Looking to Accelerate Your Professional Development!

If you are looking to get ahead, wanting to deliver great results or have the desire to reach your ultimate potential, then you need mentors.

Having a number of mentors empowers you to be the best you can be. They help you, by guiding and supporting you, enabling you to focus on your goals and to maximize your true potential. They hold you accountable and believe in your capabilities regardless of the challenges you face.

Tapping into the right types of mentors is purely based on your needs and goals at the time. When your situation changes, so will the type of mentor you will require.

Mentors Insync makes it easy for you to find and connect to the right people at the right time, but it all begins with you. You must make the first move; you must ask for help; you have to want the help; you have to decide on your needs and goals and you need to determine what exactly you want help with.

As my 16-year-old son’s teacher puts it: “It’s up to you to ask for help, we are all here to help you, all you need to do is ask.”

At the moment, we have Mentors who are looking to help you in the following areas:

Educators

Consultant

Accountant

A number of CEO” s

Network Security Engineer

Online Marketing Manager

Project Manager

Entrepreneur

Software Engineers

Consultants

Development Manager

COO

Retail Store Manager

Writer

Consultant - CTO

Technologist

A number of Account Coordinators

Advisor

CTO

Analyst

Entrepreneur

Program Coordinator

Teacher – Sport

Having a mentor is not a luxury or a desire, but rather a necessity. If you want to be the best, be recognized or be given every opportunity to succeed, then you need a MENTOR.

If you want to get connected to the right people who can help you, then please sign-up to Mentors Insync now and join our community of Mentees.

Please spread the word about Mentors Insync to your friends, families and networks, as the more people who come on board, the better it is for everyone.

Please email info@mentorsinsync.com at any time with your feedback or suggestions.

The Mentors Insync Team

Do you stand out from the crowd?

Are you interested in being an influencer, making an impact, changing the world or leaving a legacy?

You have a wealth of knowledge, insight and experience that can benefit someone else. You are the change makers, the leaders and mentors who have the potential to share your knowledge and make a real difference.

Mentors share information based on their own experiences. The first step is to find out how you can make a difference by finding out what specifically your mentee needs help with. Then you need to ask a lot of open ended questions that helps the mentee to gain insight and find solutions for themselves.

Mentors have just as much to gain from these mentoring relationships because mentoring is a two-way relationship, a collaborative sharing of knowledge and experiences. 

Most successful people have mentors. They understand the power of mentoring and the difference it can make to their career and life. Mentorship is not reserved for a select few - it is for everyone. You are never too young, old, experienced, wise or successful to have mentors. In fact, it is more common than you think.

We currently have a number of Mentees looking for your help in the following areas:

Sales Person

Fundraiser

A number of CEO’s

CFO

Relationship Manager

Business Analyst

Photographer

Entrepreneurs

Anchors

Anthropologist

Photographer

CTO

Account Coordinators

Application Developer

Analyst

Web Developer

Personal Trainer

Accountant

If you can help, please sign-up to Mentors Insync now and join our community of Mentors.

Please spread the word about Mentors Insync to your friends, families and networks, as the more people who come on board, the better it is for everyone.

Please email info@mentorsinsync.com at any time with your feedback or suggestions.

The Mentors Insync Team

Everyone Needs a Mentor – Find out Why!

Most successful people have mentors. They understand the power of mentoring and the difference it can make to their career and life. Mentorship is not reserved for a select few - it is for everyone. You are never too young, old, experienced, wise or successful to have mentors. In fact, it is more common than you think.

I attend numerous events, where I hear the words “My Mentor” being mentioned again and again. Make a point of listening out for these words the next time you attend a speaking event or engagement.

As you get to understand what mentoring truly is, the more you will realize, that it is not surprising at all, that many successful and influential people’s defining moments in life, have a strong connection to a mentoring relationship.

Having a mentor empowers you to be the best you can be. They help you, by guiding and supporting you, enabling you to focus on your goals and maximize your potential. They hold you accountable and believe in your capabilities regardless of the challenges you face.

