A New Way to Work

Success and change without burnout by Dr. Geri Puleo

Archive for the tag “human resources”

I Win…You Lose: How Politics and Sabotage Create Burnout

This is video #7 in a 10-part series focusing on the 10 ways that organizations burn out employees. I’ll discuss how environments that condone (or encourage) politics can lead to sabotage and employee burnout — plus I’ll provide tips on how to prevent it from happening in your workplace.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

We Don’t Have It! How Insufficient Resources Create Employee Burnout

This is video #6 in a 10-part series focusing on the 10 ways that organizations burn out employees.  I’ll discuss how insufficient resources lead to employee burnout and give tips on balancing the financial and human costs of providing — or NOT providing — the necessary resources.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Do As I Say! How Poor Leadership Creates Burnout

This is video #5 in a 10-part series focusing on the 10 ways that organizations burn out employees.  I’ll discuss how poor leadership leads to employee burnout and give tips on how to build relationships with employees and increase engagement.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Give Thanks at Work, Too

2017-11-22 - Gratitude - not expressing is gift not given

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Is Your Resume Scan-Friendly? 12 Things You SHOULDN’T Do

Resume w Magnifying Glass

OUCH:  75% of online job applicants are rejected by the employer’s Applicant Tracking System (ATS)!  

Applicant Tracking Systems (ATS) have revolutionized the hiring process.  Because they can check for person-job fit much more quickly than a human scan, ATS are used by over 90% of large companies and 50% of mid-sized companies.

So, just about any time you apply online for a job, your resume will be scanned by the company’s ATS before it is even seen by a human being.  This makes passing the ATS resume screen one of the biggest obstacles that you will face in your job search because:

  • An ATS doesn’t “read” your resume in the same way that a human does — instead of reading left to right, ATS scans resumes up and down.
  • Plus an ATS removes all formatting in your resume — since an ATS uses OCR (optical character recognition) to scan resumes, it becomes very “confused” by unusual formats — or even font styles!
  • Plus an ATS is programmed to search for key words that are relevant to the job for which you are applying — many are not able to “figure out” that an MBA is the same thing as a Master of Business Administration…or a Masters in Business Administration…or even an M.B.A.
  • Plus an ATS “sorts” all the information on your resume into predetermined categories — if it is “confused” by your formatting, it assumes that the information is missing in that category.
  • Plus an ATS scores your resume – and only the highest scored resumes move forward.

Even though most job candidates hate ATS, a growing majority of employers will continue to use ATS to help their recruiters and hiring managers sort through the huge number of online applications for a single job.

The following is a quick checklist of tips for creating a scannable resume:

