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5 Must-Dos for Workaholics

5 Must-Dos for Workaholics

There are thousands of books on personal development: how to aim higher and fulfill your potential, how to succeed through hard work, how to never give up. The list goes on. But what happens when you fail to apply these rules to your life and you are only satisfied when you are busy? You are trapped in a 24/7 cycle of stressful work and struggle to get more from life.

Welcome to the new trend that has engulfed approximately 30% of the working population: workaholism! This phenomenon is described as the state of being addicted to work and your professional career.

Definitions given by psychologists, psychiatrists, or coaches in the field of work-addiction vary but all come to the same conclusion: it’s not just unbeneficial, but actually toxic. A recent study[1] estimating the prevalence of overworking, assumes that workaholism involves thinking about work, even during leisure time. There is no typical profile of the workaholic, but it seems to entail the same negative effects as any other addiction: sleep problems, weight gain, high blood pressure, anxiety, and depression.

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How do high performance and workaholism relate?

Well, they don’t. Workaholism is not about passion—it’s not even about making money. The driving force behind workaholism is a permanent conflict with yourself and a feeling of guilt if you are not working. You are never satisfied. There is always one more little task to do, one more detail to check and that’s what makes high performance impossible to achieve. Feeling depressed and not being able to detach from work leads to your brain under-functioning overall.

In Japan, workaholism is associated to karoshi, a term introduced in 1995 which describes death or serious circulatory system diseases caused by overworking (more than 65h/week for 4 weeks). A study regarding countries with the most workaholics placed Japan in first place, Australia in second and South Africa in third. The U.S.A was ranked 5th. It seems the workaholism virus evolves fast; if you feel any workaholism tendencies in your daily routine, take a step back and attempt to reflect.

How to Transform Your Busyness Into Productivity

By following these simple steps, your work performance can be improved while simultaneously keeping workaholism at bay. Your main aim should be to reconnect to your true self, enabling you to succeed in both your personal and professional life.

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1. Face thyself.

This is the most important step to start with. Don’t mistake passion with addiction and don’t be afraid to analyse yourself objectively. Stop doubting yourself and your potential!

2. Set priorities.

Actions become habits. So set up and follow your priorities until they become second nature. Focus on your life values. Ask yourself what’s most important to you—family, health, peace of mind, money—and put it on a paper. Always keep that in mind and act accordingly.

3. Set healthy boundaries.

Saying yes can allow opportunities to arise, but sometimes saying no can lead to the right possibilities for you. Learn when to stop. Allow yourself to be flexible by converting your mindset from “only too much is enough” to “less is more.” Give work a break and embrace your need for human connection and physical activity.

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4. Take a day off.

It’s time to see “leave your comfort zone” from a different perspective—by emptying your mind. Most workaholics have difficulty enjoying free time as they feel guilty for not working. What they don’t know is that productivity comes only when energy is handled properly. Choose quality over quantity and manage your stress and time wisely.

5. Be open to others’ ideas.

The “Looking-glass self” theory states that our self-image is shaped by what we believe others think of us. Sometimes, what we believe others think of us does not match up with their actual impression of us. This discrepancy can lead you in the wrong direction. That’s why we have to allow others to analyze our actions and to accept the advice and feedback provided. Talk to your family and friends about your goals, about your actions, and about your habits. Their answers might surprise you as well as have great benefits for your personal development.

6. Consider asking for professional help.

Overworking is not a new topic among professional coaches. Some of them associate this term with typical entrepreneurial behaviour. Various coaches share success stories on how they supported others fight against work-addiction or even their own journey to find a healthy balance. Learning from someone with a high level of expertise and integrity might be one of the best things to do. It is essential to choose the guidance which is right for you. Make sure your coach is professionally certified and trustworthy; a great coach will monitor your progress and empower you to develop professionally as well as and personally.

