Career Focus on Medium, where people are continuing the conversation by highlighting and responding to this story.

Being a Gen Z individual, you're well aware of the changing landscape of the workplace. While navigating your career path, you might find discrepancies between your aspirations and your parents' suggestions. Don't be discouraged when navigating this situation and making a well-informed career decision, even if it differs from your parent's wishes.

Honoring Both Perspectives: Communication is Key

Maintaining open communication with your parents can be truly transformative. Take the time to schedule a heart-to-heart and express your gratitude for their support while sharing your career aspirations. By showcasing the research you've done on your chosen field, highlighting its growth potential, alignment with your values, and future prospects, you can inspire them to support you even more. Remember to be honest and open when answering their questions, and let them see the thoughtfulness behind your decision.

Focus on Shared Goals: Bridging the Gap

Remember that even if your career path differs from your parents' vision, you can still find common ground and achieve your goals. Whether it's financial security, job satisfaction, or making a positive impact on the world, focus on these shared objectives and demonstrate how your chosen field can fulfill them. Remember that your parents' concerns come from a place of love, and there are many ways to achieve a fulfilling and successful future.

Building Your Case: Taking Ownership

Research extensively and present a well-rounded case for your career choice. This includes demonstrating:

• Market Demand: Research job growth projections and potential earning potential in your chosen field.
• Skill Development: Highlight the skills you'll gain through your chosen path, transferable across various industries.
• Personal Growth: Explain how this career aligns with your passions, interests, and long-term goals.

Remember, this is your career, and taking ownership requires proactive steps. Research your desired field, identify potential mentors, and network to gain valuable insights.

Finding the "Yes, And": Collaboration, Not Conflict

Shift your mindset and move away from conflict. Instead, embrace collaboration and work together to achieve your goals. By exploring internships or volunteer opportunities in your chosen field, you can gain valuable experience while demonstrating your passion and dedication. You can involve your loved ones in your decision-making process and attend career fairs or informational talks together. By working together and supporting each other, you can achieve great things.

The End Game

A successful career path ultimately balances your personal aspirations and your parents' concerns. You can navigate this situation by fostering open communication, demonstrating your research, and taking ownership of your future while building a strong foundation for a fulfilling career.

Charting Your Own Course was originally published in Career Focus on Medium, where people are continuing the conversation by highlighting and responding to this story.

Impactful 6-Word Stories

I previously created a 6-Word Story Challenge to test my ability to convey emotions and a message with as few words as possible. Here’s what that looked like here. You can read them side by side for full context. Additionally, I wanted to further develop the story, so I designed a follow-up challenge to continue its narrative.

1. Community support, a lifeline has emerged.

2. Guilt gnawed, duty called, heart ached.

3. Empty chair, full of tears, Dad?

4. A second’s glance, a lifetime’s regret.

5. Silence fell, echoing their empty hearts.

6. Silence echoed through her shattered spirit.

7. Woke up. Empty belly. No food.

8. She was free. He was alone.

9. Grief is heavy, but hope remains.

10. Love’s flame still flickers beyond time.

I sincerely hope that my six-word stories managed to touch your heart and evoke empathy within you. Thank you for taking the time to read them.

• 6 Word Story Challenge
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Discover how small changes to your morning routine can revolutionize your daily productivity. Eight professionals, including a Director and a Co-Founder, share their most impactful morning routines that have helped them stay focused and productive throughout the day. From the energizing effects of morning exercise to the foundational value of a balanced breakfast, their insights offer diverse strategies to kickstart a productive day. Learn how you can sharpen your focus, increase your energy levels, and improve your productivity with these simple tweaks to your morning routine.

• Sharpen Focus With Morning Exercise
• Prioritize Tasks With the Eisenhower Box
• Clear the Mind by Power Walking
• Avoid Early Morning Digital Distractions
• Switch Alarm Clocks to Avoid Scrolling
• Make Your Bed for Productive Mornings
• Calm the Mind With Morning Prayers
• Ensure a Balanced Breakfast for Productivity

Sharpen Focus With Morning Exercise

I started working out in the morning, significantly boosting my productivity. I do home workouts that are manageable for me. Sometimes, something as simple as a 30-minute brisk walk or a few stretching exercises works wonders.

