4 Ways to Support Good Mental Health in the Workplace

4 Ways to Support Good Mental Health in the Workplace Work is one of the main causes of mental health problems; One in three have experienced mental health problems at work with two-thirds of sufferers citing work as a contributing factor. This demonstrates the importance of work culture on our wellbeing, and the changes needed in the workplace to support those who are silently suffering. Mental health awareness has had a much-needed step-up, but power does not always come with awareness, there is still a course of action that needs to follow, and if the trickles of awareness have yet to see light in your workplace, then it’s time for change. 1. Let’s talk Despite the increase in mental health awareness, stigma is still entrenched in the workplace. Talking about mental health matters, through talking we can change how people think about mental health and how sufferers deal with it. Talking is important and enlightening, but talking can also be “awkward” in the face of a subject raw and personal to many, yet alien to some others. A truly open environment at work where employees can feel the confidence to talk about mental health is the mightiest sword against the ignorance and fear that prevents people from seeking the help they need. Fear is a great wall in the battle of mental illness; fear of isolation, fear of being judged, and the fear of intolerance. Employers should encourage positive rhetoric around mental health by openly talking about their experiences with mental health, and inspire employees to connect with each other by sharing their own stories and quirks around their mental health. This sends a strong message of togetherness, and shows mental illness as a normal human condition, not a sign of weakness. Mental illness can be isolating, and this loneliness can heighten illness, so let’s tackle mental illness together. 2. Promote a healthy work environment Our environment plays an important role on our mental health, and fostering healthy well-being at work can prevent problems from escalating. High levels of stress can exacerbate existing mental health problems, so tackling the causes of stress-related problems at work is an important step in prevention. Overworking, excessively exceeding working hours, and skipping break times can all add to stress levels. Employers should establish a healthy balance between work and personal life, avoiding anything that interferes with the boundaries between work and home. Healthy wellbeing benefits everyone at all levels, whether you suffer from mental health or not. 3. Identify mental health problems Feeling sad, stressed or confused is a normal part of life, but how do you know when it’s a mental health problem? Awareness and understanding is fundamental to identifying mental health. One in four people will suffer from mental health at one time in their life, but many suffer in silence due to the lack of insight into what they are experiencing. This failure to recognise the signs and symptoms of mental illness can lead to years of unnecessary suffering. If possible, employers should be observant of the early signs of mental illness, which can include: Problems with thinking  Memory, concentration or logical thought. Uncharacteristic behaviour. Drop in functioning  Difficulty performing familiar tasks. Mood swings. Illogical thinking  Odd beliefs and ideas. Social Withdrawal  Loss of interest in others. Lethargic  Loss of initiative to participate in any activity. Nervousness  Fear or suspiciousness of others. Strong feelings of anger. Shifts in sleep or appetite. Decline in personal care. Of course these signs can be invisible, and recognising a couple of these symptoms alone does not identify mental illness, however an alertness can be the important nudge towards help. Employers can also help workers to identify their mental health by encouraging workers to take a quick and confidential online screening. Following the questionnaire, participants will immediately receive their results. 4. Support those experiencing mental health problems. Employers are not qualified to give advice on mental illness, but understanding, listening, and engaging in effective conversation can help immeasurably. Mental illness is treatable and employers should support and encourage attempts to seek professional help a chat with the GP is a good start. This should be followed by allowing employees to attend therapy sessions and medical appointments in working hours if needed. Implementing policies that support mental health and treatment can ensure that workers find the help they need.

Effective Resume Writing

Effective Resume WritingThere is a lot of discussion in the corporate world about what are the rules for effective resume writing. This is primarily because the rules are there to help people make the right choices when it comes to creating resumes for their career positions.When considering the right way to create a resume, it is important to remember that many employers already have a few common questions in mind before they even get to your resume. In fact, you may be surprised at the questions that an employer will ask before they even get a chance to read the rest of your resume.That's why it is important to address all of these topics head on and to use the information provided to craft a resume that answers these things in the most effective way possible. This means that you need to find a resume format that will reflect your best skills and that you can demonstrate in the most concise manner possible.The first set of rules for effective resume writing refers to the content an d structure of the resume itself. A well written resume will not only include keywords that reflect the specific position you are applying for, but it will also include relevant information in order to answer the questions that are being asked.You need to do your best to create a resume that has everything that is needed in order to make the employer to see you as a good candidate for the job. If you miss a step or one of the words that will reflect your specific position, then your resume will be less effective.Another important point to address in this area is the amount of space you want to leave between each section in your resume and also the exact locations where you place the heading and the bullet points. Your resume should have enough information to begin the interview process but also to also make you stand out from the other candidates that have already applied for the same position.Finally, where are the rules for effective resume writing? It is important to also include a section in your resume for the reference information that the employer will want to see to determine whether or not you are a good fit for the position that you are applying for.There are many more areas to consider when it comes to how are the rules for effective resume writing. Take the time to consider all of the different parts of a resume and your entire professional career before you even begin the process.

