By Guest Blogger: Tony Deblauwe
The moment has come after years of hard work and dedication – entering the ranks of management. New managers face a host of challenges between business tasks and people issues. As a result, expectations of performance change, impacting the process of getting comfortable with the new role. The pressure of competing demands can break individuals who prized the concept of management but found the realities of the function quite different. There are a few ways to ease the burden of new manager stress.
Set Realistic Priorities

The tendency to over-commit can be a big problem. New managers are eager to show they are ready for added responsibilities and tend to accept all assignments given to them. Soon everything is a priority and the quality of work declines. The struggle to please upper management, and stay attentive to employee needs, blurs the process of proper planning. Tips to setting realistic priorities: 

1. Document mission critical goals. Start your planning around the most important top level goals. All sub goals will flow from there and drives individual employee goals. Establish time measures for tracking progress as appropriate (e.g. weekly versus monthly).

2. Build in flexibility. The tendency with setting goals is to get so specific and fixed that changes outside of your control wreaks havoc on an otherwise iron-clad plan. Understand that change is inevitable and the ability to adapt your goals to changing conditions is necessary. Flexibility in goal setting occurs through estimation. That means factoring in buffer space. If it takes two weeks to complete a task, estimate three weeks. If issues come up that impact this task you know that you can adjust quickly and still get the original task done.

Communicate and Delegate

One of the many mistakes new managers make is to micro-manage people and processes. This can result from lack of confidence, lack of trust or knowledge of team competencies, or individual control is the only way to feel comfortable handling business demands. Managers need to establish role clarity early on with employees to share the workload properly. Through team meetings and 1-1’s, a manager can communicate his or her role, how they can help, and what they expect from their team. Recognition is key – offer your team praise and thanks for their help and reward them for strong efforts when deadlines are met.

These ground rules help the manager communicate key messages from upper management and corporate on a regular basis. Doing this will help employees feel connected and understand why certain decisions are made. As a result of working through tasks and communicating broader issues, a manager can zero in on specific strengths of team members and delegate key duties. These duties can also serve as development and career growth opportunities for people. This approach further strengthens the boss-employee relationship, engagement, and morale.

Monitor Your Progress

You want to attack your management role in the same way that made you successful as an individual contributor. Getting comfortable with a management role requires you to balance new stress with individual results. You work for the team more than you work for yourself and that means you must work smarter. To avoid feelings of withdrawal or being overwhelmed, monitor your adaptation to your new role in these ways: 

1. Build a support system. Partner with your boss, employees, and trusted advisors to provide feedback on your behavior and performance. Get the coaching you need on tough issues and seek support from people who are seasoned managers that can be mentors.

2. Adjust the internal dialogue. Don’t let the stress and new challenges of your management role lead to negative thinking. We all have our confidence and abilities tested under pressure but believing you are not worthy of a role makes things worse. If you can’t put what’s happening in perspective, take a break; speak with your support group, re-focus and re-engage. Look at your priorities and focus on important tasks – other people’s emergencies do not always require urgency from you. Balance the emotional and intellectual challenges of the work and people demands and you can get through tough spots.

If you feel there is more going on, however, and you sense the stress has impacted you deeply emotionally or physically, speak to a professional coach or therapist. Remember it’s ok if management isn’t what you expected – you might decide after trying it that you prefer an individual contributor role. It’s better to make that choice early versus living years in a role that is unsatisfying. Despite some drawbacks, the management track opens many doors to new and fulfilling career options and provides you with a unique platform to showcase your skills and leadership ability.

Listen To An Amazing Live Interview With Tony About Workplace Stress – Click Here!

Mr. Tony Deblauwe

Tony Deblauwe is a Workplace Expert based in the San Francisco Bay Area.
He is an award-winning and regular contributor to career social networks sites
such as Brazen Careerist and TrackAhead. He directs the Innovation
Committee for Career Directors International.