The physical activity helps me shake off the lethargy of sleep and gets my blood circulating. This single change has improved my physical well-being and sharpened my mental focus. I can tackle my daily tasks with greater clarity and efficiency.

Elsie Achieng, Director of Paid Media, Reactionpower

Prioritize Tasks With the Eisenhower Box

As a marketing professional in a people and culture solutions firm, my daily schedule revolves around various marketing activities. To ensure efficiency and productivity, I implemented one change not utilized in previous roles: adopting the personalized Eisenhower Box method to effectively prioritize tasks throughout the day and week.

This involves promptly starting work at 8 a.m. and concluding at the end of my shift while organizing tasks based on their urgency, importance, and availability. Tasks deemed urgent and important are included in my to-do list, while those important but not urgent are shifted to another day. If something is urgent but not particularly important, I seek assistance from teammates.

Anything that’s neither urgent nor important is eliminated from the list. This simple yet effective strategy ensures my task list is optimally filled with achievable work for the day while maintaining productivity.

Priya Vyas, Marketing Executive, NamanHR

Clear the Mind by Power Walking

I started kickstarting my day with a 15-minute power walk. Getting some fresh air, a bit of exercise, and letting my thoughts marinate while I stroll does wonders.

It’s like my brain does a happy dance, and I roll into work with a clear mind and a burst of energy.

James Cunningham, Senior Coach, Total Shape

10 Ways to Set Your Day Up for Success

Avoid Early Morning Digital Distractions

I deliberately chose not to check my emails or social media during the hour after waking up. Instead, I used this time to plan my day, read, or savor my morning coffee.

This one adjustment significantly decreased stress and distractions in the morning, enhancing my productivity throughout the day.

Kseniia Mykolaienko, CMO, Parentaler

Switch Alarm Clocks to Avoid Scrolling

When I stopped using my phone as an alarm clock, it helped me resist the urge to scroll mindlessly. I use Alexa as an alarm clock and keep my phone charging in my bathroom — far away from my bed.

Yes, I’ll still pick up my phone after I wake up, but I am out of bed and moving around. Before this change, I would have my phone in hand and still be in bed — a recipe for wasting significant time endlessly scrolling through social media.

Being out of bed and walking before touching my phone has been a game-changer.

Dan Ketterick, Growth Manager, FleetNow

Make Your Bed for Productive Mornings

Making my bed became a game-changer in increasing my daily productivity. This seemingly minor task immediately created a sense of order and accomplishment. It’s a simple win that sets a positive tone while adding discipline and organization to my morning routine.

The ripple effect is real — tidying up influences how I approach tasks throughout the day. It promotes a proactive mindset and a sense of control over my surroundings, resulting in a more focused and productive day overall.

Kimberley Tyler-Smith, VP of Strategy and Growth, Resume Worded

Calm the Mind With Morning Prayers

The one change in my morning routine that I made this year, which significantly improved my productivity for the day, is to recite morning prayers. As a Buddhist, I chant some Buddhist verses for about half an hour after washing my face and brushing my teeth before breakfast.

Before starting this practice, I could not focus at work — I had too many thoughts running through my mind simultaneously. Beginning my day with prayers has been calming and preparing my mind for the upcoming tasks and challenges. Prayers are a form of positive vibes and reinforcements.

With a calmer mind, I manage my tasks more efficiently and feel energized for the rest of the day. I’m really glad I put this into practice!

Jonie Toh, Chief Editor, The Gamerian

The Power of Inspiration

Ensure a Balanced Breakfast for Productivity

Implementing a habit of having a balanced breakfast significantly improves productivity. A healthy breakfast fuels the body and provides the necessary nutrients for optimal cognitive function.

By avoiding skipping breakfast or opting for unhealthy options, individuals set themselves up for success. For example, starting the day with a protein-packed omelet, whole-grain toast, and fruits provides sustained energy, enhances concentration, and helps avoid energy crashes. This change in the morning routine ensures a productive start to the day.

Roy Lau, Co-Founder, 28 Mortgage

By making these simple changes to your morning routine, you can boost your productivity and set yourself up for a successful day.