Personal Branding Interview #2 Dave Ulrich - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview #2 Dave Ulrich - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Dave Ulrich, whois as a Professor of Business at the University of Michigan, a partner at the RBL Group, and author of the new book The Why of Work: How Great Leaders Build Abundant Organizations That Win. This is a follow-up to my previous interview with Dave last August. In this interview, Dave talks about what motivates people to work, the abundant organization model, and tips for business owners who want to create meaning in the workplace. Why is it important to think about why employees are working not why arent employees working harder? People work for many reasons. For some it is a drudgery that must be endured, for others it is purely economic, and for others work has a sense of meaning. When work is a setting and opportunity for employees to find meaning, their personal lives are more abundant, but they are also more productive. People can work harder and put in their time and go through the motions, but when they put in their energy and emotion, they are more likely to produce more. In addition, when employees create meaning, their customers will feel the same and their investors will be happier. Making meaning makes sense and cents. In your book you state that employees arent necessarily working for money. What are they working for? Again, some employees work for short term money. Other employees find a sense of meaning at work. This meaning is found in identity (who I am), purpose (what I am doing), relationships (who I do things with), work environment (setting or culture in which I work), work challenge (what work I do), opportunities to learn and grow, and delight (what makes me happy). When these more meaning-based outcomes are associated with work, employees will feel a stronger sense of emotional engagement to their organization. This engagement is more than putting in time, but it affects how that time is spent. The new employee value proposition is not just about money, but more about the meaning that comes from a positive work experience. What is your model of abundant organization? We tried to find a term or phrase to capture how meaning is shaped in organizations. The word abundance means more and to spare. It is about what is not what is not. It focuses on the future not the past. It emphasizes the positive not negative. When we looked at disciplines that examined dimensions of abundance, we were able to cull insights from positive psychology, social responsibility, high performing teams, employee engagement, organization culture, learning and growth, and civility literatures. Each of these disciplines attempt to explain why and how people find meaning in their personal lives. When we distilled the insights from these literatures and place them into an organization context, we were able to identify 7 questions leaders can ask to discern and improve a sense of meaning within an organization. So, abundant organizations are when individual find meaning for themselves, values for others, and hope for humanity. Leaders are the primary meaning makers because they set the tone and because they make decision that enhance meaning for others. What are some tips for business owners that want to create meaning and value in the workplace? Recognize that work is more than a “4-letter” word. People can do work in routine and motion-drive ways or they can find in work a sense of emotion and passion. When leaders see that making meaning makes money, they realize that this is one of their leadership opportunities going forward. Help people recognize and use their strengths. When people work on their strengths, they find more meaning in the work they do. When they can use their strengths to strengthen others, they sustain that meaning. Give people a compelling purpose to work that aligns their personal motivation or drive at work with the purpose of the organization. If I am driven by insight, I want to work in a company where learning is encouraged. Build high relating teams where people care for each other by showing concern in a daily way and by managing conflict openly and constructive. Create a positive work environment where employees and customers focus on the positive not the negative. Most of us have experienced cynical, political, and debilitating cultures which we try to avoid if at all possible. Embed in your organization positive features of service, humility, openness, and transparency. Customize the work for the needs of the individual employee. Ask yourself, what does an employee find easy, energizing, and enjoyable and try to an employee’s job to the individual needs of the employee. Help individual learn and grow from the work that they do. Give employees opportunities to do new things and when they succeed, reward them, but if they fail, become resilient and learn with them. Have fun. Encourage civility and delight in the organization by having a way to have fun with your people. Would you fire an employee who is the best in their field but cant get along with other people? They would probably self select out of the organization. Sometimes people who are technical literate and socially illiterate have not had models or skills of how to build relationships. These individuals can often be coached and nurtured so that their technical abilities match their interpersonal skills for long term success. - Dave Ulrich is as a Professor of Business at the University of Michigan and a partner at the RBL Group, a consulting firm focused on helping organizations and leaders deliver value. In 2006, 2008 and 2009, he was ranked as the #1 most influential person in HR by HR Magazine and in 2007 he received the Lifetime Achievement Award from the ASTD. He studies how organizations build capabilities of speed, learning, collaboration, accountability, talent, and leadership through leveraging human resources. He has helped generate award winning data bases that assess alignment between strategies, human resource practices and HR competencies. He has published over 100 articles and book chapters and 20 books, such as HR Transformation, Leadership Code, and his latest book called The Why of Work: How Great Leaders Build Abundant Organizations That Win.