For more information on Tony, please visit: http://www.workbabble.com

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The amount you donate is entirely up to you.
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By Guest Blogger: Tony Deblauwe

Are you pursuing greater financial freedom and personal independence by building a small business? Unless you have a lot of extra capital lying around, chances are you are also working fulltime to pay your bills. Is it possible to create your own company, still get your regular work done from 9-5 and spend time with your family?

It’s certainly not a challenge that everyone can handle. But, if you are ready to take that leap, here are some things to bear in mind.

Balancing Career Responsibilities

As an ethical employee, you have made a commitment to give your employer an honest week’s work in exchange for your paycheck. This can become increasingly difficult to do when your primary focus is on the needs of your new business.

If your employer has a moonlighting policy, you may be required to disclose any secondary job you hold. This is so that your boss can decide if it interferes with your current employment by:

• Making you unavailable for your regularly scheduled work hours
• Tempting you to use company information or resources in inappropriate ways
• Creating a conflict of interest (e.g. if you are stealing the company’s clients)
• Causing other performance problems

Is being self employed really a second job? If your company is still in the planning stage, it might not be considered actual employment. However, if you are making an income from your side business or if it might conceivably be viewed as contributing to any of the problems listed above, it may be time to disclose it to your employer.

Being honest with your boss so you can be held accountable for keeping your work performance high can actually be a good thing. Concentrating fully on your regular job may help you keep from stressing or worrying too much about your business venture until you are off the clock and can take positive action to move forward with your plans.

Establishing a Reasonable Schedule

Putting boundaries on the time you spend on your business is essential for work/life balance and for the success of your company. Yes, it’s normal to be impatient, but look at it this way: rushing into a new venture is one sure way to make some serious mistakes. You want to build a small business that is stable and well-planned. That takes time to accomplish.

So, instead of pushing yourself to the limit, create a schedule and stick to it. For example, you might set aside 1-2 hours each weekday evening and a half day on the weekend to devote to your business venture. Contrary to popular opinion, “burning the midnight oil” is not the key to success. It is the key to emotional, psychological, and physical burnout.

Of course, one of the top concerns for people who are working full time and trying to build a small business is making enough time for family. If your goal in owning a business is to have better work/life balance, you don’t want to destroy your relationships in the process. One way to ensure you are staying on track in this area is by identifying and prioritizing interactive family time – the stuff that’s really important and creates strong emotional bonds.

Consider this: an average American watches 4 hours of television every day. Your kids and spouse probably won’t mind if you spend time working toward a better financial future instead of watching the tube with them. Then, you can be there to help with homework, attend sporting events, take your spouse on a date, and spend a Saturday at the lake building great memories.

Tony Deblauwe is a Workplace Expert and founder of consulting firm, HR4Change.  He is the author of the award-winning book on dealing with difficult bosses called Tangling with Tyrants, Managing the Balance of Power at Work. He is a regular contributor to career social networks sites
including Brazen Careerist and TrackAhead.

Tony is based in Silicon Valley and can be contacted at info@hr4change.com.

If you’ve found this website helpful, please click the Donate button.
The amount you donate is entirely up to you.
The average donation is about $11.
I’m grateful for your support.

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Can You Build a Small Business While Working Fulltime?

By Guest Blogger: Tony Deblauwe

Are you pursuing greater financial freedom and personal independence by building a small business? Unless you have a lot of extra capital lying around, chances are you are also working fulltime to pay your bills. Is it possible to create your own company, still get your regular work done from 9-5 and spend time with your family? It’s certainly not a challenge that everyone can handle. But, if you are ready to take that leap, here are some things to bear in mind.

Balancing Career Responsibilities

As an ethical employee, you have made a commitment to give your employer an honest week’s work in exchange for your paycheck. This can become increasingly difficult to do when your primary focus is on the needs of your new business. If your employer has a moonlighting policy, you may be required to disclose any secondary job you hold.

