Category: Human Resources

Physical and Mental Health During Times Of Uncertainty

Life has few guarantees, but one thing you can count on is change. And for so many of us, the past few months have really put that to the test. Living with uncertainty for a prolonged period can feel like it’s taking a toll and often in ways that we don’t even realize. Last month, we looked at why we’re so resistant to change and how it challenges our sense of control and fear of the unknown. But what does dealing with uncertainty do to our bodies, both physically and mentally? Let’s take a look:

Common Symptoms in the Body

Everyone is different, but here are 3 common ways that uncertainty manifests in the body:

  • Muscle tension: Muscle tension is one of the most common physical symptoms since dealing with uncertainty causes the body to be in a continuous state of alertness. This stress can cause headaches, neck and back pain and overall achiness.
  • Digestive issues: Digestive problems are another common symptom. Many people experience stomachaches, nausea or changes in appetite when dealing with uncertainty. The stomach is extremely sensitive to stress and anxiety, making it more vulnerable.
  • Sleep issues: Sleep disruptions are also common. The constant worry and overthinking that accompany uncertainty can make it difficult to fall asleep or stay asleep. A lack of restful sleep often increases feelings of fatigue, irritability and difficulty concentrating.

Common Mental Impacts

Again, dealing with uncertainty has different impacts on everyone, but here are some common ways that it can affect mental health:

  • Increased anxiety and depression: Prolonged periods of uncertainty can lead to increased levels of worry, feelings of frustration and difficulty managing emotions
  • Lack of motivation: When you’re faced with so much change and so many questions, it can leave you feeling stuck and like nothing you do will really have an impact. This can make it challenging to start or finish tasks.
  • Racing Thoughts: Your mind may race with “what-if” scenarios and potential negative outcomes.
  • Irritability and Frustration: Living under a cloud of uncertainty can make you more short tempered, perhaps lashing out at co-workers, your partner or children.
  • Restlessness: You might find it difficult to sit still or it may be hard to relax.
  • Indecisiveness: You may have difficulty making decisions or feel paralyzed by the fear of making the wrong choice.

Perhaps you read the list and said, “yes, that’s me right now!” Your big question is: what do I do about it? Change and uncertainty aren’t going away, but how you react to it and take care of yourself is within your control. Some options to consider: seek outside resources such as counseling, a community support group, or  talking with a good friend or church member.  Another option is working with a coach, someone who is trained to help people manage uncertainty.

Leah M Joppy and Associates have coaches that can help you manage many situations. We can provide a fresh perspective, goal setting and accountability to help you achieve sustainable results. We are currently offering 20-minute complimentary exploratory sessions.  It’s an ideal time to book an appointment and talk to us about how you can work through uncertainty in your life. You don’t have to go it alone. We have also added 2 new courses. To learn more, call us at 301-670-0051 or email us at leah@lmja.com.

Feeling Lost Lately?

Change and uncertainty have been constant in our professional lives for the past few months. We’re living in a VUCA world (Volatility, Uncertainty, Complexity, Ambiguity) and it can be incredibly difficult for people to deal with day-in and day-out. It can also make us feel very isolated and alone. We may feel shame, a loss in self-confidence and elevated levels of anxiety. Asking for help or even knowing where to start can feel daunting.

When we face uncertainty, our sense of control is challenged and our minds can start to imagine all sorts of possible outcomes, often negative. One of the most important things we must remember during times of uncertainty is that we don’t have to go it alone. Leaning on community and finding resources, like working with a coach, to help feel less “stuck” are invaluable. Learning how to face change and uncertainty head-on with an attitude of opportunity can bring significant benefits. Here’s a look at a just a few:

  • Personal growth: When you’re faced with uncertainty, you’re usually pushed outside your comfort zone. While this is challenging, it’s also an opportunity for personal growth. You might discover new ways to build resilience, discover a strength you didn’t know you had or learn new ways to solve problems.
  • Increased confidence: Overcoming the challenges that come with uncertainty can really be a confidence booster. It reinforces your belief in your ability to handle life’s challenges. It’s empowering and encourages you to take on new challenges with a positive outlook.
  • Better problem-solving skills: Uncertainty can make you think more creatively and come up with fresh solutions. This helps in all areas of your life, both professionally and personally.
  • Opportunities for new experiences and learning: Uncertain times often bring the chance to try and to learn new things. Whether it’s a new job, a new skill or a new hobby, these experiences can enrich your life, offer fulfillment and possibly set you on a new path.
  • A fresh start: Uncertainty often leads to change, and change can mean an opportunity to reset and have a fresh start. Who knows? It may lead to new and exciting paths that you never considered.