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If you acknowledge that overworking has a negative impact on your career, take the matter seriously. Whether you consider asking for a professional coach’s help, or to follow the other aforementioned steps, start making a change. Make sure you’re on the right track to success by disowning unhealthy habits in your life. You’re in charge of your life!

Featured photo credit: Stokpic.com via stokpic.com

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Last Updated on June 3, 2020

How to Give Constructive Feedback in the Workplace

How to Give Constructive Feedback in the Workplace

We all crave constructive feedback. We want to know not just what we’re doing well but also what we could be doing better.

However, giving and getting constructive feedback isn’t just some feel-good exercise. In the workplace, it’s part and parcel of how companies grow.

Let’s take a closer look.

Why Constructive Feedback Is Critical

A culture of feedback benefits individuals on a team and the team itself. Constructive feedback has the following effects:

Builds Workers’ Skills

Think about the last time you made a mistake. Did you come away from it feeling attacked—a key marker of destructive feedback—or did you feel like you learned something new?

Every time a team member learns something, they become more valuable to the business. The range of tasks they can tackle increases. Over time, they make fewer mistakes, require less supervision, and become more willing to ask for help.

Boosts Employee Loyalty

Constructive feedback is a two-way street. Employees want to receive it, but they also want the feedback they give to be taken seriously.

If employees see their constructive feedback ignored, they may take it to mean they aren’t a valued part of the team. Nine in ten employees say they’d be more likely to stick with a company that takes and acts on their feedback.[1]

Strengthens Team Bonds

Without trust, teams cannot function. Constructive feedback builds trust because it shows that the giver of the feedback cares about the success of the recipient.

However, for constructive feedback to work its magic, both sides have to assume good intentions. Those giving the feedback must genuinely want to help, and those getting it has to assume that the goal is to build them up rather than to tear them down.

Promotes Mentorship

There’s nothing wrong with a single round of constructive feedback. But when it really makes a difference is when it’s repeated—continuous, constructive feedback is the bread and butter of mentorship.

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Be the change you want to see on your team. Give constructive feedback often and authentically, and others will naturally start to see you as a mentor.

Clearly, constructive feedback is something most teams could use more of. But how do you actually give it?

How to Give Constructive Feedback

Giving constructive feedback is tricky. Get it wrong, and your message might fall on deaf ears. Get it really wrong, and you could sow distrust or create tension across the entire team.

Here are ways to give constructive feedback properly:

1. Listen First

Often, what you perceive as a mistake is a decision someone made for a good reason. Listening is the key to effective communication.

Seek to understand: how did the other person arrive at her choice or action?

You could say:

  • “Help me understand your thought process.”
  • “What led you to take that step?”
  • “What’s your perspective?”

2. Lead With a Compliment

In school, you might have heard it called the “sandwich method”: Before (and ideally, after) giving difficult feedback, share a compliment. That signals to the recipient that you value their work.

You could say:

  • “Great design. Can we see it with a different font?”
  • “Good thinking. What if we tried this?”

3. Address the Wider Team

Sometimes, constructive feedback is best given indirectly. If your comment could benefit others on the team, or if the person whom you’re really speaking to might take it the wrong way, try communicating your feedback in a group setting.

You could say:

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  • “Let’s think through this together.”
  • “I want everyone to see . . .”

4. Ask How You Can Help

When you’re on a team, you’re all in it together. When a mistake happens, you have to realize that everyone—not just the person who made it—has a role in fixing it. Give constructive feedback in a way that recognizes this dynamic.

You could say:

  • “What can I do to support you?”
  • “How can I make your life easier?
  • “Is there something I could do better?”

5. Give Examples

To be useful, constructive feedback needs to be concrete. Illustrate your advice by pointing to an ideal.

What should the end result look like? Who has the process down pat?

You could say:

  • “I wanted to show you . . .”
  • “This is what I’d like yours to look like.”
  • “This is a perfect example.”
  • “My ideal is . . .”