This is so that your boss can decide if it interferes with your current employment by:

• Making you unavailable for your regularly scheduled work hours
• Tempting you to use company information or resources in inappropriate ways
• Creating a conflict of interest (e.g. if you are stealing the company’s clients)
• Causing other performance problems

Is being self employed really a second job? If your company is still in the planning stage, it might not be considered actual employment. However, if you are making an income from your side business or if it might conceivably be viewed as contributing to any of the problems listed above, it may be time to disclose it to your employer.

Being honest with your boss so you can be held accountable for keeping your work performance high can actually be a good thing. Concentrating fully on your regular job may help you keep from stressing or worrying too much about your business venture until you are off the clock and can take positive action to move forward with your plans.

In The Next 60 Seconds – Gain Access To A Work-At-Home Job Paying As Much As $87 An Hour

Establishing a Reasonable Schedule

Putting boundaries on the time you spend on your business is essential for work/life balance and for the success of your company. Yes, it’s normal to be impatient, but look at it this way: rushing into a new venture is one sure way to make some serious mistakes. You want to build a small business that is stable and well-planned. That takes time to accomplish.

So, instead of pushing yourself to the limit, create a schedule and stick to it. For example, you might set aside 1-2 hours each weekday evening and a half day on the weekend to devote to your business venture. Contrary to popular opinion, “burning the midnight oil” is not the key to success. It is the key to emotional, psychological, and physical burnout.

Of course, one of the top concerns for people who are working fulltime and trying to build a small business is making enough time for family. If your goal in owning a business is to have better work/life balance, you don’t want to destroy your relationships in the process. One way to ensure you are staying on track in this area is by identifying and prioritizing interactive family time – the stuff that’s really important and creates strong emotional bonds.

Consider this: an average American watches 4 hours of television every day. Your kids and spouse probably won’t mind if you spend time working toward a better financial future instead of watching the tube with them. Then, you can be there to help with homework, attend sporting events, take your spouse on a date, and spend a Saturday at the lake building great memories.

Tony Deblauwe is a Workplace Expert and founder of consulting firm, HR4Change.  He is the author of the award-winning book on dealing with difficult bosses called Tangling with Tyrants, Managing the Balance of Power at Work. He is a regular contributor to career social networks sites
including Brazen Careerist and TrackAhead. Tony is based in Silicon Valley and can be contacted at info@hr4change.com.

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By Guest Blogger: Tony Deblauwe

With the rash of workplace shootings in 2010, the awareness of workplace violence has been magnified for employers. Have you ever been a witness to workplace violence? About 1% percent of U.S. workers are assaulted each year by a coworker. Such peer-on-peer attacks can result in serious physical injury, an inability to return to work because of fear of further victimization, and other serious problems. A pattern of aggressive behavior including harassment, stalking, threats, and unwanted physical contact is a critical warning sign that an employee poses a danger to coworkers. Employers are wise to take the issue of coworker violence very seriously.
However, there is a grey area where you, as an employee, might not feel comfortable reporting an incident between coworkers – especially if you are friends with both parties. You might fear that the response from HR would be out of proportion to the offense if your employer has taken OSHA’s advice and established a zero tolerance policy.

Here are a couple of example scenarios:

Scenario #1
Two coworkers get into a heated discussion. They raise their voices as they argue and end up in a shoving match. They realize things are getting out of control and stop fighting when you step in to break things up. They apologize to each other and to you for causing a scene and promise to keep things civil from now on. Do you report them to HR or your manager when you know that one or both of them may lose their jobs over the incident?

Scenario #2

A coworker has recently started taking Karate. A couple of her peers pester her to show some of the moves she has learned in class. She puts one of them in a wrist lock. This technique is painful but doesn’t cause injury. Horsing around with potentially dangerous sports is a very bad idea at work – but is what she did an assault? Should she be suspended for her actions?

Making a Decision about Reporting
Sometimes, people just make bad choices in their interactions with others because they aren’t thinking about the consequences. It’s up to you to decide when to report a minor incident or try to work things out like professionals.