  1. DON’T upload a pdf of your resume when applying online.  ATS interpret a pdf as a picture — so it can’t sort your information (aka “the words”) into the predetermined categories.
    INSTEAD upload your resume as a text (.txt) file — it’s not pretty, but not only is it much easier for the ATS to scan and interpret, the system will automatically convert your uploaded document into a .txt file for scanning.  (You can always bring your “pretty” version of the resume to the job interview OR email it to your contact within the company.)
  2. DON’T use borders or horizontal lines that go across the page.  This only confuses the ATS — and a confused ATS will automatically reject your resume.
    INSTEAD use dashes (–) OR equal signs (==), if you must have a horizontal line — this is particularly helpful before and after subheadings.
  3. DON’T add your picture or format your resume by using graphics or tables — the ATS can’t read them!
    INSTEAD provide your LinkedIn address if you want to provide a picture – but most employers will Google you before inviting you to an interview.
  4. DON’T worry about the length of your resume — it should be as long as you need to tell your story.
    INSTEAD focus on the content and key words in your resume, rather than the length.
  5. DON’T use hanging paragraphs so that the most important information is indented from the left side.
    INSTEAD bring all your information to the left margin and use 1″ margins — ATS can generally read only 60 characters in a line (a very small amount), so the rest will be ignored.  Again, this might not be “pretty” to human eyes, but it helps the ATS correctly read, categorize, and score your resume.
  6. DON’T use “fancy,” unusual, or script fonts (e.g., Comic, Chiller, Brush Script, Freestyle Script).  This also confuses the ATS — and it will reject your resume.
    INSTEAD use “classic” or standard fonts, such as Arial, Times, Tahoma, or Calibri (the default font in MS-Word).  Quick note:  some ATS can’t “read” a serif font (that is, a font that has a little line at the edge of a letter), so it’s best to use sans serif fonts such as Arial or Calibri.  HINT:  This page is in a serif font.
  7. DON’T use small fonts in order to “fit” more information on a page — remember that the ATS doesn’t calculate page length.
    INSTEAD be sure that your font is at least 10 or 11 point.  It’s easier to read and reduces the probability that important achievements falling at the end of a line won’t be overlooked by the ATS.
  8. DON’T be creative with your wording.  ATS scan resumes for specific key words that the employer has programmed into it — and it can usually not “read” variations of a word.
    INSTEAD use key words that are identical to those found in the job description.  ATS often don’t know that “successful” is a derivative of “success” — so if the ATS is programmed to search for “success,” it will not count and give you points if you use the word “successful.”  (I know, it’s a pain!)
  9. DON’T try to outsmart the system by using “white font gimmicks” — in other words, adding key words in a white font in the borders of your resume.  The logic is that even though a human can’t see the words, the ATS can — but most ATS are too sophisticated to be “tricked” by this ploy.
    INSTEAD use key words throughout your resume to provide context.  Not only will the ATS pick up and count these key words to give you points, but it will also contextualize the key words by showing that you’ve actually used these skills in other jobs over time — which leads to a higher score for your resume.
  10. DON’T use acronyms even if they are well known in your industry.
    INSTEAD add the full spelled out name that the acronym represents; in other words, format it like this:  Certified Public Accountant (CPA).
  11. DON’T use specialized names for section headings — once again, this can confuse the ATS and it will determine that these sections are missing from your resume.
    INSTEAD use standard section headings only.  Use “Work Experience” not “Professional Credentials.”  Use “Education” not “Academic Background.”  Hint:  Don’t combine two categories within one heading, such as “Training and Credentials” — use each as a separate section.
  12. DON’T be surprised if only the first page of your resume is scanned — employers may program the ATS in order to save time and scan more resumes.
    INSTEAD front-load your resume with relevant key words and experience –while not all ATS will scan just the first page, it’s a good idea not only to raise your ATS ranking but also pass the quick skim that a human will eventually give your resume.

Remember!  A “confused” ATS will default to eliminating your resume from consideration.  By following these rules, your resume will be more likely to pass the first hurdle in finding a new employer.  GOOD LUCK!

NOTE:  If you need help developing a powerful resume, click here for information about my resume writing services.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

 

 

 

Will Flexible Work Schedules Benefit Your Organization? 10 Factors to Consider

Flexibility - 2 pulling 1

Workplace flexibility.  All employees want it…most employers say they provide it…but few fully harness its benefits.  Whether you’re seeking work-life balance, trying to reduce employee burnout, or responding to new paradigms at how work is done, you need to consider 10 critical factors before introducing flexible work arrangements in the workplace.