• 20 Motivational Quotes to Inspire You at Work
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8 Morning Routine Changes That Can Boost Your Productivity was originally published in Career Focus on Medium, where people are continuing the conversation by highlighting and responding to this story.

In the heart of Jacksonville, Florida, a remarkable healing unfolded within the confines of Jacksonville’s Hearing and Balance Institute. I embarked on a surgical adventure that would transform my auditory world from a muted symphony to a crystal-clear concerto.

As I lay upon the operating table, a team of skilled surgeons, their faces obscured by surgical masks and their hands adorned with sterile gloves, prepared to embark on a delicate mission — to restore my hearing. The scalpel danced across my skin, parting the way for a journey into the depths of my ear canal.

With precision and finesse, the surgeons navigated the intricate labyrinth of my inner ear, their movements guided by years of experience and an unwavering dedication to their craft. The tension in the operating room was palpable, a silent symphony of concentration and determination.

During the surgery, I was awakened, and I could hear the surgeon’s eagerness to get the surgery just right. The nurse was a little slow with the instruments, and he urged her to move faster. She apologized, but he said no apologies; you must move faster before the blood dries. Then, he said Annette, lie very still because I happened to cough. Oops! Then came the drill. It’s a wild ride to hear them drilling in your ear when your arms and legs are strapped down.

Then, a moment of triumph. The surgeons successfully replaced the tiny stapes bone, the culprit behind my hearing loss, with a new and improved prosthetic. Then, the surgeon said, repeat after me, “One, Two, Three” and “X, Y, Z.” And I did it! A collective sigh of relief swept through the room as the realization dawned — you were about to hear the world in a way you never thought possible. He said Annette, I just whispered to you. Joy!

As I emerged from the anesthesia, a wave of anticipation washed over me because I couldn’t hear as well. With trembling hands, I reached for my ear, which was packed with a bandage — another sigh of relief.

It was tough going that first week because everything was muffled. And then, a week later, the world around me erupted in a symphony of sounds. The gentle hum of the fan and the deafening rap music that I used to listen to now seemed annoying, and I could swear I heard people talking. Crazy, I know. Once muffled and indistinct, all these sounds now danced in my ears with newfound clarity.

I could hear the rustle of the bedsheets against my skin, the soft ticking of the clock on the wall, and even the faintest whisper of the wind caressing the trees outside my window. It was as if my ears had been granted superhuman hearing, capable of detecting the subtlest nuances of the world around me. No longer could I pretend not to hear my husband call my name.

In a moment of pure joy, I closed my eyes and savored the sensation of sound. I could hear a car passing by, the murmur of LOFI music, and the door opening. The world was a symphony, and I was the conductor.

With my newfound hearing, I could hear the alarm clock in the morning, a pin drop, or a feather falling to the ground. I could hear children’s laughter echoing through the hospital corridors, the distant wail of a siren piercing the city air, and the soft murmur of my heartbeat.

The world was a cacophony of sounds, and I reveled in every note, every beat, every vibration. My stapedectomy surgery had not merely restored my hearing but awakened my senses, opening up a world of auditory wonders I forgot existed.

In this article, we delve into the experiences of nine accomplished business owners and CEOs who have faced and overcome significant career obstacles. From the initial pandemic pivot with embracing online platforms to the concluding resilience and adaptability in client loss, these leaders share their personal stories and lessons learned, providing invaluable insights for anyone navigating their own career challenges.

• Embracing Online Platforms with a Pandemic Pivot
• Learning on the Job in Global Telco
• Salvaging a Project Through Communication
• Selecting Committed Co-Founders for Startup Success
• Collaborative Problem-Solving in Technical Issues
• Growing from Project Cancellation Setbacks
• Overcoming Stress with Work-Life Balance
• Facilitating Change Through Collaborative Leadership
• Finding Resilience and Adaptability in Client Loss

Embracing Online Platforms with a Pandemic Pivot

One of the most difficult things I’ve ever had to do in my career has been dealing with the pandemic. With all the lockdowns and restrictions, there was an enormous drop in demand for event decorations. I had to change gears and focus on online platforms, growing our online presence and providing virtual event solutions.

