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10 Keys To Get Through A Career Crisis

10 Keys To Get Through A Career Crisis

Dealing with a career crisis is a topic that has a very personal application to me. It is very real because I experienced one, and it had a profound impact on me. So much so that I literally wrote a book about it.

I had to deal with a major crisis early on in my career as a corporate lawyer. The crisis was simple: I found myself very discouraged and depressed at the prospect of doing law for the rest of my life. I truly disliked it, and I wanted to make a career change to something that brought me fulfillment.

The problem was that I initially didn’t know what to do. I had spent almost a decade obtaining the necessary education to become a lawyer, not to mention well over several hundred thousand dollars in real and opportunity costs to get my education. I had to really soul search and redefine what I believed about myself and what I wanted to accomplish in my career. The result was a tremendously empowering process, and in this article I will share 10 of the insights I learned in leaving law to find empowerment as an entrepreneur, consultant and writer.

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1. First, determine if it is a real crisis or simply a trying experience.

Not everything is a career crisis, and all careers have challenging times, even careers that are “right.” Just because your career is engaging, generally enjoyable, and personally meaningful doesn’t mean that it won’t have its challenging times. That’s life. Life is about change and challenge. So before we look at major changes, we should determine if this is a “crisis” or if it is simply a challenge. The answer will determine the steps we take next. A crisis could very likely lead to a career change. A challenge is an opportunity to dig in and develop grit, courage and persistence. It is a character moment.

2. If it’s just a challenge then remember your why.

It’s just a challenge if you still love the career and you want to get better at it and progress to the point of mastery. If you find yourself in a career “challenge” but you don’t want to leave the career, then simply remember your “why.” Why did you get in this career in the first place? Expanding on that, what have you yet to accomplish in this career? What have you yet to learn? How can you improve and grow? What does success in this field mean to you? Go back to the fundamentals of your why. When you do this you’ll gain resolve and courage to move forward beyond the present challenge.

3. If it’s a crisis don’t get discouraged, but know you’ll need to make a change eventually.

It may not be simply a challenge. It may be a full-blown crisis. That’s what happened to me in law. I knew without a doubt that law was not right for me, and I needed to do something else with my life. If you find yourself in the same position, don’t get discouraged. No one said you had to get it right on the first go (although it can feel discouraging to have to change, especially after you have educated yourself for a certain path). Stay positive: you can make a change, but know that the change is inevitable.

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4. It’s a crisis if your values are not aligned with what you are doing.

What do you truly value? What is unique about you? Do you like to create? Do you value teaching? Are you a contributor? Do you uniquely value freedom? Does your current career align with your unique values? If no, then you’re on a dangerous path. I realized that the things I valued most were freedom, communication, contribution, and adventure. Law didn’t provide that for me. Entrepreneurship was a better path. Do a values analysis and compare it to your current career.

5. Take full responsibility, only you can create a solution.

I can’t stress this point enough. Resist the urge to blame. Don’t blame your boss, your current employer, your parents. You are where you are because you made choices. You can get to a new place if you simply make new choices. You are the solution. If you blame someone for where you are, you are actually giving away your power. You are giving away the solution. If someone is to blame, then you have no power to change. But you do have power to change, and to accept the responsibility.

6. Change is never easy, take courage.

If you are in a full-blown career crisis you’ll have to do things that require courage. However, each action that you take that requires courage builds your courage a little. The first step might just be to admit to yourself that you are not happy and that you need to make a change.

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7. Keep composed and remain calm, good things will come.

Action holds anxiety at bay. I know from personal experience that a career crisis can be terribly stressful. Try your best to stay calm, and when you feel the anxiety, just take more action. Keep yourself healthy, move and breathe, take care of yourself. Stay composed because your actions will be most effective when you are calm in your mindset.

8. Be realistic in your expectations.

Being real is very empowering. It is realistic to suppose that all careers, even ones that are aligned with your values, will have their challenging moments. It is realistic to suppose that if you make a change you may not initially make as much money as you were making in the career that you hated. If you’re leaving a secure pay check to build a business, it is realistic that the business may take a little longer than you think to get going. But that doesn’t mean that you should quit. It just means that businesses often take a little while to get going. Be realistic in your expectations.

9. Take the long view.

This is a powerful strategy. If you take the long view, then little challenges won’t get you down. This is another test for whether you are in a career that is right for you. Do you want to master this field? Are you willing to work for years and years to become great at this? If you choose a career where the answer to these questions is yes, then you are on a good path. If you’re only concerned about the short term and the pay raises, you should seriously consider whether or not you need to make a dramatic change.

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10. Your work matters, so find work that is personally meaningful, independent of money or status.

Your work matters. Work gives us self-confidence and a sense of purpose. Don’t discount the intrinsic value of doing work that is personally meaningful. So much of our world is focused on getting more money and being recognized for our success, but these conquests are often hollow victories and they don’t have the depth of meaning that doing personally satisfying work does. When you find that career in which your actions are intrinsically meaningful, you are on the path to a lifetime of empowerment and fulfillment.

More by this author

Ryan Clements

A lawyer turned marketing professional, entrepreneur and writer who writes about entrepreneurship, career and personal development.

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Last Updated on December 10, 2019

7 Strategies to Keep Employee Motivation High

7 Strategies to Keep Employee Motivation High

Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

But do you know what motivates your people?

It’s simple:

  • Is their work stimulating?
  • Does it challenge them?
  • Is there room to grow, a promotion perhaps?
  • Do you encourage creativity?
  • Can they speak openly and honestly with you?
  • Do you praise them?
  • Do you trust your staff to take ownership of their work?
  • Do they feel safe in their work environment?
  • And more importantly, do you pay them properly?

Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

1. Be Someone They Can Rely On

You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

Be reliable; it’s astounding how much this motivates your people.

2. Create an Awesome Company Culture

There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

Here are four ways to build a culture that keeps your employees highly motivated.

  • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
  • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
  • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
  • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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3. Touch Base with Your Team Weekly

Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

4. Give Them the Tools They Need to Do Their Jobs Well

Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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5. Provide Opportunities to Learn and Upskill

Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

6. Monitor Their Workload

Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

  • Red means they’re fully loaded.
  • Yellow means they’re busy, but they can potentially take on more.
  • Green means they haven’t got enough to do.

I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

7. Don’t Mess Around with Your Employees’ Pay

Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

So it’s your job to ensure that you pay your people on time.

The Bottom Line

A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

Wouldn’t you rather be part of their success story than the business that drove them away?

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Featured photo credit: Emma Dau via unsplash.com

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