Tag: Employee Wellness

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Employee Wellness

4 Ways To Support Your Employee’s Career Advancement

A whopping 97 percent of millennial employees consider development in a job important, according to a survey by analytics and advisory company Gallup. The report further states that millennials are the generation most likely to switch jobs and be on the lookout for new opportunities because “they want more out of life, and they believe they can get it.”

Business leaders should therefore give importance to an employee’s career advancement. If they don’t, they risk undermining morale and productivity by leaving talented workers feeling like they aren’t valued.

“The most important part of a company is its people,” says James Michael “Jim” Lafferty, CEO of Fine Hygienic Holdings, a  wellness company with headquarters in Dubai that makes personal care and hygienic products. “And if you value your people, you should care about how they are developing in their career and in everything else that comes with it.”

Apart from being a multi-awarded business leader, Jim is also a mentor and coach to national and Olympic-level athletes. “One of our key roles as leaders is to nurture the next generation of talent,” he wrote in his blog. “It means pushing them….Believing in them. Stretching them.”

“One of our key roles as leaders is to nurture the next generation of talent.”

James Michael “Jim” Lafferty, CEO of Fine Hygienic Holdings

Here are some strategies you can use to promote the development of your employees:

  1. Take an interest in your employee’s career goals

Communicate frequently with your team so that you stay attuned to their career aspirations and expectations. Then help them outline a potential career path within the company so they can better visualize their future. Clear, direct, and consistent communication from you about career advancement steps can help workers feel more engaged.

  1. Promote trainings and skills development courses
    There are many virtual learning opportunities available now, so encourage your team to pursue relevant business courses and workshops that will further their career advancement. If you cannot pay for the entire course fee, at least subsidize it —  investing in employee career development can deliver a strong ROI for your business. 

Another option is to conduct an in-house training program, where you or your executives can conduct virtual sessions touching on your various expertise. 

Lastly, look for companies that hold self-improvement webinars that anyone in the team can benefit from, whether they are seasoned executives or new hires. MindNation offers Company Culture Drive talks, which are interactive virtual trainings that cover topics ranging from Beating Burnout to Managing Difficult Conversations.  

  1. Do not sugarcoat feedback.
     “This is the biggest issue in managing people; it’s hard to sit down and tell people ‘You’re not up to your potential,’ ‘You can be so great but you don’t just apply yourself,’ or ‘You need to work on XYZ,’” Jim points out. “But people need different things at different points in their life — sometimes it’s a pat on the back, other times it’s straight feedback. The latter may not always be what they want, but it’s what they need to become better.”
  1. Support work-life balance.
    Encourage your employees to work smart, maximize their efficiency, and leave time and energy for their non-work interests. Taking care of your team’s well-being can also prevent stress from rising and leading to burnout. By adopting policies that enhance work-life balance, you can help your workers find the time to do their jobs, attend to personal demands, and even engage in professional and personal development activities that can help them become the best version of themselves.

“Developing people is at the foundation of great leaders,” Jim wrote. “Building up the skills and capabilities of one’s team is the only sure way to sustainable success in business.”

MindNation’s well-being program is based on a person’s holistic wellness — not only can we help you build teams that are physically, mentally, and emotionally well, we also help them discover their passion and purpose in life so that they become happier, healthier, and more productive. Visit http://www.mindnation.com to know more about our services.

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Employee Wellness

4 Effective Onboarding Tips

Research by workplace thought leader Society for Human Resource Management reveals that it costs businesses up to 9 months’ salary (on average) to recruit and train a new employee. On top of this, it may take new employees up to two years to achieve the productivity level of an existing employee.

One way you can keep employee turnover low is to make sure that new hires go through a proper onboarding process. “The first few weeks a new team member is on the job are some of the most crucial because you’re setting expectations and building their personal investment in your organization,”says Kana Takahashi, MindNation’s Chief Executive Officer. “When you have an effective onboarding program, new employees feel right from the start that they are part of the team, will work harder to achieve the company’s goals, and will stay for a longer period of time.” 

Onboarding begins as soon as an offer is accepted and typically lasts through the first year of employment, at a minimum. If you already have an onboarding process in place, here are some things you can add to the activity to make it more engaging — and possibly even fun — for the new team member:

“One of the purposes of onboarding is to acclimate the employee to the organization, to make them see how their role fits into the organization, understand the mission and vision of the company, and what the work culture is.”