10 Factors to Consider BEFORE Introducing Flexible Work Arrangements

  1. Do you want to be known as a “family friendly” workplace that is committed to work-life balance? According to a 2014 report by The Council of Economic Advisers, 33% of employees overall – and 50% of working parents – have declined a job offer due to potential conflicts with family responsibilities.  As a result, corporations may lose considerable workforce talent if flexible work arrangements are not offered.  
  2. Is it getting increasingly more difficult to find qualified job candidates? In today’ global marketplace, flexible work arrangements allow employers to hire the most qualified candidates regardless of their geographic location.  This can also expand a company’s market by hiring sales representatives in locations outside of the company’s primary headquarters.
  3. Is employee absenteeism or turnover a problem? Time-based work-life conflicts (such as trying to be in two places at the same time!) increase tardiness and absenteeism – which can ultimately contribute to increased levels of voluntary or involuntary turnover.  Flexible work arrangements provide a win-win in overcoming these staffing challenges.
  4. Are overtime payments decreasing corporate profits? Mandatory overtime is a precursor to poor productivity, decreased quality, and increased levels of burnout.  Through the use of flex-time or shift work, employers can extend their hours of operation without incurring costly overtime payments to nonexempt workers.
  5. Are fixed operational costs skyrocketing? Office space and supplies are expensive.  Through location-based flexible work arrangements, organizations no longer need to provide office space for every employee – which can result in a significant decrease in overhead expenses.
  6. Are you searching for ways to increase revenue and/or profitability? Studies have shown that flexibility enhances employees’ feelings of control because their work arrangement aligns with their hours of peak productivity (the early bird and the night owl).  This greater efficiency and effectiveness can directly influence revenue and profitability.
  7. Is worker productivity hampering efforts to meet market demand? Studies have repeatedly shown that employees who work in a flexible work arrangement tend to be more efficient and productive.  Because workers choose the time and/or location when they work on projects, they can take advantage of the hours in which they are most productive – rather than being constricted to work during standard onsite office hours. Additionally, flexibility changes the way in which employees are managed, from a “face time” to an outcome basis; as a result, workers proactively improve their work habits in order to meet deadlines.
  8. Are your health care costs escalating? Over 90% of patient visits to primary care physicians are for stress-related illnesses or disease.  Flexible work arrangements can mitigate the stressors of fighting rush hour traffic or scrambling to balance work and family obligations.  When stress is decreased, there can be a corresponding decrease in physical ailments (e.g., headaches, compromised immune systems, heart disease, and gastrointestinal problems).
  9. Is compliance with ADA (Americans with Disabilities Act) an issue? Telework can be a viable reasonable accommodation under the ADA.  NOTE:  Employers will be required to cover any work-related expenses that can result in the employee earning less than minimum wage (and overtime).
  10. Do you want to build employee commitment and loyalty? Even if an employee does not take advantage of a flexible work arrangement, the mere presence of this option has been correlated with higher levels of commitment and loyalty.  This may be due to the belief that the employer genuinely cares about the well-being of their workforce and trusts them to get the job done even if they’re not being “seen” doing their work.

Advantages and Disadvantages of 7 Flexible Work Arrangements

Once you’ve determined that flexible work arrangements can address challenges facing your organization, the next decision is to identify the type(s) of scheduling that will cost effectively achieve your objectives.

In general, workplace flexibility falls into two broad categories:  time-based and location-based.

Time-based flexibility focuses on choosing when you will be working.

  • For full-timers, flex-time gives employees flexibility in terms of their arrival and departure times – usually with a core period in which all employees must be on-site.
  • Compressed work weeks enable workers to complete a standard 40-hour work week in less than the standard 5 days.
  • For part-timers, reduced hour professionals can continue to grow in their careers but permanently reduce their weekly work hours – a distinct difference between temporary or seasonable work options.
  • A hybrid is job sharing, in which two employees divide the duties, responsibilities, and benefits of a single full-time position.

Location-based flexibility allows workers to choose where they will be working.

  • Telework (or telecommuting) is the most common option, allowing employees to work offsite through the use of computers and telecommunications technology. Not only does this expand the candidate pool for certain jobs, but it also allows employees to spend additional hours on time-intensive projects.  NOTE:  There are many legal requirements related to compensation and expense reimbursement for teleworkers, most notably under the Fair Labor Standards Act (FLSA) – so be sure to review your plan with an employment lawyer.
  • For road warriors, hoteling enables organizations to contract with vendors to provide locations in which their employees can meet with customers and/or conduct any other business function.
  • One of the newest location flexibility options is snowbirding. Given the harshness of many winters in the northern part of the U.S., some organizations (such as CVS Caremark) offer employees the option to temporarily relocate to a company location that is in a warmer region during the winter months.

For more information, download my free chart, FREE CHART: 7 Flexible Work Arrangements:  Advantages and Disadvantages — you’ll also receive access to my weekly eNewsletter, Success @ Work.  

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

 

Listen to the Naysayers: How Resistors Can Actually HELP During Organizational Change

Change Resistence in Business

Change resistance.   It’s the bane of change leaders’ existence…but should it be?  Could change resistance actually be a BLESSING?!  And if you are the target of an organizational change initiative, should you keep your doubts and concerns to yourself?