Change and uncertainty in our lives can cause a roller coaster of emotions: fear, anger and sadness, just to name a few. We can’t stop life’s ebbs and flows, but we can learn how to accept change. It’s all about how we frame it. Building resilience can be your secret weapon for success and helps you thrive in the face of adversity. Leah M Joppy and Associates is ready to help you enhance your resiliency skills and face change with confidence. Our newest courses may help.  We’re currently offering 20-minute complimentary exploratory sessions. It’s an ideal time to book an appointment and learn more! Call us at 301-670-0051 or email us at leah@lmja.com.

The Impact Of Change On Our Personalities

Change and uncertainty. These two words have been constants in our professional lives for the past few months. Everyday seems to bring new questions, messages and expectations. It’s stressful, to say the least, when it feels like our world is being turned upside down. Change, at its core, is difficult for people to deal with, particularly when it’s not by choice. It challenges our sense of control, awakens our fear of the unknown and can compromise our values and principles.

Why is change and uncertainty so hard for us? The short answer is that it’s the way our brains are hardwired. We crave what feels comfortable and a shake up to our routine can leave us feeling rattled. It’s all perfectly normal. Let’s take a closer look at why we’re resistant to change on a neurological and psychological level. Think about each of these factors and how change is causing stress in your life. By acknowledging them and observing them carefully, you can help to reduce their impact.

The impact of change on our neurological needs:

  • The need for certainty (for example, “I don’t know what to expect.”) Our brains respond to information and react to a lack of information as a threat.
  • The need for processing our thoughts (for example, “I haven’t had chance to think about what’s going on.”) When presented with surprising or shocking information, our fight-or-flight instinct narrows our focus onto that information and excludes other things going on in our lives.
  • The need for routine (for example, “This is how I’ve always done things.”) We’re creatures of habit and we’re comfortable with routines. Change rocks our sense of security and makes us feel vulnerable and out of control.

The impact of change on our psychological needs:

  • The need for self-esteem (for example, “Am I good enough?”) Our past successes play a big role in our self-esteem. When we’re forced to deal with change, it can sometimes feel like these successes are being undermined.
  • The need for confidence (for example, “I’m afraid I’ll fail.”) We want to feel certain that we’ll be able to achieve success no matter what the future holds. Our uncertainty can cause us to feel isolated and withdrawn in a time when we need support and community the most.
  • The need for control (for example, “Do I have a choice?”) This is a big one right now. We want to make decisions on our terms and feel like we’re in control of our choices. Change is particularly hard when it’s not according to our design.

Change is always going to happen, but how we deal with it is crucial. Our level of resilience (the ability to “bounce back”) is a crucial component for both physical and emotional wellbeing. Fortunately, resilience is a skill that can be developed and strengthened over time. That’s where coaching comes in! Working with a coach, like Leah M Joppy and Associates, provides a fresh perspective, goal setting and accountability to achieve powerful results. Our course, Building Resilience In Times Of Uncertainty, includes a resilience assessment and provides feedback about resiliency levels in 3 key areas: Challenge, Control and Commitment. Participants learn how to better prepare and manage uncertainty in life. And in a professional world filled with change, it can mean the difference between surviving and thriving. Our second course, What’s Next? Purposeful Planning for Post Retirement,will assist you in developing a proactive plan for a meaningful post-retirement life, grounded in your values, strengths, and experiences.

To learn more, call us at 301-670-0051 or email us at leah@lmja.com.

Dealing With Change. Calling On Our Resilience.

“Change is the only constant in life.” You may not have known that this quote originated from Greek philosopher, Heraclitus, but we bet you’ve heard it a time or two! With the start of a New Year, a change in administration and so many other upcoming events, many of us are feeling the uncertainty  (and stress!) of change in our professional and personal life.