I believe in mentorship, and I understand firsthand the benefits of being mentored and mentoring others. This is the reason why I developed Mentors Insync, a platform to help you connect with mentors. You will no longer have the excuse “I don’t know where to find a Mentor,” because we make it easy for you to find and connect with those people who want to help you.

GET yourself a MENTOR if you are looking to get ahead, wanting to deliver great results or have the desire to reach your ultimate potential. A mentor will help you: find your true purpose, advance in your career and help you to build a business. A mentor opens doors, focuses on your goals, keeps you accountable, inspires and motivates you and has your back.

Mentors do not give advice, but rather share information based on their own experiences which relate to your situation. They ask relevant questions directed in a specific way, that helps to provide you with insight to find solutions yourself. In some cases, it may seem like an apprenticeship, where the person is able to develop their skills based on their mentor’s knowledge and expertise.

Tapping into the right types of mentors is purely based on your needs and circumstances at the time. Therefore, as your needs change, so will the type of mentor you will require.

So, what is the catch? Well it begins and ends with you. You have to make the first move; you have to ask for help; you have to want the help; you have to decide on your needs and goals; you need to determine what exactly you want help with. It is as my 16-year-old son’s teacher puts it: “It’s up to you to ask for help, we are all here to help you, all you need to do is ask.”

There are so many good reasons for having mentors, that you would have to think twice about why wouldn’t you have at least one?

My understanding of mentorship is unique, yet aligned with people’s needs. My passion and focus is on making a difference to people’s lives, and I know mentorship is that difference. Mentors Insync delivers a solution that is disruptive in its approach, provides equal opportunity and promotes corporate social responsibility.

I, myself, have reached out to many people asking for their help, especially whilst building this business. Many have been incredible mentors, some whom I will continue to have for life whilst, others will become new mentors as I continue to grow and develop.

Mentoring is a two-way relationship, a collaborative sharing of knowledge and experiences.  Mentors have just as much to gain from these mentoring relationships, something that is especially evident where reverse mentoring is concerned. But for mentorship to work best, both parties need to be actively involved in the relationship.

Mentoring is becoming more popular as people are recognizing its potential and benefits. Mentors are a valuable resource that everyone can tap into. CEO’s and even the biggest names in business; “Bill Gates, Mark Zuckerberg Oprah Winfrey etc., acknowledge their own need for mentors."

According to Management Mentors “more and more, people and organizations are recognizing the importance and value of mentoring. In today's ultra-competitive workforce, businesses can't afford NOT to have a business mentoring program. After all, the skills of company’s executives and employees are their most valuable assets.” For example:

•  80% of CEOs polled stated they have had mentors.
• Access to mentors has given them insider knowledge and access to power.
• Mentoring has assisted them in having careers that are fast tracked and forward moving, which they claim would have been much harder or impossible otherwise.
•  Data, from an Emerging Workforce Study, showed that 35% of employees who don’t receive regular mentoring plan to look for another job within 12 months. 

Now that you understand that having a mentor is no longer a luxury or a desire, but rather a necessity, if you want to be the best, have the chance to be recognized, be given every opportunity to succeed and stand out from the crowds, GET a MENTOR.

For organizations, if you want to hold onto great talent, improve engagement and productivity, and make a difference to the bottom line – You need to have a MENTORING PROGRAM.

For those of you who have had a mentor, please share the value of mentoring to you, by adding your comments below.

If you have not yet had a mentor, can you add some reasons why you feel it is important, and how it would benefit you and others in the workforce.

To find a mentor or more about us, please visit our website at www.mentorsinsync.com

How to rescue a person from “drowning at work” – A Mentor’s Guide

Times have changed. We only need to look at Social Media to understand how it has become all consuming. Do we even know how to take a break these days? How much chocolate, energy drinks etc., do we need to keep going?

The fact is life has become hectic to say the least, and the bottom line is, we are all overloaded in one way or another.

So, how can you help others to manage their workload and at the same time find strategies that will lighten the load for yourself?