Use Of Militaryspeak Can Seriously Hamper Job-Hunting Vets - Personal Branding Blog - Stand Out In Your Career

Use Of ‘Militaryspeak’ Can Seriously Hamper Job-Hunting Vets - Personal Branding Blog - Stand Out In Your Career Editor’s Note: This week’s blog is an adaptation of an article Skip Freeman is soon publishing on VeteranCentral.com, a dynamic new website for the veteran community and those who support our veterans, including prospective employers. Skip, a veteran himself, is a distinguished graduate of the U. S. Military Academy at West Point, and later was an instructor there. He frequently publishes articles on VeteranCentral that are designed to aid veterans in their job search, and recently joined the site’s Board of Directors. Most Americans are genuinely concerned about the unusually high rate of unemployment among our veterans, particularly among the younger veterans of our recent wars. As a veteran myself, I certainly count myself among these concerned Americans. But, as a professional “headhunter,” I am also fully aware that, oftentimes, veterans themselves can seriously hamper their job hunting efforts by continuing to use what I refer to as “militaryspeak” during job searches. Let me explain what I’m talking about here. Imagine this very typical scenario involving, let’s say, a recent U. S. Army veteran interviewing for a “blue collar” position in the civilian job market. The hiring manager begins the interview by asking this question: “Tell me a little bit about yourself and the experience you gained while in the military,” she says. The veteran’s response: “Well, I was in the Army for four and a half years and my MOS was (number),” the veteran says. “And as an E-6, I was the platoon’s senior NCO and responsible for all the troops in my platoon, whether we were in garrison or in the field. I also earned nearly two years of college credit in business administration through ACCP.” While such a response mayâ€"and I strongly emphasize the word “may” hereâ€"be easily understood by a fellow veteran (provided he or she just happened to have been in the same branch of service as the veteran), you know what? The typical hiring manager today would have absolutely no idea in the world what the veteran just told him or her! The veteran, in essence, has branded himself/herself right off the bat as an “outsider,” someone who is completely alien to the hiring manager’s “comfort zone” with job applicants. Not a very auspicious beginning to a job interview! A language barrier can immediately become a disadvantage This example underscores one of the major disconnects that continually exists between veterans seeking civilian jobs today and those who interview them for those jobs: The significant lack of meaningful communication and genuine understanding between the two parties. As a veteran myself, I am fully aware that, upon leaving the service, we veterans tend to persist (at least for a short period of time) to engage in “militaryspeak.” That’s of course understandable because, while we served, most of our friends and acquaintances were also in the military. So we all tended to speak the same language, and certainly we rarely had any difficulty whatsoever understanding each other. Not so when a former serviceman/servicewoman enters the civilian world, and particularly not so when it comes to interviewing for jobs in the civilian labor market. As I’ve stated in previous articles/blogs addressing the unique problems veterans face in today’s very tough job market, whether it’s right, wrong or indifferent, it is nonetheless true that it is exclusively the veteran’s duty to do any necessary “translation” for hiring managers. It is entirely up to the veteran to adequately and appropriately explain the skills/experience he/she gained in the military for civilian hiring managersâ€"in terms that the hiring manager can quickly and easily understand and then apply to the position under consideration. Failure to do this, usually, will result in the veteran being quickly eliminated from further consideration. It’s not a matter of hiring managers today, necessarily, to not want to take the time to try and understand a veteran’s sometimes unique qualifications, either. The truth of the matter is, hiring managers today simply don’t have the luxury of time to devote to that task! They typically are overwhelmed with hundredsâ€"and sometimes, even thousands!â€"of applications for virtually any of the positions they are trying to fill for their companies. And this is quite often the case even with the smaller companies. A civilianspeak response to interview question Let’s return to the example I cited at the beginning of this article and analyze how the veteran might have (should have?!) answered the hiring manager’s opening questionâ€"this time using (for the lack of a better term!) “civilianspeak.” Here is an answer the hiring manager could relate to: “I entered the U. S. Army right out of high school and served for four and a half years, attaining the rank of staff sergeant, which is equivalent to a senior shift supervisor in your company. While serving, I was able to develop and refine my leadership skills by ultimately supervising about 80 men and women. These men and women, by the way, were as diverse as American society, coming from every walk of life and from virtually every background. That gave me a lot of very valuable experience in dealing effectively and fairly with a diverse workforce. “While I was in the Army, I also earned nearly two years of college credit through what is known as the Army Correspondence Course Program, an online university community that provides soldiers with the opportunity to acquire advanced education. I will complete my degree in business administration, at night and online, within the next three to five years, while working full-time. “Have I satisfactorily answered your question? Is there anything I can add or clarify?” Obviously, I have purposely kept this suggested response still rather general, but I hope you can easily see the stark differences between this response, using “civilianspeak,” and the one using “militaryspeak”? The “militaryspeak” response can be expected to result in a total lack of understanding by most hiring manager, who themselves quite likely are not U. S. Military veterans, and brand the veteran as just another applicant who should be quickly eliminated. On the other hand, the “civilianspeak” response should be easily understood by virtually any and all hiring managers. That means, of course, that it is far more likely that, at least at this stage of the game, the veteran will stay in consideration for the position. Vets have shown the adaptability to succeed As a result of their military service, veterans have already amply demonstrated that they can adapt to changing circumstances and overcome virtually any and all obstacles thrown in their path. After all, didn’t they rather quickly ditch “civilianspeak” when they entered the military and adopt “militaryspeak”? Well, to be successful in the civilian job market today, they should just simply reverse that process! If a veteran will take the time and make the effort to learn, and then use in virtually all communications with hiring companies, including during interviews (both telephone and face-to-face), the various civilian “buzzwords” that are associated with jobs they seek, they will soon discover that their “job search” can more quickly turn into their “job FOUND”! Author: Skip Freeman is the author of “Headhunter” Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever! and is the President and Chief Executive Officer of The HTW Group (Hire to Win), an Atlanta, GA, Metropolitan Area Executive Search Firm. Specializing in the placement of sales, engineering, manufacturing and RD professionals, he has developed powerful techniques that help companies hire the best and help the best get hired.