These are some of the fundamental challenges facing change leaders and change targets when an organization is attempting massive change.

In talking to change leaders over the years, one of the biggest challenges that I’ve seen is the anger that change leaders feel toward any employee who resists or even questions the veracity of the need for change OR the method of changing OR even the potential outcomes of that change.

A common refrain by change leaders is, “Get the right people on the bus!  We only want employees who embrace change – anybody else is a change resistor and we need to get them OFF the bus!”

I remain shocked that a change leader would discount the insights and concerns of employees when you are asking them to fundamentally shift their work processes, assumptions, and routines.  As the photo above says, “I don’t think so!”

The Change Resistance Zoo

Change resistance is defined as efforts focused on impeding, redirecting, rejecting, or stopping the change (Coetsee, 1999).  It is often thought as being overt…but it can also be very effectively done through covert actions.

Although change resistance is viewed as a “bad thing” that needs to be eliminated from the workplace, employee resistance to proposed organizational changes can also be a very GOOD thing because:

 “When resistance does appear,…it should not be thought of as something to overcome…Instead, it can best be thought of as a useful red flag – a signal that something is going wrong.”   (Lawrence, 1954)

In general, a certain amount of resistance should be anticipated when an organization demands that its workers change their working behaviors, processes, or even attitudes.  But these responses will vary based on their view of the changes being asked of them.

Therefore there is no ONE change resistant response or behavior.  What employees will exhibit as resistance will vary greatly.  For change leaders and change targets, it’s important to understand these differences.

Based on my research, I’ve developed six attitudes toward change in what I call “The Change Resistance Zoo.”  Each type views change somewhat differently, which consequently leads to distinctly different behaviors and responses throughout a change initiative.

Ostrich

The Ostrich.  The employee who avoids change at all costs is like the ostrich sticking its head in the sand.  Ostriches staunchly deny what is going on in the organization and may even view the current status quo as being “not that bad…really.”  Rather than change, Ostriches will often resign from an organization – either when changes are anticipated OR after the change initiative is lost.

What’s Bad About Ostriches:  These are the die hard change resistors who dislike any degree of change to the status quo.  They are in denial and will do anything to avoid making the change.  This is particularly bad for the organization if one of your key employees is an Ostrich.

What’s Good About Ostriches:  Even though they dislike changes to their status quo, Ostriches are also smart enough to realize that the changes are going to happen – so it’s better for them (and the company) if they find a more suitable work environment with another employer.

 

MoleThe Mole.  The Mole is sneaky about refusing to go along with the changes.  Rather than being upfront about their doubts, the Mole goes underground and covertly sabotages the changes.  This could be through missed deadlines or by spreading negative gossip about how the change is progressing or what it really means for employees.

What’s Bad About Moles:  Moles can sow seeds of discord and fear among not only their immediate coworkers, but throughout the organization.  Because their resistant tactics are covert, Moles can be difficult to spot:  there’s always a “logical” excuse for a missed deadline and it’s rare to catch them as the source of misinformed or outright malicious gossip.

What’s Good About Moles:  Consider the option that the Mole has a good reason for refusing to change.  Even though they can be toxic in the workplace, Moles serve as an indication that something has not been considered when planning and implementing the change initiative.

 

TigerThe Tiger.  Unlike the covert activities of the Mole, the Tiger is vocal and aggressive in resisting the changes.  Tigers will argue with change leaders by challenging their ideas and assumptions about the changes.  Their goal is to attack everything related to the change initiative so that it will not proceed.

What’s Bad About Tigers:  They are disruptive and combative, which can make other employees uncomfortable – regardless of whether those employees support or disagree with the changes.  Unlike Moles, it is easy to spot a Tiger – but it’s harder to deal with them in a rational, calm way.

What’s Good About Tigers:  The Tiger will let you know what is a contentious aspect of the change initiative – there’s no guesswork involved.  Try to discuss the Tiger’s concerns in private (so that they don’t damage employee morale) and remain calm.  There is a good chance that the area of disagreement might be eligible for some sort of compromise that creates a win-win outcome in the proposed changes.