Overcoming this hurdle taught me how important it is to be flexible and keep coming up with new ideas. Not only did it keep Festoon House going through the ups and downs, but it also opened up new ways for us to do business. It’s really important to stay flexible and change with the times. This experience made me realize the importance of having a strong online presence and having different ways of making money.

When times get tough, your best friends are your fortitude and adaptability. This ever-changing business world requires constant learning and growth.

Matt Little, Owner, Festoon House

Learning on the Job in Global Telco

When I first joined a global telco, I knew little about the technology. I thought I needed to grasp 5G, so I read a comprehensive book. At the outset, I was worried that I might not measure up, especially since I’ve always pushed myself to excel. Reflecting on my journey three years on, I realize that knowing everything from the outset is not essential. What truly matters is building connections with others and maintaining a curious mindset; this will empower you to thrive in any new role.

I’ve heard that many women hesitate to apply for positions because they feel underqualified or believe they lack the necessary skills. I felt the same way but took the plunge despite those reservations. My insights? Dive into the role, enjoy the experience, and allow yourself the space to learn. Build relationships with your colleagues, seek guidance when needed, and you’ll have mastered it before you know it.

Olivia Tapper, Head of Operations and Growth, Pet Portraits

Salvaging a Project Through Communication

Early in my career, I faced a project that was spiraling out of scope and nearing failure. I took the reins, realigned the team, and initiated regular feedback sessions with stakeholders. The key was transparent communication.

We salvaged the project delivered on time, and I learned the invaluable lesson that proactive communication and stakeholder engagement can transform challenges into opportunities.

Alex Stasiak, CEO and Founder, Startup House

Selecting Committed Co-Founders for Startup Success

One obstacle I experienced during the early stages of founding a startup was selecting the right co-founders. For startups, success is heavily reliant on the commitment of the founders, and choosing the right founders is a significant challenge.

When establishing a company, the only individuals you can truly rely on are yourself and your co-founders. This necessitates a mutual dependency, where each member must invest extraordinary effort well beyond the conventional 40-hour workweek.

In the initial stages, we had co-founders with exceptional skills and experience but lacked dedication and reliability. When a co-founder doesn’t share this commitment to delivery or isn’t consistently available, it jeopardizes the entire startup’s prospects.

This experience underscored the importance of judiciously selecting founders with a similar level of dedication and availability to the startup. These qualities are now our top priorities when building our team.

Maksym Lushpenko, CEO and Co-Founder, Brokee

Collaborative Problem-Solving in Technical Issues

I faced a major obstacle in my career. I was working on a critical project with tight deadlines, and a significant technical issue emerged that threatened to derail the entire project. The issue was complex and required a deep understanding of the system and collaboration with other team members.

I started by thoroughly understanding the technical problem and its impact on the project. I gathered data, reviewed code, and consulted with colleagues to comprehensively understand the issue. We broke the problem down into smaller, more solvable components to make the problem more manageable. This helped me identify the root causes of the issue and prioritize my efforts.

Recognizing that the problem was beyond our individual capacity to solve, I reached out to team members for assistance. Collaboration and knowledge-sharing played a crucial role in tackling the obstacle. We devised a detailed action plan outlining the steps required to address each component of the problem.

Joe Li, Managing Director, CheckYa

Growing from Project Cancellation Setbacks

One major challenge I overcame was when an enormous project I was leading got canceled unexpectedly right before the deadline. It felt like months of hard work had just vanished into thin air, leaving me devastated.

However, instead of wallowing in self-pity, I chose to lift myself up and learned from this setback. With my team, we analyzed what went wrong and used the insights to make our future projects more foolproof. The episode taught me resilience and intensive problem-solving skills while reminding me how coming challenges can be actual learning opportunities.

Abid Salahi, Co-Founder and CEO, FinlyWealth

“Challenges are not roadblocks, they are stepping stones to success.” — Unknown

Overcoming Stress with Work-Life Balance

Only three months after starting our own company, I was promoted to a role with much more responsibilities at my full-time, traditional job. I became so overwhelmed trying to manage two full-time jobs effectively.

Fast forward one year, and I was having mental breakdowns from the stress. It was the most challenging experience in my life, and I’ve completed several triathlons, half-marathons, and one full marathon in my past. I cut out all non-essential spending, ate healthier, took more breaks, spent more quality time with my wife, Yanling, and slept better.