As a person’s mentor, you have the ability to guide them through the process, that will allow them to take control over their own lives. It is not about telling them what to do, but rather assisting them through a process of questioning that is relevant to their situation.

This will clearly help them to define the problem areas and find the solutions for themselves. Once the person understands what they need to do, then it is all about implementing those strategies. You, as their mentor, can hold them accountable to follow through.

Here are some questions you can ask that will assist you through the process:

1. Are there tasks that you are doing right now that you could stop doing? This question is to clarify for the person the differences between what is mission-critical and what seems important, but really isn’t. Helping a person to prioritize tasks or to re-evaluate if some of these can be eliminated, will prevent them from becoming stressed and overwhelmed.

2. Are you doing stuff that has become redundant?

Sometimes we may be working on a project that seemed important at the time, but has now become obsolete. Alerting a person to this, may help them to comprehend the importance of having interim deadlines and scheduling progress meetings. This will also help them to stay up to date with their work.

3. Are you an organized person?

This question helps you to understand if their behaviour is the issue or if they just need help with planning. It seems that to stay on top of things, we need to become extremely well organized. I have found that the more I schedule in my diary and plan ahead, the less stressed I become. Don’t get me wrong, I much prefer to be spontaneous, but when time is poor, you really need to program everything into your diary, including things in your personal life.

4. Are there other people that can do some of the work for you?

This question will determine if the person can let go, by passing on work to others and being good at delegation. It may also establish how great they could be as a leader. If you take this a step further and explore what the person absolutely loves doing, what they don’t mind doing, what they are good at and what they hate doing; you will then be able to explore options for delegating, especially the things they hate. We sometimes think we need to do everything ourselves, but having the right resources, supports and training in place, can really help. Speaking to the right people, asking for help or networking, can provide the person with the relevant resources.

5. Are you doing repetitive tasks?

This is a great question. You see, most people are repeating tasks over again and again. The way round this is to put a system in place. You can help the person to formulate systems for the tasks that are repetitive. This could be anything from developing standard documents to creating blueprints or even producing videos. You can help the person to discover alternative strategies to create systems that will free up their time, and allow them to do the really important things.

6. Could you improve your time management?

It seems we can all waste time. The average person in the U.S spends 20 – 60 minutes a day on Facebook alone and 28% of the workweek reading or responding to emails. This is estimated at 6.3 hours a day. Now that is a lot of time that is being wasted. You may be able to give the person some tips and strategies as to how and when to tackle some of these tasks and improve their time management. By helping them to find solutions themselves, they will have a much better chance of implementing them.

7. When are you most productive and what does this look like?

We all work differently. Some of us are more focused in the morning, whilst others are better in the evening. Some people can concentrate better in a quiet office, whilst others work better in noise, like an open-plan office. There is evidence to show that people get more done when they remain focused on one task at a time, rather than multi-tasking. This question will help the person to recognize what works best for them. They can then speak with their boss about options with regards to flexibility etc.

8. Are there other things you can do to relax and alleviate your stress?

This is an important question that will help them to explore a range of options that will not only be helpful to their work-life, but also for their personal wellbeing. Exercise for one, has been shown to not only alleviate stress, but it increases focus and productivity. Another good technique is meditation, taking regular short breaks etc. Working on a 30, 60 or 90-day action plan or the 5 must do items to complete in a day, can provide more focus and achieve better outcomes.

As the person’s mentor, you can help them to figure out some great strategies that will prevent them from ‘drowning at work’.

Mentors Insync makes it easy for Mentors and Mentees to connect with one another. It is flexible and will save you time. Visit mentorsinsync.com to find out more.

Igniting Passion - Tools for a Mentor

Clarity and focus helps us to achieve success, but most people are uncertain about their purpose in life. With 87% of the world’s workforce disengaged, now more than ever, they need people in their lives who can guide them towards a clear understanding of who they are, their future direction and their true purpose in life.

You, as their mentor, can provide them with the clarity they are looking for. Having a mentor who is neutral, actively listens, asks the right questions and helps mentees to find their true purpose, will help them to shift form uncertainty to certainty.

