Are you exhausted? Do you want to quit your job? You’re so not alone. Some 40 percent of global workforce members are considering leaving their employers this year. This is one of the findings from a survey published by Microsoft on Monday. On the other hand, some 61 percent of business leaders say they are “thriving” right now […]
Now more than ever, people are expecting their employers and leaders to empathise with their unique challenges. But business leaders may be out of touch with what their employees need. However, employees want control of where, when, and how they work, and expect businesses to provide options.
The Microsoft report indicated that there are negative fallout from the pandemic and that it has fallen disproportionately on Gen Z members who are just starting their working lives. Working mothers are the next group that are most impacted. Many of them have left the workforce due to the pressures of trying to hold down jobs and shoulder the burdens of childcare when remote schooling was the available option.
Employees who said they are surviving or struggling include those who are married (54 percent), and working mothers (56 percent). The disproportionately impacted group are Generation Z (60 percent), front-line workers (61 percent), new employees on the job for less than a year (64 percent) and single (67 percent).
From the survey, 73 percent of workers indicated that they want flexible remote work options to continue, and 67 percent want more in-person time with their teams. It was recognized that the flexible working arrangements that was accelerated by the pandemic are here to stay. Indeed you may be exhausted, and stressed out, but it may not be the time to quit your job yet.
Emotional stress, including “stress from lack of control in the workplace or from life events,” creates susceptibility to physical illness. This was affirmed twenty years ago in a British Medical Journal article as summarized here by the U.S. National Library of Medicine.
Giving employees more control over their jobs does more than just reduce stress-related illness. It also decreases employee mortality. The key is empowering them to set their own goals, set their own schedules, prioritize their decision making and … have a voice in the goal-setting process.
Giving employees a chance to help shape the future of work will give them more skin in the game. It will deepen their connection to an organization. Finally, it gives them a sense of job ownership and control and will improve their well-being while benefiting the organization.
Self-love is the process of knowing yourself, connecting with your inner self, overcoming self-limiting beliefs, letting go of everything that doesn’t serve you, and falling in love with yourself.
Self-love helps silence the fear of rejection, our inner critic, and instead befriend it to serve us rather than taunt us. And we develop confidence in what we stand for, when we know who we are from within. With self-love, we are able to let go of self-judgment, negative thoughts, opinions, and people who are not aligned with us.
When we accept ourselves wholly for who we are, people around us also start seeing us in the same light. Likewise, when we love what we do and do what we love, we are alive and soaring in all that we do. This further draws others with positive energy to us. Ultimately, that power of love for yourself, will not only elevate your relationship with yourself, but enhance and deepen your relationship with work, family, life, and everything around you.