Change is always going to happen, but how we deal with it is crucial. It’s about our level of resilience, otherwise known as the ability to tolerate difficult or stressful situations while still remaining positive and productive. Some call it the ability to “bounce back.” According to the APA Dictionary of Psychology: ‘Resilience is the process and outcome of successfully adapting to difficult or challenging life experiences, especially through mental and behavioral flexibility and adjustment to both external and internal demands.’ It’s a crucial component for your physical and emotional wellbeing and can mean the difference between surviving and thriving.

Embrace the 7 C’s. Understanding and embodying the 7 C’s of resilience can transform how you approach both your professional and personal life. It enables you to navigate obstacles with strength and confidence. Although initially directed at childhood development, Dr. Kenneth Ginsberg’s 7 Cs of resilience are vital in today’s ever-changing workplace. Let’s break it down:

  1. Competence: Develop the skills and knowledge to handle workplace situations effectively.
  2. Confidence: Build the self-confidence to trust your abilities and judgment in challenging situations.
  3. Connection: Foster strong relationships with team members to creative a supportive, collaborative environment.
  4. Character: Cultivate your personal values and integrity to guide your behavior and decision-making process.
  5. Contribution: Feeling that your contributions matter in order to build a sense of purpose and value.
  6. Coping: Develop effective ways to manage stress and adversity. This includes building problem solving and emotional regulation skills.
  7. Control: Focus on the parts of work you can control (i.e., your decisions and reactions) and let the rest go.

We can help. It sounds like a lot, especially when you feel like you’re just trying to stay afloat and manage your day-to-day tasks. But you don’t have to go it alone. Our new course, Building Resilience In Times Of Uncertainty, focuses on how to manage the stress, anxiety and uncertainty of “what’s next.” This course includes a resilience assessment and provides feedback about resiliency levels in 3 key areas: Challenge, Control and Commitment. Participants learn how to increase their resiliency and better prepare and manage uncertainty in their career and personal life. And who doesn’t want that, especially in today’s world?

Call us at 301-670-0051 or email us at leah@lmja.com for more information. 

Effective Strategies For Building Your Resilience

Many of us work in constantly connected, ‘always-on’, highly demanding positions where stress and the risk of burnout are common. Add to that the changes of an upcoming administration and it can seem like it’s almost too much to deal with. Since the pace and intensity of our work culture aren’t likely to change anytime soon, it’s more important than ever to build resilience skills to navigate work life. As we discussed in our previous article, resilience is the ability to ‘bounce back’ from challenges and adversity. It can have a major impact on your stress level, mental well-being and overall job satisfaction.

The good news: resilience is a skill that can be developed and strengthened over time. The key is to get started! Here are 7 effective strategies to help foster a positive mindset, manage stress and ultimately develop more resilience:

  • A study from NIH found that people are 3.5 times more likely to be resilient when in good physical health. Prioritizing sleep, exercise and proper nutrition is essential, particularly during times of change. Physical health supports resilience and resilience also leads to better physical recovery.
  • Develop a daily routine. Developing consistent habits, no matter how small, can help you make meaningful progress. Build some coping mechanism exercises into your routine, such as breathing and relaxation exercises and a mindfulness practice to better deal with stressful situations.
  • Focus on what you can control: Discerning what you can and can’t control keeps you positive and motivated. It’s also important to not ruminate on the past and focus on what lies ahead.
  • Don’t focus on your weaknesses. Focusing on your strengths helps you grow much faster than trying to improve your weaknesses. As hard as it is, try to see failure as an opportunity. With the right mindset, it can actually be a catalyst for growth.
  • Build a support network. Connect with co-workers, mentors or friends who can offer encouragement and advice during challenging times.
  • Don’t dwell in self-pity. We all know firsthand that life can be hard, but dwelling on our circumstances keeps us from emerging from them and moving forward.
  • Don’t compare yourself to others. Define your own version of success that has nothing to do with others’ strengths and accomplishments. 

Resilience is not just about surviving, but thriving in the face of adversity. And it can be your secret weapon for success. Leah M Joppy and Associates is ready to make 2025 the year you enhance your resiliency skills and face changes and challenges with confidence. Our course, Building Resiliency In Times Of Uncertainty, includes a resilience assessment and offers feedback about resiliency levels in 3 key areas: Challenge, Control and Commitment. This course will help participants identify strategies to increase their resilience and help manage the uncertainty of what’s next.