Bit by bit, I could crawl out of that state, and now I’m mentally well, my business is thriving, and I maintained my position at my day job. There’s a mental health component to entrepreneurship that I hadn’t fully appreciated before, and now I know to maintain a better work-life balance because I never want to go back to that state. It’s a lesson I’ll never forget.

Scott Sidders, Co-Founder, Scott & Yanling Media Inc.

Facilitating Change Through Collaborative Leadership

Early in my tenure as CEO, I faced significant resistance when proposing a shift in our company’s strategic direction. Many were attached to the traditional way of doing things. Instead of pushing my agenda forcefully, I organized cross-functional workshops, allowing teams to voice concerns and collaboratively brainstorm solutions.

This inclusive approach facilitated buy-in and resulted in a more robust strategy with diverse inputs. I learned the importance of active listening and the value of collaborative problem-solving in leadership.

Einav Biri, CEO, FARUZO

Finding Resilience and Adaptability in Client Loss

A major client abruptly terminated our contract, significantly impacting our revenue stream. It was a defining moment, one that tested our resilience and adaptability.

Instead of succumbing to panic, we huddled as a team and pivoted. We diversified our client base, expanded our services, and refined our value proposition. It was a period of intense reflection and innovation. We explored new industries, invested in upskilling our team, and embraced technologies we had previously hesitated to adopt.

Overcoming this challenge taught us invaluable lessons. We learned the importance of agility in business — adapting to market changes swiftly. It highlighted the significance of not being overly reliant on a single client or industry. Most importantly, it reinforced the power of a united team. When everyone pulls together towards a common goal, even the most insurmountable obstacles can be overcome.

Aaron Friedman, Founder, AMF Creative

“The loss of a client is not the end, but rather an opportunity to re-evaluate, adapt, and emerge stronger than before.” — Unknown

Annette Harris is the founder of Harris Financial Coaching, where she provides career and financial guidance to individuals and small-business owners.

How to Tackle a Major Obstacle in Your Career was originally published in Career Focus on Medium, where people are continuing the conversation by highlighting and responding to this story.

I have compiled eight valuable tips from professionals, including a Director of Paid Media and a CEO, to help you deal with burnout at work. These tips cover various aspects, such as setting boundaries, prioritizing self-care, and fostering a supportive work environment. You can learn from the insights these experts share to prevent and cope with burnout in your workplace.

• Set Boundaries and Prioritize Self-Care
• Recognize Signs and Engage in Physical Activity
• Establish a Structured Daily Routine
• Allocate Time for Self-Care Activities
• Balance Goal-Setting With Regular Breaks
• Time-Block Work and Downtime
• Create a Culture of Work-Life Integration
• Foster a Supportive Work Atmosphere

Set Boundaries and Prioritize Self-Care

The threat of burnout is real. After a personal tragedy left me raising two young children, I found myself working day and night to make it work. I was forced to change jobs as I needed my career to be remote to be able to work around the kids.

I know that I should establish clear boundaries between my professional and personal life, but still having career aspirations means that I am constantly putting this off.

This is a common problem. The pandemic forced us to work from home, and we all saw how working around commitments blurred the line between work and life.

But to do this without burning out, you need to set defined work hours, maintain a designated workspace, and communicate your boundaries to colleagues and family.

Burnout is real, so we have to remember to take regular breaks, prioritize self-care, and maintain a balanced lifestyle while still achieving career goals.

Katharine Gallagher, Professional Growth Specialist of Education, Career, Recruitment, Productivity, Business

Recognize Signs and Engage in Physical Activity

I saw a query seeking one tip for preventing and coping with burnout at work. I have a few techniques that work for me.

The first step is recognizing the signs of a looming burnout. For me, it manifests as irritability, impatience, difficulty concentrating, and a lack of energy and focus.

To cope with this, I engage in physical activity. Regular exercise manages stress by taking my mind off work. I couple it with a little soak in the sun, giving me an ultimate mood boost.

These coping mechanisms have proven helpful to me, and I hope they can benefit you.