 

DogThe Dog.  The Dog will never directly challenge the activities or expectations in the change initiative – that is, unless they’re part of a group of more vocal employees.  Believing that there is “power in the pack,” Dogs resist the change initiative through a group effort – and they’re not afraid to “fight dirty.”

What’s Bad About Dogs:  Dogs may be man’s best friend, but they can also be terrifying in an angry pack – particularly a pack that is united in staunchly fighting the change initiative, in whole or in part.  Because change is frightening, some employees may go along with the “pack” because they fear being ostracized by their peers or coworkers.

What’s Good About Dogs:  Because Dogs are part of a pack, swaying the opinion of one Dog toward the change initiative can lead to the entire group becoming more receptive to the changes.  Also, if there is a group of employees who have banded together to fight some aspect of the change initiative, this is a clear indication that the change initiative most likely has unintentional deleterious effects for a subset of the workforce.

 

OwlThe Owl.  The Owl is usually an experienced employee – someone who has been with the company for a long time or is recognized as an expert in their field.  Because they are wise and knowledgeable, they will point out minute flaws in any aspect of the change initiative.  The challenge is that Owls believe that, although it is their duty to identify problems, they consider that any active involvement in remedying those problems is “beneath” them.

What’s Bad About Owls:  Owls can appear to be condescending, “know-it-alls” who focus too much on the details – but miss the big picture.  By overlooking the broader outcomes associated with the change initiative, Owls can develop tunnel vision that obscures any information that is not within their area of expertise or interest.  This can be particularly damaging if an Owl is selected to lead a change initiative.

What’s Good About Owls:  Subject matter expertise and knowledge are essential criteria for an employee to be considered an Owl.  As a result, they have a breadth and depth of knowledge about how the changes will affect their department, unit, or location.  Listen to them!  But also encourage them to take the lead in improving the steps in the change initiative, so that they can mentor others to create the necessary changes.

 

SnailThe Snail.  The Snail just…kind of…creeps along…with their tasks.  Their goal is to avoid making any waves.  This reaction to change is usually based on fear about the potential consequences, so they will make every effort to avoid detection.

What’s Bad About Snails:  It’s difficult to understand how a Snail feels about a change initiative; because they tend to “fly under the radar,” they are often overlooked or tend to avoid discussing their opinions in meetings.  They do their jobs in a way that makes their performance less likely to stand out from the crowd – for either good or bad results.

What’s Good About Snails:  Snails will continue to get their work done – but don’t expect them to wholeheartedly embrace the changes.  Because the work is still getting done, this can be a good thing for consistency during a change initiative.  Also, snails won’t “make a scene” or add to the disruption in a workplace undergoing change.

Identifying an employee as one of these “zoo animals” does not mean that change leaders should attempt to squash their responses.  Quite the opposite:  change leaders should view their reactions to the proposed changes as red flags or beacons warning about aspects of the change initiative that may have been overlooked.

Change resistors can actually prevent a change initiative from derailing – IF they are respected and listened to.

5 Quick Tips to Benefit From
the Insights of Change Resistors

Change leaders can only observe the behaviors of these animals in the change resistance zoo in response to their requests to change – but it takes a little more digging to unmask the why behind these perspectives.

The following five tips will help you better understand the reasons behind change resistant employees’ behaviors and then adapt your management style to help guide them toward acceptance of the desired changes.

Tip #1:  Communicate the practical economic reasons for the change, but don’t forget to include emotional appeals to employees’ values.  This transforms the change initiative from a cold, quantitative rationale to one that is inspirational and motivating.

Tip #2:  Always listen to employees’ concerns before, during, and after a change initiative.  Resistant behaviors and words that are not acknowledged can potentially undermine the desired changes.

Tip #3:  Respect employees’ fears about the changes by taking an evolutionary approach to change.  Rather than focusing on what will change, also highlight what will remain the same.  This provides a sense of security for workers.

Tip #4:  Include employee input throughout the change initiative.  Don’t just “spring” changes on employees!  Instead, frame the problem that needs to be addressed and ask key employees and network leaders for their opinions on how to remedy the problem.  In nearly all cases, this will involve a change of some kind – but it will be embraced because the employees had input into how this will be achieved.