6. Be Empathetic

Even when there’s trust in a team, mistakes can be embarrassing. Lessons can be hard to swallow. Constructive feedback is more likely to be taken to heart when it’s accompanied by empathy.

You could say:

  • “I know it’s hard to hear.”
  • “I understand.”
  • “I’m sorry.”

7. Smile

Management consultancies like Credera teach that communication is a combination of the content, delivery, and presentation.[2] When giving constructive feedback, make sure your body language is as positive as your message. Your smile is one of your best tools for getting constructive feedback to connect.

8. Be Grateful

When you’re frustrated about a mistake, it can be tough to see the silver lining. But you don’t have to look that hard. Every constructive feedback session is a chance for the team to get better and grow closer.

You could say:

  • “I’m glad you brought this up.”
  • “We all learned an important lesson.”
  • “I love improving as a team.”

9. Avoid Accusations

Giving tough feedback without losing your cool is one of the toughest parts of working with others. Great leaders and project managers get upset at the mistake, not the person who made it.[3]

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You could say:

  • “We all make mistakes.”
  • “I know you did your best.”
  • “I don’t hold it against you.”

10. Take Responsibility

More often than not, mistakes are made because of miscommunications Recognize your own role in them.

Could you have been clearer in your directions? Did you set the other person up for success?

You could say:

  • “I should have . . .”
  • “Next time, I’ll . . .”

11. Time it Right

Constructive feedback shouldn’t catch people off guard. Don’t give it while everyone is packing up to leave work. Don’t interrupt a good lunch conversation.

If in doubt, ask the person to whom you’re giving feedback to schedule the session themselves. Encourage them to choose a time when they’ll be able to focus on the conversation rather than their next task.

12. Use Their Name

When you hear your name, your ears naturally perk up. Use that when giving constructive feedback. Just remember that constructive feedback should be personalized, not personal.

You could say:

  • “Bob, I wanted to chat through . . .”
  • “Does that make sense, Jesse?”

13. Suggest, Don’t Order

When you give constructive feedback, it’s important not to be adversarial. The very act of giving feedback recognizes that the person who made the mistake had a choice—and when the situation comes up again, they’ll be able to choose differently.

You could say:

  • “Next time, I suggest . . .”
  • “Try it this way.”
  • “Are you on board with that?”

14. Be Brief

Even when given empathetically, constructive feedback can be uncomfortable to receive. Get your message across, make sure there are no hard feelings, and move on.

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One exception? If the feedback isn’t understood, make clear that you have plenty of time for questions. Rushing through what’s clearly an open conversation is disrespectful and discouraging.

15. Follow Up

Not all lessons are learned immediately. After giving a member of your team constructive feedback, follow it up with an email. Make sure you’re just as respectful and helpful in your written feedback as you are on your verbal communication.

You could say:

  • “I wanted to recap . . .”
  • “Thanks for chatting with me about . . .”
  • “Did that make sense?”

16. Expect Improvement

Although you should always deliver constructive feedback in a supportive manner, you should also expect to see it implemented. If it’s a long-term issue, set milestones.

By what date would you like to see what sort of improvement? How will you measure that improvement?

You could say:

  • “I’d like to see you . . .”
  • “Let’s check back in after . . .”
  • “I’m expecting you to . . .”
  • “Let’s make a dent in that by . . .”

17. Give Second Chances

Giving feedback, no matter how constructive, is a waste of time if you don’t provide an opportunity to implement it. Don’t set up a “gotcha” moment, but do tap the recipient of your feedback next time a similar task comes up.

You could say:

  • “I know you’ll rock it next time.”
  • “I’d love to see you try again.”
  • “Let’s give it another go.”

Final Thoughts

Constructive feedback is not an easy nut to crack. If you don’t give it well, then maybe it’s time to get some. Never be afraid to ask.

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Featured photo credit: Christina @ wocintechchat.com via unsplash.com

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