Here are some questions you can ask yourself that may help you decide on the right course of action:
• Do the people involved try to justify a violent outburst as OK instead of taking responsibility for their actions?
• Are there hard feelings between any of the parties involved that may lead to further incidents?
• Does anyone involved have a history of aggressive or threatening behavior?
• Was anyone injured and in need of medical care?
• Will the incident result in a Workers’ Compensation claim?
• Has the altercation caused other employees to feel unsafe about coming to work?
• Do you think the offending parties would actually respond better to a formal reprimand from management than just a stern talking to from a peer?
If the answer to any of these questions is “yes” it is important to report the incident to HR or your manager. They are best equipped to handle issues surrounding workplace violence and help make the work environment safe for everyone. We all have to keep in mind that many workplaces remain sensitive these days between economic woes and fear of layoff. Emotions are heightened and you never know how one comment or action can spark a volatile situation. While there is never an excuse for violence at work, you need to be prudent about looking for certain behavioral warning signs and take appropriate action.

Listen To An Amazing Live Interview With Tony About Workplace Stress – Click Here!

Mr. Tony Deblauwe

Tony Deblauwe is a Workplace Expert based in the San Francisco Bay Area.
He is an award-winning and regular contributor to career social networks sites
such as Brazen Careerist and TrackAhead. He directs the Innovation
Committee for Career Directors International.

For more information on Tony, please visit: http://www.workbabble.com

StopStressingNow.com - Connecting To Happiness!

By Guest Blogger: Tony Deblauwe

Have you recently been passed over for promotion? Seeing a peer being offered advancement opportunities while your career seems stuck in a rut can be an unpleasant experience. This is especially true when you consider your skill set and commitment to be equal to (or better than) that of your promoted coworker. Coping with the emotional fall out of this situation requires objective self examination and good communication. Stressing out about your capabilities and worth isn’t effective either so the best thing to do is find out what happened and get feedback.

Talking to Your Boss

Storming into your manager’s office and demanding an explanation for why you weren’t chosen is a bad idea for obvious reasons. Someone who can’t stay in control of their emotions isn’t ready for additional responsibilities. On the other hand, trying to figure out “what went wrong” all on your own is a sure way to become paranoid and depressed. So, it is OK to talk to your boss about how the decision to promote a peer was reached – once you have calmed down. Here’s an example of a respectful way you can talk to your boss that may shed some light on what’s holding you back in terms of your career:

“I know that making assumptions often leads to disappointment, but I was surprised when my peer was offered this project (or promotion) instead of me. I think he/she will do a great job; but I was wondering how that decision was reached so I can step up my game for the next time an opportunity presents itself. Could we look at my last few performance reviews together and identify areas where I can show more leadership?”

This approach lets your boss know 3 things:

• You are actively seeking advancement and your potential shouldn’t be ignored
• You are willing to make changes to become a better candidate for promotion
• You have the emotional maturity to work through a problem instead of becoming frustrated and giving up

Why Were You Passed Over for Promotion?

It might be that a strong mentoring relationship is missing from your career. This is often true if you see that a peer who is not necessarily “better” at their job but who has the right connections gets promoted faster than you. While this may not seem fair, it is true that the further up the corporate ladder you climb the better you have to be at networking. You might as well start now by finding a mentor.

One mindset you want to stay away from is the belief that you are being discriminated against based on being (or not being) a member of a protected group. Unless there is a clear pattern or evidence of this behavior in your organization, going down that road is not helpful for your career. It is more likely that there are practical reasons why your boss perceives one of your peers as having the best skills for a particular job.

Keep Your Chin Up

Occasionally, there comes a point where the powers that be simply have to make a decision between two equally qualified candidates. If your boss indicates that this was the case, don’t despair. There will be more opportunities in the future and one of them will have your name on it. In the meantime, make a list of all the talents and abilities you bring to your job that no one else does and in parallel, don’t fall into the trap of comparing against your peer. Focus on yourself and leverage your internal networks to keep what you do and who you are top of mind.