Kana Takahashi, MindNation CEO
  1. Get everyone in the company involved. The onboarding program used to be solely the purview of the Human Resources department, but for Kana, it’s important that all departments — and their heads — take time to welcome and talk to the new hire. “One of the purposes of onboarding is to acclimate the employee to the organization, to make them see how their role fits into the organization, understand the mission and vision of the company, and what the work culture is,” she explains. “This is achieved by having them interact and socialize with as many people as possible.”

At MindNation, Kana starts the onboarding process by taking the new hire through the necessary paperwork. The person is then introduced to the leadership team, where they receive information about the company’s values, goals, and culture. Afterwards, an announcement formally welcoming them to the company is posted on the company’s Slack channel. 

“Then for the next few weeks, they go through the different departments, talking to the heads and members so that they get a grasp of the working dynamics and understand everyone’s role more,” Kana explains.

  1. Have a get-together to welcome the new member. Colleagues can also participate in onboarding. Before the pandemic, it was customary to take new employees out to lunch or dinner to help break the ice and allow them to get to know their new colleagues in a relaxed environment. Today, these teambuilding sessions can be done in a virtual set-up and are no less effective. “When an employee feels valued by their team on both a personal and professional level, they are more likely to stick around for the long haul and be happier,” says Kana. 
  2. Provide consistent and clear communication. New hires will want to jump into their role quickly, but make sure their enthusiasm is tempered by clear expectations and parameters during onboarding. Otherwise you might end up receiving output that does not meet your needs, while the employee will feel disappointed that they failed you. So assign projects and set goals, and be sure to guide them to the resources they need and the people they can turn to for help. 
  1. Then create avenues for giving (and receiving feedback). This is another crucial part of onboarding because it ensures that the new hires are settled in and have everything they need to be successful in their work. “All departments in MindNation have weekly alignment meetings to determine that all tasks are delivered and to ensure that the employee’s workload is enough and does not burn them out,” Kana shares. “If they are struggling, we adjust timelines or give more guidance — anything that they need to make their working experience better.”

Additionally, new hires at MindNation have weekly or bimonthly one-on-ones with their line managers; these are not for project updates, but informal conversations centered around the employee’s mental health and well-being. 

First impressions matter, and you can start off your relationship with your new employee on the right foot by treating the onboarding process as a part of your business’ success.

Taking care of a new  team member’s well-being is part of an effective onboarding process. MindNation’s holistic well-being program ensures that everyone from new hires to veteran executives become happier, healthier, and more productive. Our services include 24/7 teletherapy sessions with psychologists and WellBeing Coaches, Group Sessions, virtual webinars, and surveys and analytics. For more information, visit www.mindnation.com or email [email protected]. 

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Employee Wellness Work in the New Normal

3 Tips To Boost Trust Between Remote Team Members

In the book “New Insights On Trust In Business-To-Business Relationships,” authors Sandra Simas Garca and James Barry state that when buyers and suppliers enjoy high levels of cognitive trust among themselves — that is, they are confident in the other person’s ability to do the job — it leads to better communication, easier conflict resolution, and more collaboration. 

The same benefits can extend to members of your remote team so as a leader, it’s important you ensure that everyone is working hand in hand to achieve company goals. “Trust is the only way teamwork can happen because if teammates don’t trust one another, there will be conflict and resentment,” advises Darlyn Ty-Nilo, President and Managing Director of Viviamo, Inc., a custom publishing and marketing company that creates various paper products for specific target markets. “Conflict will lead to lack of commitment, avoidance of accountability, and, finally, inattention to results.” 

“If someone in your junior’s family got hospitalized, for example, or if a peer’s home got flooded after heavy rains — these will affect their mental health and productivity. By knowing where they are coming from, you can make the necessary adjustments and support.”

Darlyn Ty-Nilo, Viviamo Inc. President

Darlyn shares three tips for building trust and boosting teamwork among team members:

  1. Create avenues for deliberate communication and work visibility.
    These are the first two principles of the “Visible Teamwork” framework created by podcast host, author, and career coach Pilar Orti. “It means creating structures where team members are continuously talking to and aligning with each other,” says Darlyn.  “When people are constantly updating each other about their work, it’s easier to find out who needs help or how ideas can be further refined.” 

In this time of remote working, this means making attendance to virtual check-ins and alignments mandatory. At Viviamo, Inc., for example, Monday mornings are sacred because this is when they hold their town hall meeting  — all of their 17 employees gather virtually and spend up to two hours aligning on priorities of the week and other matters. On top of these, departments are expected to hold their own regular meetings every week. 