Elsie Achieng, Director of Paid Media, Reactionpower

Establish a Structured Daily Routine

Burnout is a widely known and encountered issue in our workplaces. For effective prevention and management, individuals can establish a structured daily routine that includes exercises, productivity hacks, and meditation as vital practices.

To start the day on the right foot, individuals can prioritize engaging in activities like sports, yoga, breathing exercises, gym workouts, or a simple walk, as it helps release happy hormones, giving a good start to the workday.

During the workday, individuals can use the Pomodoro technique to set focused work hours with alarms, followed by short breaks, maintaining productivity. The Eisenhower matrix can then be integrated to focus on high-priority work and delegate or decline less critical ones, preventing overload.

At the end of the day, take breaks for chair yoga and meditation while declaring a DND time. This structured routine contributes to burnout prevention and enhances daily productivity.

Arundhati Chafekar, Principal Consultant, Vertical Lead of Learning and Strengths, NamanHR

Allocate Time for Self-Care Activities

One practical piece of advice my patients often tell me works for them is setting aside a specific time for self-care activities. This is based on the data from more than 800 patients in my practice.

Self-care activities helpful in preventing burnout are a matter of personal choice. Breathing exercises like the 4–7–8 technique work for many of my patients.

This involves inhaling for four seconds, holding for seven, and exhaling for eight. It activates the parasympathetic nervous system, which signals to your brain’s limbic system that everything is OK.

Some other popular self-care activities are nature walks, meditation, and a short nap.

Dr. Menka Gupta, Founder and Functional Medicine Doctor, Nutranourish

Balance Goal-Setting with Regular Breaks

Balance goal-setting with regular breaks. Establish achievable, clear, and manageable work goals while breaking larger tasks into smaller, more manageable steps to reduce feeling overwhelmed.

Additionally, make use of your vacation days or personal days to take a break from work and recharge your energy with a change of scenery.

Kelli Anderson, Career Coach, Resume Seed

Time-Block Work and Downtime

I often tell people to time-block everything, including their downtime. This can be a tricky concept for people because they can feel as though it is “too scheduled.”

However, the minute you put it in a calendar, you improve your chances of following through, which is key to balancing your work and personal life and ultimately helps prevent burnout.

Azmaira Maker, Ph.D., Founding Director, Aspiring Families

Create a Culture of Work-Life Integration

One of the most effective strategies for preventing and coping with burnout is to create a culture of “work-life integration.” This goes beyond merely balancing hours; it’s about understanding that employees have busy lives, with roles outside of work that significantly impact their well-being and motivation.

Companies need to encourage team members to take regular, meaningful breaks during the day and to unplug after work hours. Most importantly, managers should lead by example, openly discussing their practices and emphasizing the importance of mental well-being.

When organizations prioritize and respect the holistic well-being of their employees, it not only helps reduce burnout but also fosters a more engaged, resilient, and productive workforce.

Andrea J Miller, ACC, SHRM-SCP, CEO, LeadWell Company

Foster a Supportive Work Atmosphere

Dealing with burnout is a challenge many professionals face, and it’s no different at Total Shape. One practical tip we’ve found is fostering a supportive work culture. We encourage open communication and create an atmosphere where team members feel comfortable discussing their workload, challenges, and concerns.

Regular check-ins, team meetings, and one-on-one conversations can make a significant difference. We emphasize active listening and empathy within our teams. When team members know they can speak up and ask for help, it reduces stress and prevents burnout.

Also, recognizing and appreciating achievements, no matter how small, can boost morale and motivation, acting as a buffer against burnout.

It’s not just about the workload but also about the support system and camaraderie within the workplace that can make a real impact on preventing and coping with burnout.

Isaac Robertson, Co-Founder and Nutritionist, Total Shape

How do you cope with burnout at work? For more tips on how you can cope with burnout and enhance your career, read these informative articles.

• 10 Ways to Set Your Day Up for Success
• 20 Motivational Quotes to Inspire You at Work
• Is Your 9 to 5 Hurting Your Mental Health?
• Did you like this article? Subscribe for insightful and interesting tips to enhance your life.

8 Tips for Preventing and Coping With Burnout at Work was originally published in Career Focus on Medium, where people are continuing the conversation by highlighting and responding to this story.