Listen To An Amazing Live Interview With Tony About Workplace Stress – Click Here!

Mr. Tony Deblauwe

Tony Deblauwe is a Workplace Expert based in the San Francisco Bay Area.
He is an award-winning and regular contributor to career social networks sites
such as Brazen Careerist and TrackAhead. He directs the Innovation
Committee for Career Directors International.

For more information on Tony, please visit: http://www.workbabble.com

StopStressingNow.com - Connecting To Happiness!

By Guest Blogger: Tony Deblauwe

Many of today’s workers are faced with a stressful caregiving situation as their parents become more and more dependent. Even if you don’t have an aging parent living with you, there’s a good chance you could be “on call”. Mom may fall and break her hip while she’s home alone; Dad might have a memory lapse and be found wandering the streets. As the emergency contact, you’re the one who is asked to come and sort things out.

If a health issue is ongoing, FMLA may kick in. This provides you with legally protected (but unpaid) leave to care for an ill family member if you work for a company with 50+ employees. However, when you pitch in to care for a mother or father in-law FMLA does not apply. So far, the law hasn’t caught up with the realities of elder caregiving. It’s up to employers to decide when and if emergency time off will be granted or if you will be fired for attendance violations.

Some Employers Have a Double Standard

Many employers seem to have a compassionate attitude about parents having to leave the office suddenly when a dependent child needs them. Part of this has to do with a wariness of being accused of discriminating against women. After all, it’s still usually Mom who gets the call to deal with a child-related emergency – even if both parents work.

However, employers don’t always view the elder caregiving relationship as a serious commitment. Apparently, they figure you can just get someone else to step in and take care of an emergent need. Unlike in the UK, there is currently no law protecting U.S. employees’ right to put family first in these situations. Employees can’t afford to wait for the law to catch up – they need to start negotiating for changes in the workplace now.

Start Advocating Early

Fortunately, according to statistics published by the Sloan Work and Family Research Network, over 80% of both large and small companies are willing to allow employees to take some time off for elder care. So, the chances of reaching an agreement are high. Just be aware that asking for “special treatment” on an ongoing basis isn’t the best approach unless you are also offering to give something back (e.g. take on additional responsibilities or accept a cut in pay).

Negotiate for Changes in Policy

Is your employer among those who are less inclined to grant emergency leave for workers with aging parents? You will need to make a stronger argument for why a change in policy/benefits will be good for everyone. With the aging Baby Boomer generation greatly increasing the demands on caregivers, employers can’t ignore these needs for much longer. Offering elder care related benefits, moral support, and flexible scheduling arrangements can actually increase productivity for employees with aging parents. It has also been shown to decrease absenteeism – and presenteeism (workers handling caregiving issues on the clock).

Here are some great links to research that clearly shows why companies need to revisit their stance on this issue:

Why It Makes Good Business Sense to Help Employees with Emergency Eldercare Needs

Report on the Impact of Corporate Eldercare Programs

Advice for Employees and Employers

HR’s Viewpoint on Elder Care Issues

Elder Caregiving Statistics

Hopefully, these resources will help you present a compelling case for why your employer will actually increase profitability by accommodating workers with elder caregiving responsibilities. After all, your parents were there for you growing up, you need the flexibility to be for them now.

Listen To An Amazing Live Interview With Tony About Workplace Stress – Click Here!

Mr. Tony Deblauwe

Tony Deblauwe is a Workplace Expert based in the San Francisco Bay Area.
He is an award-winning and regular contributor to career social networks sites
such as Brazen Careerist and TrackAhead. He directs the Innovation
Committee for Career Directors International.

For more information on Tony, please visit: http://www.workbabble.com

StopStressingNow.com - Connecting To Happiness!