How to Write a Resume - Writing Your Resume for Hiring Personnel

How to Write a Resume - Writing Your Resume for Hiring PersonnelIn this article I want to talk about how to write a resume, and what to do if it doesn't come out right. It is the most important piece of paper in your professional life, and if you get it wrong it can literally cost you your job.Some people think that if you send them a resume in the mail they will call and apply for the job; others believe that a cover letter and then an application can convince them to hire you. Neither of these are true.To start with, what is the purpose of a cover letter? A cover letter explains the employer that you will be applying for a position and not what you can offer them. A cover letter says 'Hi Mr. or Ms. ...' This should get the ball rolling.The next step is to take a little time and look around for jobs you are qualified for and apply for them. This will give you some experience. Next you need to decide what type of job you want to apply for. Will you be applying for a new position, or do you need a promotion.If you do need a promotion then you will need to apply for a higher position. This is not to discourage you, it is just something to keep in mind when writing your resume.Writing a resume is not an easy task, but it does not have to be hard either. You can make it easier if you follow the above guidelines. Don't forget to mention all your accomplishments and try to emphasize what your work has brought you. Never forget to include your education and contact information.Once you receive the interview call, you should take the necessary steps to ace it. On the first meeting to tell the interviewer what you can do for them. Follow up the interview with a resume that shows you have the skills needed. After a few interviews you should have a good idea if you will get the job.After all the steps above are done and you have landed the job that you really wanted then you need to know how to write a resume. It is really not as hard as you may think.

