In the fast-paced and ever-evolving world of leadership, stress has become an inherent part of the journey. From juggling multiple responsibilities to making critical decisions under pressure, leaders face unique challenges that can take a toll on their well-being. The demands of the role, coupled with the weight of expectations, can create a perfect storm of stress. However, it is crucial to recognize that stress is not a sign of weakness but rather an inevitable aspect of leadership.
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It’s been six months since your new hire started and it’s clear that they are not the right fit. After the initial 90 days of onboarding, leadership has found that the new hire’s performance is not getting better, and you, as the direct supervisor, have to find a solution.
Hiring teams and potential hires nationwide are so overwhelmed and discouraged by the current job market. Ideally, companies and job seekers can determine their professional compatibility during the interview process. However, it could be during the 90 grace period or a full six months into the year before one or both parties realize that something is not working. So, how does a direct supervisor find a solution when the new hire isn’t working out?
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Walking into a new job on your first day can often bring back the first day of school jitters. There are mixed feelings of eagerness and anxiety and a strong desire to make a good first impression on your new coworkers and supervisors. Download and learn more.
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Emotional stress poured into all aspects of life during the pandemic. Fear from health risks, fear of being laid off or moving to a remote work model, or experience grief for the loss of life across the world. The overwhelming emotions of the pandemic incited a long-lasting state of emotional stress in the lives of employees across our nation. In this article series, we’ll answer questions like what emotional stress is, how you can notice the signs, and how can emotional stress cause problems if left unmanaged.
As leaders begin a new year, it’s a good time to evaluate your team and what you can do to build up their skills in the coming year. Download and read more.
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POV: After months of unemployment, you finally get a job offer. You show up on Day 1, but your supervisor hasn’t planned or prepared anything for you. You spend your first week or two uncertain and purposeless until someone has the time to notice you. You’re handed a project that seems simple enough, but you don’t understand the office's procedures or programs.
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One of the hardest things while working remotely is figuring out how to communicate effectively. Since you’re in the comfort of your own home and not in a traditional office setting, it can be difficult to remember that you’re at work. The remote worker is an island unto themselves in many ways. Leaders attempt to bring the team together as much as possible with camera-on meetings, one-on-one check-ins, and virtual team-building exercises. Still, remote workers are their bosses, their project managers.
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Imagine a workplace environment where your boss trusts you to do your job without hovering or sending a status update email every day. It doesn’t seem real, does it? Download and learn more.
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The workplace is a delicate balance of interpersonal personalities, particularly between an employee and a manager. No employee wants to be in conflict with their direct supervisor or any other tiers of leadership. Download and learn more.
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The workplace is a delicate balance of interpersonal personalities, particularly between an employee and a manager. Download and learn more.
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If you’re a manager or leader in the workplace, your team probably knows all about your management style, team values, and work preferences. You may even communicate all these things regularly, so team members know exactly when to come to you for help. If so, good job. But remember: it’s also up to you to provide the right kind of help, and sometimes it can be hard to determine if what you’re doing is actually—well, helpful.
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In a small business, unresolved conflict could mean the difference between staying open or closing your doors for good. You may have amazing leadership skills, but it’s not always appropriate for leadership to resolve conflict in the workplace. Sometimes, it’s best to ask for help.
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