It also means utilizing dashboards, collaboration tools, and chat groups to keep track of deliverables and project status in real time. “So if you see, for example, that the target was not met today, you can act on it right away and do better tomorrow, instead of waiting to act on it at the end of the month. By then, everyone is already stressed and anxious,” she points out.


2. Know your team member’s context and mood. Part of creating deliberate communication is making an effort to get to know your team members on a personal level. This is because an employee’s mood, emotion, and overall disposition can impact their job performance, decision making, creativity, turnover, teamwork, negotiations, and leadership. “If someone in your junior’s family got hospitalized, for example, or if a peer’s home got flooded after heavy rains — these will affect their mental health and productivity. By knowing where they are coming from, you can make the necessary adjustments and support,” Darlyn explains.

To encourage team members to open up, Darlyn has instituted a buddy system among Viviamo’s employees. Each group is composed of three to four members and they must follow one rule — no shop talk allowed. “They are just supposed to check-in on each other’s mental and emotional state,” she relates. Groupings are changed every quarter so that there is enough time for members to build relationships but also have opportunities to get to know others in the organization. 

3. Make time for planned spontaneity. This is the third and final piece of the Visible Teamwork framework. “Building trust cannot be all related to work,” suggests Darlyn. Virtual coffee hangouts, drinking sessions, and other virtual teambuilding activities increase trust  in the workplace because they allow  team members to relate better to their colleagues. Encourage everyone to participate in these bonding sessions, but don’t force attendance on those who beg off; instead, explore other options for establishing interpersonal relationships such as casual one-on-ones or more frequent chats with their buddies. 

Teamwork brings numerous benefits to companies. It fosters cooperation, broadens different perspectives and ideas which might end up bringing much better results, and increases productivity. 

MindNation conducts bi-annual Pulse Surveys so that managers can understand employee struggles, how they feel about the company, and flag possible sources of stress. Those who are struggling can avail of 24/7 teletherapy session with psychologists and WellBeing Coaches or participate in Group Sessions. For more information about our services, visit www.mindnation.com or email [email protected]. 

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Employee Wellness

Ways To Reduce Unconscious Bias In The Workplace

Photo by CoWomen on Pexels.com

In a previous article, we shared some general ways you can build a more supportive, accepting, and respectful workplace. Today, we dive deeper into how you can address unconscious bias in your business and foster a more diverse and inclusive company.

There are many types of unconscious bias (over 19), but here are the four key ones and how you can avoid them:

  1. Gender bias. This is the tendency to prefer one gender over another. Examples include:
  1.  Providing more resources and opportunities to one gender (typically men) over another;
  2. Reviewing an employee of one gender differently from another gender — even when the evaluations are purely merit-based; and 
  3. Rewarding an employee of one gender differently from another gender in the form of promotions, raises or other merit-based rewards.

“Communication is key. Avoid sweeping generalisations and do your research on different cultures. A gesture or custom that you’re indifferent to might offend someone from a different cultural background, and vice versa.”

Salma Sakr, MindNation Chief Growth Officer

A major result of gender bias is the creation of the “glass ceiling,” a metaphor for the evident but intangible hierarchical impediment that prevents women (and even minorities) from achieving elevated professional success. If you want to break this glass ceiling, here are some ways you can avoid gender bias at work: 

  • Set gender-neutral recruitment standards. Do this by defining the ideal candidate profile ahead of time and evaluating all candidates against those standards. 
  • Create diversity goals. Set qualitative gender diversity goals to create a more gender-balanced team. Support and provide resources for women to take on leadership roles. 

2. Ageism. This is seterotyping or discrimination  against individuals or groups on the basis of their age. This can also include ignoring a junior’s ideas because they are considered “too young,” or assuming someone should behave in certain ways because of their age. 

Preventing ageism involves combatting age-related stereotypes as well as engaging older team members in the workplace. Here are some ways to do that:

  • Don’t make assumptions based on age: For example, don’t automatically presume that older workers don’t know how to use technology or aren’t open to learning new skills. Provide equal learning opportunities for everyone. 
  • Foster cross-generational collaboration: Create two-way mentorship programs where a senior team member is paired with a new hire. This kind of collaboration facilitates communication between team members of different stages, which can help break down misconceptions about age. 

3. Cultural bias.  Cultural biases are assumptions, stereotypes, and belief systems about a different culture, based on our own limited experience of that world. In the workplace can create misunderstandings, biased treatment and barriers to career advancement; if you are manager who believes that all South Asians are good in software programming but who like to make a fuss over nothing, for example, you might never give your team members from India the opportunity to speak their mind, causing them to eventually leave the company due to lack of opportunities.