“I Fired My Dad” – Managing Multi-Generational Employees as a Gen Y Boss

By Guest Blogger: Tony Deblauwe

Are you in your 20s to early 30s and filling a managerial role at your job? Congratulations! Your work ethic, educational accomplishments, and job skills are paying off already. As a Gen Y boss, you’ve got a bright future ahead if you can learn how leverage the talents of those who report to you. This can be a particularly challenging task when your employees are older – in some cases – old enough to be your parents. It’s even more challenging when you encounter performance problems that can result in disciplinary actions that can, in some cases, lead to termination.

Many Gen Y managers are adapting, often rapidly, with how best to manage the needs and motivations of a multi-generational team. Supervising an older workforce as a young adult highlights the generation differences that impact work relationships. This can create a host of awkward and stressful communication challenges to Gen Y managers.

Generation Profiles: Comparing Work Styles

In order to understand how to approach performance issues between a younger manager and an older employee, you have to recognize that discrepancies abound between Gen Y and other generations in terms of work ethic. The chart below highlights some typical attitudinal differences about work between generations that make up the bulk of current workforce populations.

Immediately you can see where conflict can arise in perceptions of performance measurement. A Gen Y manager might expect a Boomer employee to be connected all the time, produce information electronically, and value the needs of the team over the needs of the individual. The Boomer employee may view the Gen Y manager as naïve, unrealistic, lacking focus, and ill-equipped to deal with “how things really work.” Both parties demand respect in terms of what they bring to their jobs, but the Gen Y manager, eager to please and make sure everyone gets along, can feel helpless and eclipsed by the Boomer who takes issue with where the power lies in the relationship (i.e. with my time in the workforce, I should be manager not this green no-knowing).  While these two generations offer the most probable cause for conflict, with Gen X, issues over how to work, and what they get included in regarding bigger strategic decisions, can create problems for the Gen Y manager as well.

So, while many of the Gen Y character traits are highly beneficial in today’s fast paced workplace, many of these traits create a world view and reality that can negatively affect how a Gen Y manager relates to older employees.

Performance Management Tips for Gen Y

For a Gen Y manager, giving feedback to Baby Boomer or Gen X employees can be uncomfortable – and you aren’t mistaken in assuming that it’s hard for many older workers to hear it from you. Acknowledging this fact is the first step in handling the emotional ramifications of being a younger boss.

Here are some tips for approaching performance management for older employees firmly but with compassion and respect:

1. Remember that the boss/employee relationship is not a contest where you need to prove that you are smarter or “better” than your direct reports. Instead, be honest about the fact that you are still developing as a manager and need the cooperation of senior employees to become an effective leader.
2. Don’t let your need for approval or deference to older people keeps you from pursuing disciplinary action in accordance with company policy. Rely on HR to support you in resolving conflicts until you feel comfortable going it alone.
3. Watch your tone when recognizing the contributions of older workers so you don’t sound condescending. Frame praise as respectful acknowledgement of the work of an accomplished peer.
4. When you need an older worker to make changes, introduce these one at a time. Don’t let impatience and perfectionism make you overly critical of slow adoption of new processes or systems.
5. Listen as much as you talk so you can understand the viewpoints and opinions of older employees rather than making assumptions. You’ll be surprised how much you learn!

As with any management role you have to be ready for difficult conversations around performance expectations. Engaging early, providing feedback and paying attention to different styles goes a long way in creating trust and a balanced relationship with your employees. If you do have to terminate an older worker, and you feel confident you have exhausted all attempts at setting expectations and talking through the issues, don’t dwell on the decision. For Gen Y this can be a sign of failure – of breaching harmony – but in fact, it’s a sign of personal and professional growth in handling adversity and gaining valuable career skills in the process.

Listen To An Amazing Live Interview With Tony About Workplace Stress – Click Here!

Mr. Tony Deblauwe

Tony Deblauwe is a Workplace Expert based in the San Francisco Bay Area.
He is an award-winning and regular contributor to career social networks sites
such as Brazen Careerist and TrackAhead. He directs the Innovation
Committee for Career Directors International.