Call us at 301-670-0051 or email us at leah@lmja.com for more information.  Learning to manage workplace change – a critical strategy for the new year!

Why Some Managers Are Resistant To Work Schedule Flexibility

For many organizations, work schedule flexibility is a new part of their compensation package. It’s a powerful tool in terms of employee engagement, retention and recruiting. Remote and flexible schedules have shown to not only provide employees with higher job satisfaction, but better health, less absenteeism, increased work-life balance and less stress. This is all well and good for workers, but what do managers really think about remote work? While many understand the appeal and benefits, it’s still difficult to embrace change and work through the challenges of managing a remote and/or hybrid team.

Here’s a look at 7 reasons why managers may be resistant to remote work:

  • Lack of accountability and supervision: Sure, some team members work well (and in some cases better) working remotely. Then there are those that struggle with time management, distractions and other challenges. Managers may feel that it’s more challenging to supervise employees and keep them accountable when they’re not physically present in the office.
  • Loss of collaboration: Face-to-face interaction is often believed to foster a more cohesive work environment. Some managers worry that remote work can make it harder for team members to truly feel like a team. This is of particular concern for new team members and younger workers who are just starting out in their career.
  • Lack of company culture: Strong in-office culture can be a key component for an organization’s retention and recruitment. Managers may worry that remote work could be a hinderance towards building this culture.
  • Increase in security concerns: There may be concerns about the security of data when employees are working outside the office.
  • Decrease in productivity: Some managers may feel that team members are more productive in a controlled office environment. Working from home can potentially have more distractions and chances to break from a traditional work schedule.
  • Concerns about equity: In some settings, not all roles can be performed remotely or on a hybrid schedule. Allowing some employees to work from home might create perceived (or actual) inequities among team members.
  • Holding onto a traditional mindset: Some managers may still have a traditional view of work that involves all team members being present at a common workplace. Change is hard and personal experiences and beliefs take time to overcome, particularly when it comes to management practices.

As we discussed last month, an annual government-wide survey conducted by the Office of Personnel Management found that more than two-thirds of federal employees are still teleworking at least occasionally. Remote and hybrid work isn’t going anywhere, but neither are the management challenges if your organization doesn’t face them head on. Leah M Joppy and Associates can help you figure out your primary challenges and work with you and your team to make remote/hybrid working a more efficient, productive and collaborative experience!

 

Call us at 301-670-0051 or email us at leah@lmja.com to learn more.

Why Some Employees Find Remote Work To Be A Challenge

When we think of remote work, many of us think of meetings in our sweatpants, the ability to schedule appointments when we want and not having to sit in traffic for hours. For many, a remote or hybrid schedule is like a dream come true. We’ve looked at the variety of benefits in past articles, among them: work/life balance, increase in productivity, no commute, increased flexibility and autonomy and so much more. And we’ve looked at why offering a remote and/or hybrid schedule is an incredibly effective recruiting and retention tool. But even with all the positives, remote work can present a whole new set of challenges for some employees. Let’s take a look at some of the top 5 remote work complaints:

Con #1: Social isolation

This is probably the number one complaint that employees have about remote work, particularly new workers and young workers who are new in their career. It may be challenging to build strong relationships with colleagues without face-to-face communication, resulting in a sense of disconnection from the team. Social events like happy hours that were once spur of the moment and easy to plan, now take more effort and can end up on the backburner.

Con #2: Work-life boundaries are blurred

While some feel one of the biggest benefits of remote work is work/life balance, others have difficulty unplugging from the office and feeling like they’re always “on call”. It can be difficult to disconnect from work and take breaks when workspace is also a private space. This lack of separation can negatively impact mental well-being if not managed effectively and can lead to burnout.

Con #3: Communication and collaboration are limited

Zoom meetings are all well and good, but some aspects of face-to-face interaction can’t be done remotely. Remote work can make it challenging to build trust through in-person interactions. Some team members may also feel like their access to mentorship, networking and senior leadership opportunities are more limited.