Clarity is about making decisions. Sometimes the decision is to do nothing, which is still a decision. Everyone must decide for themselves if they are willing to make changes as the saying goes: “You can take a horse to water, but you cannot make it drink.” When a person is ready, and only when they are ready, will they implement the changes that are needed to make improvements to their lives.

These questions will help your mentee to discover their passion.

1. What is currently working well, is enjoyable, fulfilling, meaningful and important to you?

This is a discovery question that highlights some of the person’s current strengths, things they enjoy, find fulfilling or meaningful, and how they may be aligned to the person’s core values and beliefs. It may also help to distinguish if the person has a strong desire to make a move, or if they will remain stuck within their comfort zone.

2. What excites you?

This is a leading question that gets the person talking about the things they love doing or have a strong desire to do. It leads to an understanding of their aspirations and purpose.

3. What do you consider to be your strengths?

With this question, you can help the person to recognize their core strengths and talents. Often, we look past the things we are good at and only focus on the negatives. Knowing what the person is good at, as well as their personality strengths, can enlighten them to other options not yet considered.  It may also be the driving force to motivating them to reach their goals.

4. What do others consider to be your strengths?

A self-discovery question that helps the person to recognize their strengths from someone else’s perspective. Often, family, friends and colleagues understand us better than we understand ourselves. Having the person look at themselves objectively through someone else’s eyes, may help them to explore job roles that suit them and / or their personality type.

5. What skills do you possess that you really enjoy and love to do?

A question that helps to establish the person’s capabilities and skills. It also provides them with an alternative viewpoint, to determine if they have the right skills that match the position they seem passionate about. They may be required to gain the necessary skills to perform the role. The clarity you provide, helps them to acknowledge if they have all the right skills or not.

6. If money were no object, what would you choose to do?

I personally love this question, as it helps to define a specific area that has real meaning for the person. Without exploring this question further, you may find that the person’s choice isn’t a true passion, but rather a whim. Try to get deeper, by exploring questions that have to do with their feelings and /or meaning. It may also help to probe for the details, as this may spark a vision of their true calling in life.

7. Is fear or limiting beliefs preventing you from moving out of your comfort zone?

Fear can be a real barrier. Whether the fear is: of the unknown, financial or failure, it is something that cannot be ignored. Helping the person to face their fears and by exploring the real reasons behind them, may be the first step to them overcoming their reservations. It is important to acknowledge and not trivialize their fears.

8. What would you like to be remembered for after you die?

This strange question can determine a person’s true calling in life. It touches on the spiritual reason for their being. ‘Why’ questions in this situation, may help a person to explore the deeper reasons behind them choosing what they feel passionate about. You may need to ask the ‘Why’ question several times to get to the real reason behind their passion.

 Communication Tips!

• Just hearing the person isn’t enough. You need to be actively listening. This is about being present, listening very carefully to what the person is saying and how they say it. Listen for what isn’t being said and rephrase what they do say to show that you have heard them.

• Clarifying questions ensures that you are on the same page as them.

• Examples are: ‘When you say ……, what do you mean?’ or ‘It sounds like you’re saying ……is that correct?’ ‘Tell me more about….’, ‘I would like to know more about……'

• Open-ended questions are helpful when you are probing for more information. They usually start with ‘who’, ‘what’, ‘where’, ‘when’ or ‘how’. Example: “What are you concerned about?’. However, it is important that you do not make the other person feel like they are being interrogated.

•  A summary of what you have heard, can help the person to comprehend for themselves what they are trying to say. For example: ‘Can I run through with you what you have been telling me, to confirm that I understand you correctly?’

 We hope you have found this article helpful. If you would like to find out more, please follow us on Facebook or you can subscribe to our newsletter at Mentors Insync   

Find out what causes workplace depression

Some experts don’t believe that it is your job that is making you depressed; whilst others really do get your pain.