Here are some ways you can be sensitive to individual backgrounds and beliefs when in a professional environment:

  • Notice the little things. Someone from a different cultural background might behave in a way that you interpret as rude, shy, or standoffish, but that could simply be the way you interpret it. You need to think deeper, and really acknowledge that what you call ‘truth’ is actually just accumulated information from your own cultural background.
  • Communication is key. Avoid sweeping generalisations and do your research on different cultures. A gesture or custom that you’re indifferent to might offend someone from a different cultural background, and vice versa.
  • Be flexible. We all operate in different ways and have different views of life – even within the same sub-cultures. In a professional environment, always respect others’ customs, such as national holidays, dietary requirements and political attitudes. If in doubt, talk about something else!
  • Be yourself! We’re all human at the end of the day, and you’ll often find that smiling and offering a friendly face are universally recognised behaviours, wherever you’re from!

4. Race/ethnicity bias. This is any discrimination against any individual on the basis of their skin color, or racial or ethnic origin. It can take many forms, such as:

  1. Direct discrimination: not hiring or promoting someone based solely on their race
  2. Indirect discrimination: happens when a rule or policy set by an employer places people from certain racial, ethnic or national groups at a disadvantage.
  3. Racial harassment: includes any unwanted conduct related to an employee’s race, especially when it violates their dignity or creates an offensive environment.
  4. Victimization. when someone is treated badsly because they complained about discrimination or helped someone who has been the victim of discrimination.

Leaders can put a stop racial discrimination at work by:

  • Creating channels where employees feel safe speaking up about racial issues. It’s important for managers to seek input from missing voices to help obtain different ideas for a diverse point of view.
  • Actively communicating their stance on racial discrimination and what won’t be tolerated along with the consequences for violation. Racism, in any form, should never be overlooked, excused or tolerated, regardless of someone’s rank or title.
  • Spreading awareness by providing resources to educate individuals about the culture of racism and the history of different races. Most individuals are unaware of racial injustice and the comments they unconsciously make towards their BIPOC (Black, Indigenous, and People of Color) colleagues.

Companies can actively reduce bias through training along with embedding processes, policies, and expectations that help create a culture rooted in diversity and inclusion. Ultimately, it’s management’s responsibility to demonstrate their commitment to diversity and inclusion and the value it brings to the company as well as holding others accountable. 

MindNation holds webinars to help organizations reduce unconscious bias in the workplace so that team members become happier, healthier, and more productive. Email [email protected] to schedule a session now!

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Employee Wellness

Everyone At The Table: 3 Ways To A More Diverse And Inclusive Workplace

Promoting and improving diversity and inclusion (D&I) in the workplace no longer just means hiring more women in the company or allocating a prayer room for your Muslim team members. These are good first steps but much more needs to be done if you want to create a workplace that respects the unique needs, perspectives, and potential of everyone. 

D&I explained

Simply put, diversity in the workplace means that the company hires a wide range of diverse individuals — people of various race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs.

Inclusion, on the other hand, is the practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized. Inclusion is about putting diversity into action.

“Unconscious bias in the workplace impacts our recruitment decisions, employee development, impairing diversity and retention rates, as well as promoting a disconnected culture.”

Salma Sakr, MindNation Chief Growth Officer


Benefits of a diverse and inclusive workplace

Equitable employers benefit in the following ways:

  1. They gain deeper trust and more commitment from their employees.
  2. Diversity and inclusion can enhance the problem-solving necessary to rethink businesses and reimagine industries in the face of unprecedented disruption.
  3. More diverse teams are better at anticipating changes in consumer needs and buying patterns, which can lead to more rapid product and service innovation.
  4. All of the above positively contribute to the company’s bottom line.

Putting it into practice

D&I has become a buzz word that many companies use for good PR, but genuine D&I requires effort, dedication, and consistency. Here are 3 ways you can make it happen in your company:

  1. Be aware of unconscious bias.
    Unconscious bias (or implicit bias) is often defined as prejudice or unsupported judgments in favor of or against one thing, person, or group as compared to another, in a way that is usually considered unfair.

Unconscious bias in the workplace impacts our recruitment decisions, employee development, impairing diversity and retention rates, as well as promoting a disconnected culture. 