Con #4: Risk of miscommunication

Remote work often involves written communication, which can sometimes lead to misunderstandings or misinterpretations. It may be challenging for remote workers to resolve conflicts effectively without the benefit of immediate in-person conversations.

Con #5: Lack of focus and distractions

While the typical distractions of the workplace may be eliminated, remote work introduces a new set of distractions at home. It’s easy to be distracted from work tasks by household chores, family members or other personal issues. Some workers may not have the space to exclusively dedicate to a home workplace and have to work in busier areas.

Each of us has a unique personality and work style. For every person who enjoys the solitude of working remotely and the freedom that it provides, there’s another who thrives on human interaction or craves the routine and structure of going into the office. That’s why management plays such an important role in implementing a strategic remote/hybrid work strategy and communicating it effectively with team members. Leah M Joppy and Associates is ready to help you reduce the cons of remote work and ensure that team members feel supported and engaged.

Contact us at 301-670-0051 or email us at leah@lmja.com to learn more and get started.

Listening To The Workforce: How To Make Remote Work Successful

There are so many reasons to love remote and hybrid work. For some, it’s rolling out of bed and starting the work day without the hassle of a long, stressful commute. For others, it’s the flexibility of picking up their kids from school or throwing in a load of laundry during lunchtime. Whatever the appeal, remote and hybrid work models are here to stay. Organization must embrace it if they want to remain competitive and recruit new team members. And the numbers back this up:

  • According to job site ZipRecuiter, jobs specified as “remote” receive 300% more applications than jobs that are not.
  • Organizations that don’t offer any kind of flexible-work options could be losing out on up to 70% of job seekers, according to HR consulting firm Thrive HR.
  • Nearly half (45 percent) of government employees will consider looking for a new job if their agency reduces remote and hybrid work flexibility, according to Eagle Hill Consulting research. These findings come on the heels of new federal government guidance that calls for a substantial increase in in-person work, along with unprecedented challenges filling government jobs.

Offering remote/hybrid positions is one thing, but execution is quite another. Once you have new team members in the door, it’s essential that managers know how to lead remote and hybrid workers. No one wants to feel like they’re out of the loop and continuous frustration with communication, technology and overall job satisfaction can lead to turnover. That’s why strong, well-trained leaders are key to the entire process.

When it comes to managing a remote/hybrid team, let’s start with a few of the basics. We’ve outlined a few “dos and don’ts” below. Maybe you’re already using most of them or perhaps they’re a good reminder of where you need to improve:

  • Do set immediate and clear expectations. And make sure they’re communicated clearly to everyone.
  • Do schedule regular team meetings and make them a priority (no regular cancellations!).
  • Do provide necessary resources. Leaders must ensure team members have the technology and other tools they need to succeed in a remote and/or hybrid environment.
  • Do engage directly with employees as often as possible. Have an open-door policy and set aside time for one-on-one conversations
  • Don’t just have a communication strategy in place, document it and share it. Everyone needs to be on the same page.
  • Don’t just encourage feedback, make it a priority. Really take the time to listen to team members.
  • Don’t micromanage and make employees feel like they’re not trusted.

Remote and hybrid work schedules only continue to grow in popularity and can be a major recruiting tool when trying to attract new team members. But implementation needs to be done correctly in order to retain workers. Leah M Joppy and Associates can help you figure out your primary challenges and work with you and your team to make remote/hybrid working a more efficient, productive and fun experience! Call us at 301-670-0051 or email us at leah@lmja.com to learn more.

Is There A Future In Remote Work?

Looking ahead, the future of remote work seems to only be increasing and flourishing. According to Upwork, by 2025, an estimated 32.6 million Americans will be working remotely, which is about 22% of the workforce. This projection suggests a continuous, yet gradual, shift towards remote work arrangement

For many organizations, flexibility is a new part of their compensation package and is a powerful tool in terms of employee engagement, retention and recruiting. Remote and flexible schedules not only provide employees with job satisfaction, but better health, increased work-life balance and less stress.

How does the federal government stack up in terms of remote and hybrid work? According to an annual government-wide survey conducted by the Office of Personnel Management,

more than two-thirds of federal employees are still teleworking at least occasionally. About one-third of the over 625,000 people surveyed said they do not telework at all, due to technological limitations, in-office requirements or personal choice. The remainder, about 68%, telework at least occasionally and most people said they telework three to four days per week.