Tip #5:  Focus on the resistance as a potential treasure trove of new ideas.  Tap down any feelings of anger and resentment that your workers are not immediately embracing the changes.  Remember that it is impossible to predict every possible outcome or effect of a change initiative – so, listen to your change resistors for insights that you might have overlooked (and which could potentially sabotage the changes).

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

 

How to Overcome Job Burnout – NEW Online Course!

BANNER - Final

Is your job burning you out – but you can’t decide whether to “tough it out” in your current job OR take the step to find a new job?

  • Does your current job offer security – but you feel like your burnout is literally killing you?
  • Do you want to explore other employment opportunities – but you’re too burned out to harness the energy to take action?
  • Are you afraid of what might happen if you don’t take action to overcome burnout NOW.

What should you do?

To help you decide, I am proud to announce the first course in my new Online Training Academy:  Job Burnout: When to Stay, When to Go, What to Do.

This totally online course is available ON DEMAND, and will help you finally decide:

  • When you should STAY in your current position
  • When you should LEAVE your current position
  • What you can do NOW to overcome burnout

You’ll have full access to each of the 6 modules PLUS downloadable e-workbooks, audiopodcasts, webinars, short readings, Quick Checks, and a private interactive online discussion board – and, yes, I’ll be on the discussions to answer questions and give you even more tips on how to overcome job burnout.

Job Burnout: When to Stay, When to Go, What to Do is on-demand, so it is accessible 24/7 anywhere around the world.  Complete the lessons at your convenience on your computer, tablet, or smart phone.

BONUS:  You’ll have full access to the course for 1 year – absolutely free!

The price for this course is $149 — but I am offering a special discount for my blog readers:  use discount code ANW2W15 and save $15 off the normal $149 price (only $134).  Want no payments and 0% interest for 6 months?  Use PayPal Credit when registering.

For More Information or to Register:  https://app.ruzuku.com/courses/12975/about.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Worked to Death: The Physical Consequences of Extreme Burnout

work-til-death-1024x768Karoshi (or “death by overwork”) is real.  It is not some exaggerated description of the exhaustion of burnout, but is a documented, very serious condition that has dire consequences for its victims.

In my training and consulting practice, I’ve heard many people emphatically state that their work is “killing” them. Fortunately, I have not had a client die at his or her desk as a result of severe work overload — even though many experienced chronic or acute physical disease.

But death by overwork is a very real phenomenon.

The term used to describe this condition is “karoshi.”  It is the business counterpart of the Japanese form of suicide called hari-kiri. In fact, karoshi has been recognized as a cause of death in Japan since the 1980s.

This obsessive attitude toward work has been hailed by some critics as the reason for Japan’s high levels of productivity.

Recently in May 2015, the Japanese Prime Minister’s cabinet approved a bill exempting the option of overtime payments to workers who earn more than 10.75 million yen ($88,000 USD) annually. This so-called “no overtime pay bill” focuses more on productivity (rather than work hours) and presumably offers greater flexibility to workers.

But the proposed bill has been met with opposition by critics who argue that the number of overwork-related health problems and deaths could potentially increase if the bill is put into law.

What Does Karoshi Have to Do With American Workers?

Japan’s proposed “no overtime pay bill” is similar to the exempt status of certain workers under the Fair Labor Standards Act – those workers who are paid a salary, meet minimum compensation thresholds, and have duties that fall within the FLSA’s requirements for exemption.

Like exempt employees under FLSA, many Japanese workers perform duties and responsibilities of their jobs via “free overtime.” In other words, they are completing important elements of their jobs but not being compensated for the corresponding hours.

Some studies suggest that Japanese workers tend to work much longer than those in other countries. While 11.3% of U.S. employees work over 50 hours per week, this is only half of the 22.3% of Japanese who log in these long hours. Although official Japanese figures show that there are an average of 400 overwork-related deaths per year, some researchers suggest that the actual numbers could easily approach 20,000.

Read that number again: 20,000 hard working, dedicated, high achieving Japanese employees die from overworking.

Are American workers just as susceptible to death by overwork – or is this exclusively a Japanese phenomenon?