Organizations who make an effort to address unconscious bias in order to develop and maintain an inclusive workforce enjoy the following benefits:

  1. Increasing company profitability: Teams that have solid problem-solving and decision-making skills can bring a competitive advantage to a company. For example, a McKinsey study found that gender-diverse companies were 21% more likely to gain above-average profitability.
  2. They are more attractive to top talent: By implementing inclusive recruitment strategies, companies are able to reach out to a wider talent pool. Job seekers would also be more likely to apply to companies that prioritize diversity.
  3. Increasing innovation: Diverse teams can bring a variety of fresh ideas to the table, allowing teams to come up with creative solutions that can drive sales. For example, a 2018 study by the Boston Consulting Group found that companies with diverse management teams bring 19% higher innovation revenue.
  4. Higher productivity: University research found that tech firms with diverse management teams have 1.32 times higher levels of productivity. Increased productivity can lead to more efficient project management and implementation.
  5. Higher employee engagement: This can lead to higher job satisfaction, which in turn, can lower the turnover rate.
  6. Making fair and more efficient business decisions: Inclusive teams can make better business decisions up to 87% of the time. These business decisions can help improve a company’s performance and revenue. 

2. Be an ally. This is a critical next step and involves the participation of everyone at work regardless of their title, i.e. whether you are a manager or not. Here are three things you can do if you see an injustice at work, a bias being played out, or a team member in an uncomfortable or even scarring situation: 

Step 1: Point it out using language such as 

“I noticed that…”
“It seems like…”

“It feels to me like…”

Step 2: Avoid making assumptions. Instead, clarify it with the person involved, such as by asking “Did I read that right?”

Then validate it by using language such as“I want to acknowledge how challenging this is…”

Step 3: Work it out together by sharing your intention to help and to develop a plan to problem solve together. 


3. Encourage team identification. High team identification is when members identify themselves as part of a group and feel proud to be a part of it, when they feel that they are not working against each other, but for the same team, and they have the same future, goals, and vision. The higher the collective team identification, the more likely team members feel positively about diversity and are therefore more collaborative and successful. To do this, you need to make sure that people are not merely members of different social categories such as gender or race, but to emphasise the distinctiveness of each individual. 

By following these relatively simple steps you can really make a difference to your employees’ lives and shape the effect of diversity for the greater.

MindNation offers webinars to train your managers on how to foster more diversity and inclusion in the workplace so that you build happier, healthier, and more productive teams. Email [email protected] to schedule a session now!

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Employee Wellness

4 Steps To Beating Burnout

Think back to the day you reported to work for your very first job. Whether that job was your dream role or a stepping stone towards a greater path, I’m sure you approached it with vigor and excitement, savoring the rush of getting things done, putting new ideas to the table, and proving yourself to your peers and bosses.

Unfortunately, this rush does not last. As time passes and more work and responsibilities come in, we start to feel stress. And it’s not just with work — anything that we used to invigorate us that we have to do on a repetitive basis such as relationships, house chores, or taking care of a pet can suddenly feel like another box we have to tick. It can even get to the point where we can’t seem to drag ourselves off bed simply because we’re spent. We don’t feel plugged into the role or the things we need to do anymore. 

Is this burnout? Or are we just tired? 

“Burnout is not considered a mental illness. It is, however, still a mental health issue because if left unresolved, it can lead to reduced productivity and sap our energy, leaving us feeling depressed, cynical, and resentful.”

World Health Organization

Burnt out or tired?

Tiredness is defined as the state in which one desires to sleep or rest. Once we have done either of the two, the tired feeling goes away and we can carry on with our other activities normally. It’s normal for everyone to feel tired.

Burnout, however, is being over-tired – it is a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. The term was first coined by German-American psychologist Herbert Freudenberger in 1974 after observing the volunteers of a clinic for addicts and homeless people in New York City. The clinic’s volunteers were struggling with their intense work and according to Dr. Freudenberger, the stress of the job was causing them to feel demotivated and emotionally drained. Though they had once found their jobs rewarding, they had become cynical and depressed; they weren’t giving their patients the attention they deserved. 

According to the World Health Organization (WHO), burnout is not considered a mental illness. It is, however, still a mental health issue because if left unresolved, it can lead to reduced productivity and sap our energy, leaving us feeling depressed, cynical, and resentful. Burnout can also cause long-term changes to our body that makes us vulnerable to illnesses like colds and flu.