Even as calls for in-person work have pushed leaders to reconsider remote work policies, they seem reluctant to do so. Remote and hybrid work benefits employers through higher productivity levels, decreased turnover and reduced absenteeism. And as we saw in our previous article, remote and hybrid positions equal more job applicants. Here are a few other ways that it benefits government agencies:

  • Ease with recruiting: Public sector recruitment isn’t always easy. Sometimes salaries are less competitive than the private sector, causing many potential hires to consider working for businesses instead. In offering a fully-remote or hybrid work structure, government agencies can increase the odds of finding an ideal candidate.
  • Casting a wider hiring net: With work from anywhere a reality, organizations can hire candidates anywhere in the world who will have the skills and qualifications needed, even if they don’t live there. The best may not live within driving distance of the office, but that shouldn’t be a barrier to employment.
  • Increasing diversity in the workplace: Studies have shown that groups, including women, people of color and those with disabilities, view remote work positively. Allowing staff to work from anywhere instantly increases the diversity of your candidate pool and removes obstacles to employment such as lack of transportation.

Recruitment and retention in today’s competitive hiring landscape can be a challenge. A strong remote and hybrid workplace can be just the tool your organization needs to attract a larger pool of qualified candidates. Leah M Joppy and Associates can help you create an effective recruitment strategy that outlines your remote workplace model and why potential new hires should work for you! Contact us at 301-670-0051 or email us at leah@lmja.com to learn more and get started.

Social Media Content: Career Advice For The Younger Generation?

Whether you love or hate social media or choose to not participate altogether, there’s no question it has a profound influence on younger generations. It’s a part of life for Gen Z and doesn’t just affect their buying habits and pop culture tastes. It’s also where they often turn for career advice.

In October 2023, ResumeBuilder.com surveyed 1,000 full-time workers aged 21 to 40 regarding how TikTok has influenced their career decisions. The numbers speak for themselves. No surprise here: Gen Zers are more likely to make decisions based on TikTok creators. The survey revealed about 41% of those who use TikTok have made career decisions based on information they’ve seen on the app. At least 88% of people who took TikTok advice said it had a positive impact on their lives, 10% said it was neutral and just 2% said those decisions worked out negatively.

Last month, we looked at several TikTok employment trends that gained popularity last year, including “Quiet Quitting”, “Lazy Girl Jobs” and “Bare Minimum Mondays”. All three involved Gen Z’s quest for work/life balance, setting boundaries and sticking to their job description. Here are two other big employment trends that organizations should be aware of as they look to attract and retain the next generation of workers:

  • “Managing Up”: This is by no means a new concept, but it took TikTok by storm last year. The hashtag #managingup currently has 5.5 million views and career advisors on the platform are promoting it as a key to making your job suit your needs. “Managing up” is understanding your manager’s working style and adjusting your own approach to make both your day-to-day jobs easier. Essentially, it’s about creating, maintaining and improving a working relationship with your boss.
  • “Boreout”: What do you do when you realize your dream job isn’t all it’s cracked up to be? For Gen Z, it’s airing your frustrations on platforms like TikTok. The hashtag #boredatwork had about 470 million views as Gen Zers shared the mundane and repetitive aspects of their job. This disenchantment is often called “boreout” and can be equally as harmful as burnout. Lack of stimulation in a role can lead to negative feelings about an organization and higher rates of turnover.

Keeping up with social media employment trends can seem like an impossible task, particularly when they seem to change by the day. But when it comes to what Gen Z is looking for in the workplace, the message is pretty clear: work/life balance is key, meaningful work is important and flexible schedules are in demand. How can your organization attract and retain Gen Z workers? It’s one of the top questions Leah M Joppy and Associates receives from clients.

While LMJA realizes the federal sector has little flexibility in hiring practices, we have been very successful with helping our federal customers make minor tweaks in the interview process that can increase the chances of selecting a successful candidate that will stay around awhile! We’re ready to improve your 2024 recruitment strategies with tactics that will help you understand this younger generation and what they really want in the workplace.

Want to learn more? Call us at 301-670-0051 or email us at leah@lmja.com.