For more information on Tony, please visit: http://www.workbabble.com

StopStressingNow.com - Connecting To Happiness!

By Guest Blogger – Tony Deblauwe

Are you having difficulty managing workplace stress because there is simply too much on your plate? When the responsibilities of your position are unclear, this will make you feel overloaded. Clarifying the scope of your job duties and your role within the organization can offer relief. You will be able to prioritize and organize your day-to-day activities much more easily.

Also, you can unload tasks that are rightfully part of a co-worker’s (or boss’s) job function. When you no longer feel stuck trying to do it all, you will perform more effectively and productively. This will increase your sense of satisfaction and your confidence in your own abilities.
Reduce Your Workload

Make a list of everything you do within your department. Don’t try to do this in one day – you will leave stuff out. Spend at least a week writing down each task that is assigned to you and those you do without being asked. Think back over the past 30 days and add any recurring monthly chores (such as inventory, reports, or bookkeeping). Label this document List A.
Next, review List A and transfer any tasks that you believe are not really your responsibility to a second list (List B). Review the new, shorter version of List A with your boss. Ask him to verify that these are your expected duties. Ask if there are any other assigned responsibilities that you have forgotten to include. Give your boss a few days to think about this.
Then, if he has nothing to add it is time to bring out List B (which you haven’t mentioned until now). Discuss the fact that these are additional tasks you are currently performing. Let your boss know that you have been picking up the slack since you weren’t sure who was supposed to be doing these things. Tell him you are ready to pass these tasks on to any of his employees he feels are being underutilized.

Best case scenario, your boss will respect that you are standing up for yourself and support your efforts in managing workplace stress proactively. Worst case, he or she will want you to keep on doing everything on List B. Now is the time to negotiate since your boss is (by his or her own admission) asking you to go above and beyond your duties. Treat this as a personal favor and set a timeline for him or her to find someone else to take over these tasks.

Increase Your Earnings

Create List A as described above. The, get your hands on an organization chart for your department. This critical diagram showing your assigned place in the “big picture” of the department. Also, obtain a detailed copy of the job description for your position if one is available. You may well find that your actual duties include far more than the responsibilities that apply to your current pay grade.

Part of this is the natural process of becoming increasingly more productive over time. Development and expansion of your capabilities is expected and creates valuable learning opportunities for you. However, if you are in a position with no direct reports and yet are training/supervising new employees without formal recognition, it’s time to address the issue. The same applies if you have become an in-house expert department leaders turn to for special projects.

Managing stress is always easier if you don’t feel your work is underpaid and unappreciated. Choose this time to negotiate for an increase in pay and/or a promotion. It may even be possible to have a new position created in the org chart that more accurately represents your contribution to the company. Discuss which job duties can be handed down to a less senior employee so you can concentrate on the core functions of your new position.

Listen To An Amazing Live Interview With Tony About Workplace Stress – Click Here!

Mr. Tony Deblauwe

Tony Deblauwe is a Workplace Expert based in the San Francisco Bay Area.
He is an award-winning and regular contributor to career social networks sites
such as Brazen Careerist and TrackAhead. He directs the Innovation
Committee for Career Directors International.

For more information on Tony, please visit: http://www.workbabble.com

StopStressingNow.com - Connecting To Happiness!

By Guest Blogger: Tony Deblauwe

A career change can be a difficult transition, even if you are excited about pursuing your dreams. Maybe you’ve just earned an online degree that has opened up possibilities in a new field. Or, perhaps you have decided to start your own business. Either way, job stress management will be important during the remaining weeks or months at your current place of employment. You’ve got a lot going on – especially if you have significant obligations to fulfill at your old job before you move forward.

Pressure from Your Boss

Ironically, the more your boss likes and depends on you the worse her reaction may be when you give your notice. Sometimes, a manager will take it personally when you decide to leave. This can create unnecessary stress during your departure phase. Give your boss a few days to adjust; he or she will generally come around to being happy for you.