Symptoms of burnout

How can we tell if we are burnt out? According to the WHO, there are three symptoms to watch out for:

  1. Physical. Apart from feeling tired and drained most of the time, people who are burnt out also find it difficult to sleep. They also experience lowered immunity, frequent illnesses, frequent headaches, or muscle pain but laboratory tests reveal nothing is wrong.
  1. Emotional. These include feelings of doubt, helplessness, a sense of failure, of being trapped, loss of motivation, an increased negative outlook, and feeling detached or dissatisfied with no sense of accomplishments.
  2. Behavioral. Examples of this include lowered productivity, withdrawal from responsibilities, isolation, using food/drugs/alcohol to cope, procrastination, having a short fuse, skipping work or coming in late, and wanting to always leave early. 

If these apply to you or your team’s situation, it’s time to take action. Because of its many consequences, it’s important to deal with burnout right away.

What to do?

Here are some steps you can take when you spot the signs of burnout, as well as how to avoid it from happening:

Step 1: Recognize the state you are in

While many of us already have an inkling that we are in a state of burnout or approaching one, we tend to brush this feeling under the rug because we don’t want others (especially our bosses) to mistake our lowered productivity and detached feelings as laziness or an inability to cope with the demands of work. But we are not robots; It’s normal to experience burnout. This is why we need to conduct regular self check-ins to make sure we know what state we are in and take the appropriate countermeasures.

We can start by asking ourselves these questions: 

  1. Am I feeling cynical or negative about work, and are these feelings escalating?
  2. Is my motivation decreasing?
  3. Is it becoming difficult to perform work-related problem solving?
  4. Do I feel myself getting more agitated or angry at work?
  5. Are interpersonal difficulties at work spilling over into my home life?
  6. Do I feel depressed as a result of work-related stress?
  7. Is work-related stress causing my anxiety?

If you answered yes to all of these questions, you are either burnt out or close to being so.

If you are unsure, you can take MindNation’s WellBeing Quiz. This is a FREE, 2-minute TRUE or FALSE test to check if you are Thriving, Healthy, Decent, Fading, or Burnt Out. 

Step 2: Know your WHY

Once you have gotten the lay of the land and honored your state, dig deeper and ask yourself, WHY. Apart from income, why are you doing your job? This is because when we talked earlier about losing vigor to do the things that used to excite us, it can be largely driven by our loss of clarity or sight of our “why.” We simply don’t know why we do things anymore, and it can be easy to get lost in the many things happening around us today with the pandemic and personal stress. When we’re aligned with our why, it’s a different kind of fuel or charisma that makes things happen and gives us focus.

Step 3: Go back to the basics.
This means keeping hydrated, eating healthy, and recharging to the fullest.  Always remember that recovery from burnout is a slow journey and requires daily rest. It is not something that can be fixed in a day or even in just a week; research has shown that vacations don’t cure burnout. While burnout levels do decrease during vacation, they often return to pre-vacation levels within a week or two after returning to work. This is why the next step is important.

Step 4: Build habits that cultivate resilience

Taking care of our mental health is all about our mental strength. It involves developing daily habits that build mental muscle, which may also involve giving up bad habits or toxic stressors that do hold us back. When we hone our mental muscle, it’s like going to the gym consistently; we become stronger versions and it is something we have to discipline ourselves to do. 

Some ways to do this include:

  • Setting boundaries. This can avoid you from spreading yourself too thin, especially when you’re on the brink of burnout. So set limits on the time you give to others to help you manage stress while recovering from burnout. It doesn’t mean avoiding a person all together, but avoiding a specific habit, behavior, or ask that may be pushing you to your limit. Be firm about your needs. Talk to others involved and let them know what’s happening. Explain that you need some support in order to take care of your health and manage your workload productively.
  • Prioritizing work-life balance. Once you leave work, focus on relaxing and recharging for the next day.
  • Seeking professional help. Increasing your well-being is not always easy, especially when you’re at your lowest. So seek help from those around you, and from trusted professionals as soon as possible. MindNation’s licensed psychologists and WellBeing Coaches are available 24/7 for teletherapy sessions if you need help managing stress or building better habits. Book a session now through bit.ly/mn-chat or email [email protected]. Rest assured that all conversations will be kept secure and confidential.

Anxiety is caused by our fear for the future and things that may not have happened yet. Our awareness with what’s happening now and acceptance will help us create that leeway we need to plan for what’s to come.

MindNation partners with like-minded organizations to provide holistic well-being programs, psychologist consultations via teletherapy, and Company Culture Drive talks to build happier, healthier, and more productive teams. Visit us at www.mindnation.com or email [email protected] to know more.