What Can You Do To Progress In Your Field

What Can You Do To Progress In Your Field When it comes to your career, you’ll often want to know that you’re in the very best position to grow and progress. When you’ve always wanted to do something specific, or get to a certain level, then you need to know exactly what options you have when it comes to growth. Because growth doesn’t just happen. Or, if it does, it can take a long time! So, you have to be very aware of what options you have. If you’re driven and ambitious and you’ve always pictured your dream career, then you may already know where you want to be. You’ll have that end goal in mind. But it’s often the path to getting there that you want to know a lot more about. So let’s take a look at some of the things that you can do. Research To begin with, you’re going to want to do some research. As with anything, you do have to look into things when you want to know what the best course of action is. So, look specifically into what sort of progression pathways there are available for your job role or dream position. Take a look at exactly what it is that you’re aiming for, and see if you can see any hypothetical paths. Then, you’ll know what kind of promotions you may need to go out for to get there. Network Next, you’re going to want to think about networking as much as possible. Whether you realize it or not, you could have the opportunity to progress your career by meeting the right people or just by being at the right event. Networking is so crucial when it comes to making an impression in the right way. So make sure that you’re putting yourself out there, both online and in-person. Improve Your Qualifications From here, you may also want to look at your skill set. Sometimes, you just won’t have the requirements to get to where you want to be. So, instead, you’ll need to progress and study a little more. Here, look into specialist options like the online MSW advanced degree or even online vocational training. When you’re able to improve your qualification level, you may be ready for the next step. Create A Plan Then you need to be able to make a career plan. Be sure that you have a good outline of what positions you need to get to, and what it will take for you to get there. This can help you to stay as on-track as possible. Do Your Own Thing One thing not to rule out at all, however, is the possibility of just doing your own thing. A lot of the time, you’ll find that you’re so focused on your career and the industry that you’re in, that you can feel penned into a box. But you can break the mold. If the progression routes you’re facing right now aren’t what you want, then why not do your own thing? Starting your own business, going freelance, or doing something on the side to begin with could be exactly what you need to be able to progress in your field right now.

From Hourly to Salary the Pros and Cons - CareerAlley

From Hourly to Salary â€" the Pro’s and Con’s - CareerAlley We may receive compensation when you click on links to products from our partners. Ann EasthamOnline Career Tips Contributor, Career Services Many people, myself included, have a moment in our professional lives when we decide to go from hourly to salary. When I received an offer for my first salaried job after working hourly positions since high school, I felt like I had finally made it. I was no longer measured by the numbers of hours worked but by the quality of the work I was doing. However, I failed to realize the cons of working a salaried position and began to miss the pros of working hourly. Provided below are just some of the pros and cons of both that I experienced: Hourly Positions Pros Overtime. When youre an hourly employee you typically receive overtime for any hour worked past your regularly scheduled hours. Personally, anything worked past 40 hours was paid a rate of time and a half. In the event I needed extra money, I would simply sign up to work extra hours. We also received time and a half for weekends, nights (I worked in a hospital for a few years), and holidays. Some locations and positions even pay double time for holidays. Flexible Scheduling. In my hourly positions I had several schedules to choose from. One job I had for several years was 7am 2pm or 2pm 8:30pm. This allowed me to take classes around my schedule as well as run errands and make appointments without taking time off of work. Cons No Guarantees. Your hours are not guaranteed, which in turn, means your paycheck is not guaranteed. As an hourly employee I was at risk of being cut if the work load of the day did not require my presence. While I personally did not experience being cut often, for those requiring consistent hours and funds it can become stressful. Salaried Positions Pros Steady Paycheck. This goes along way with a feeling of financial security and the ability to budget. Benefits. Salaried jobs are more likely to come with benefits such as health and dental, and 401K options. Cons No Overtime. Just because youre supposed to work 40 hours a week doesnt mean you only work 40 hours a week. Many 9-5 workers find themselves working until the job is done, or taking work home with them. You may work as much time as it takes to complete the work, even if that is 60 hours a week. As such, this may result in you earning less per hour than you would have if you earned an hourly wage. Rigid Schedule. Often, the general expectation is that you work 8:30 5 pm, the exact hours most other businesses (doctors, mechanics, etc.) are open. While there may be some flexibility, it often means taking paid time off in order to make these appointments. While every job is varied, and your experience may not be the same as mine, it is imperative you consider your personal needs and weigh all the pros and cons when applying to positions. Related Articles:Ditch the Day Job: Turn Part Time Dabbling Into Full Time Income This article fromOnlinecareertips.comand was republished with permission. What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to find the opportunities that help you grow your best career. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search