While I wasn’t able to find any research on karoshi per se in U.S. workers, there is some staggering evidence that the typical American “workaholic” is on the path to not only burnout, but also karoshi. (FYI: The term “workaholism” was coined in 1980 – way before the advent of the 24/7 e-leash of emails, texts, and smart phones.)

  • The refrain in many organizations is “time is money.” To stay ahead, employees attempt to work more hours with less sleep, relying on caffeine to overcome the effects of sleep deprivation.
  • There is mounting evidence that information overload, work overload, impossible deadlines, and limited resources have surpassed our human ability to process all this information – we are simply not hardwired to work such long hours without respite.
  • “Vacationitis” is growing as fewer and fewer workers take the vacation days that are owed to them each year. According to the March 2015 Project: Time Off report, over $224 billion of unused vacation time sits on corporate balance sheets. The result? Employee health, happiness, productivity, and performance decline – which leads to lowered overall organizational performance.
  • And for the record, a Japanese worker found slumped over his desk in the morning will trigger a karoshi investigation – yet, if the same situation occurs in the U.S., the cause would be considered to be “heart failure.”

Puleo’s Pointers:  Are You at Risk for Karoshi?

Although my primary area of expertise is workplace burnout, I can’t help but be concerned that a burned out worker can succumb to death by overwork if remedial action is not taken immediately.

If chronic distress precipitates burnout, then a full-blown burnout might easily contribute to karoshi.

Some of the warning signs of burnout are also indicative of karoshi. To avoid both, take corrective action if you experience any or all of the following symptoms:

  • You routinely work more than 60 hours per week.
  • You can’t remember the last time you took a real vacation day that did NOT tether you to the office via an e-leash.
  • You obsessively talk about work – and have trouble discussing or focusing on anything else.
  • You take technology to bed with you.
  • You have trouble sleeping, eating, or communicating.
  • You feel out of control…instead of being the master of your destiny, your work has become an unforgiving master of your time, energy, and resources.

I urge you to take action if you relate to any of these symptoms. Feel free to explore this blog for other articles and mini-webinars on burnout. Also, I will be launching a new series of on-demand workshops focusing on how to overcome and recover from burnout. (For more information, please contact me at gpuleo@ChangeWithoutBurnout.com.)

Workaholism, burnout, and karoshi are NOT inescapable byproducts of today’s fast-paced work environment. Actively seek the help that is available so that you can reclaim your energy, creativity, and uniqueness. There will never be another you – don’t let burnout or karoshi shorten your life. Isn’t it time for you to enjoy ALL aspects of your life?

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

Over 33,000 Views of My TEDx Talk on YouTube – Thank You!!!

Thank you, thank you, thank you!  To all of you who have watched my TEDx Talk (Burnout v. PTSD:  More Similar Than You Think…) on YouTube, we’ve just passed 33,000 views – that’s over 20,000 new views since January 1!

Based on the number of likes and comments, I’m thrilled that my TEDx Talk has been resonating with people and giving them some insights into burnout.  In fact, I am grateful to all the “thank you’s” that I’ve received from viewers who have a better understanding of the “über stress” that they have been experiencing.

To provide you with even more recommendations and insights, I’ve been hard at work preparing the launch of my new series of on-demand webinars.  All of them focus on avoiding and overcoming stress when making the needed changes in our professional lives.  Stay tuned for the official launch date (plus some free gifts to my followers).

By the way, if you haven’t yet watched my TEDx Talk, you can view it by clicking on the video below.  (You can also access the video directly at https://www.youtube.com/watch?v=hFkI69zJzLI.)

Thanks once again for all your support and positive feedback!  Together, I hope that one day my dream of a humane workplace without burnout becomes a reality.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning company focused on techniques to eliminate the 5 workplace stressors that create and sustain burnout:  Job Change, Organizational Change, Work-Life Imbalance, Poor Leadership and Management, and Ineffective Human Resources.  An entrepreneur for over 25 years, author, blogger, career coach, university professor, and researcher, you can see her “in action,” watch her TEDx Talk on YouTube at https://www.youtube.com/watch?v=hFkI69zJzLI.  To contact Dr. Puleo, please go to www.gapuleo.com

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