Leaving on good terms is important for keeping emotional stress to a minimum. Knowledge retention is one of the most important parting gifts you can give your old employer. Before you even announce your intention to leave, begin putting together a transition folder. It should include detailed instructions for how to do the more difficult parts of your job – the things it took you years to learn because no one told you how to do them.

Present this to your boss when you give your notice and offer her some options. She can have you continue to document your job, provide mentoring/training for your replacement, or simply keep performing your duties as usual until your last day. This shows good faith on your part and can make it easier for your boss to fill your position when you are gone.

Pressure from Your New Job

Your future employer probably isn’t sweating you about stuff yet, but you are no doubt getting nervous anyway. It is normal to be anxious when you are about to start all over again in an unfamiliar environment.

If you have been mailed a new-hire packet, go through it thoroughly and make a list of questions to ask on your first day. Even better, if you are given access to an acculturation onboarding portal take full advantage of it. Browse the profiles of your soon-to-be coworkers, and start building relationships and making connections.

Pressure from Your New Business

Are you are going into business for yourself? You are dealing with long hours and lots of decisions. You are probably also worried about whether or not you will succeed or crash and burn. Good job stress management skills are especially critical during the startup phase.

You may have been working two full time jobs for quite a while as you built your own business venture and continued working for your existing employer. Now is the time to shift your energy and your focus entirely into your future. Disassociate from any office drama – you are leaving that world behind. Streamline your “day job” by offloading any long-term projects ASAP. Your boss should be willing to help you do this so things don’t come crashing to a halt when you leave.

You also shouldn’t let your new business enterprise take over your life. The habits you make regarding work/life balance when you are getting your company off the ground are likely to persist. If you don’t make time for your family and relaxation now, you won’t later either. This doesn’t mean you can’t work evenings and weekends. However, you should do at least one thing every day that will:

• Promote the growth of your business
• Strengthen your relationship with your loved ones
• Nurture or pamper yourself

No matter what kind of career change you are experiencing, preparation and focus are key. If you can accomplish this, your chances of succeeding on the job and in life will reap the rewards you so strongly worked for.

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Mr. Tony Deblauwe

Tony Deblauwe is a Workplace Expert based in the San Francisco Bay Area.
He is an award-winning and regular contributor to career social networks sites
such as Brazen Careerist and TrackAhead. He directs the Innovation
Committee for Career Directors International.

For more information on Tony, please visit: http://www.workbabble.com

StopStressingNow.com - Connecting To Happiness!

This was a GREAT interview! Especially if you are dealing with stress in the workplace!

Mr. Tony Deblauwe

Tony Deblauwe is a Workplace Expert based in the San Francisco Bay Area.
He is an award-winning and regular contributor to career social networks sites
such as Brazen Careerist and TrackAhead. He directs the Innovation
Committee for Career Directors International.

When it comes to dealing with a “Tyrant” who happens to be your BOSS, I can certainly speak first hand. I use to be a concierge at the Venetian Hotel and Casino in Las Vegas and my boss was on a power trip of the highest order. She ran the department by purposefully cultivating a culture of fear. That’s never a smart strategy. It only serves to make the people who work for you hate you behind your back and even do things out of spite. She was an expert at threatening people into doing what she wanted, and would even get them to lie for her. It wasn’t a very happy place to work.  However, I learned a lot from that experience. She taught me a lot about “Tangling with Tyrants”

I’m sure there are more then a few of you out there in the same situation. So I have asked a top Human Resource expert and the best selling author of “Tangling with Tyrants: Managing the Balance of Power at Work” to write a series of articles to help shed some light on this topic which can create such stress in our lives.

So it’s with great pleasure that I introduce to you, our newest guest blogger here at StopStressingNow.Com

For more information on Tony, please visit: http://www.workbabble.com

StopStressingNow.com - Connecting To Happiness!