"Work can't actually cause depression," according to Clare Miller, director of the Partnership for Workplace Mental Health, an arm of the American Medical Association, designed to help employers deal with and strengthen employee mental health. "If someone is predisposed to actually having depression, work can be a force of good or could be harmful. But someone can't get depression simply from work. There need to be some other things going on."

According to Everyday Health, “Mental pain and suffering at work is not a small problem, though, and it does not just impact the individual. According to research released by Miller's organization in May 2013, depression is a leading cause of lost productivity in the United States, costing employers $44 billion annually.”

Although work can’t cause depression, there are a number of factors that can aggravate the circumstances and cause mental health issues.


Symptoms include the following: 

• Giving up - not trying 
• Social withdrawal
• Passivity
• Decreased effectiveness at work
• Decreased problem-solving ability
• Procrastination
• Frustration
• Low self-esteem

Some of the causes of workplace depression are:


Being in the wrong job. You may have been pushed into a career that is just not your calling. You are not passionate about your occupation and would much prefer to be doing something else.

You don’t fit in. There seems to be no alignment of culture or values with the organization.

Feeling guilty about working. You want to work and like your job, but you feel you should be spending more time with your children and family.

Strained working relationships. You don’t have the choice of who you have to work with. This could mean that you have to face some very unpleasant people, who have different personalities and work styles to yourself.

Inadequate work-life balance. Placing more time on work and less on personal relationships, social connections, hobbies and other interests, can lead to depression.

Introverted / Extroverted stresses. High expectations surrounding social inclusion or exclusion and the lack of office privacy, can increase stress and anxiety.

Financial stress. Struggling to pay the bills due to a lack of compensation, can lead to despair.

High expectations. Having to constantly perform and deliver results, adds pressure and stress, that may cause unhappiness.

Lack of guidance and support. This can leave one feeling uncertain or unsure of what to do. The lack of skills and knowledge that is required to perform, can affect one’s confidence leading to hopelessness.

No growth. A job that lacks the opportunity to grow, can foster a feeling of complacency and a lack of self-worth. This can lead to feelings of having no purpose or value and despondency.

Poor communication skills. Not being able to deliver due to poor communication from managers or the organization itself, can make people feel like that are letting the team down, which can contribute to their sadness.

Bullying. This can be a huge issue for some employees, especially if they feel like they are being bullied by their bosses or co-workers and have no one to turn to.

Blame. When certain employees are constantly targeted or blamed for mistakes, whilst others, who perform badly, are always being rewarded and recognized, then this may create low morale and disengagement.

Poor working environments. Having to work in unsafe or uncomfortable environments and not being given sufficient breaks, can lead to discontent in the workplace.


Organizations need to recognize what is going on with their employees, so they can address the issues and ultimately reduce employee depression.

Turning a blind eye to these issues, costs companies in employees’ disengagement and a lack of productivity. It is better to “treat the cause rather than the symptoms”.


Mentors Insync provides the right kind of mentoring as a solution to support employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.

Recognizing the tell-tale signs of boredom

No one feels engaged all of the time at work, but if you are bored, uninspired, unmotivated or unhappy, it’s time to take steps to improve your situation. First you have to have some insight into why you feel the way you do. 

Kelsey Manning of Levo League refers to a 2012 paper written by Psychologist John Eastwood, where he tries to pin down a definition of boredom within the scientific community. “The Unengaged Mind: Defining Boredom in Terms of Attention.” Kelsey states the following; “Eastwood hypothesized that boredom is more than the common refrain, “I have nothing to do!” Someone who is bored wants to have something to do and wants to feel engaged—but isn’t. He defined boredom as, “The aversive experience of wanting, but being unable, to engage in satisfying activity.” What’s satisfying, of course, will vary from person to person, and so too the nature of boredom itself will vary.”

Boredom can be a sign of real unhappiness and even depression. You may need to understand how this could be affecting you and your entire life.

If what you are experiencing is damaging your friendships, romantic relationships or leaving you unmotivated to do anything, even over a weekend, and if these feelings are flowing over into your personal life, you may need to seek some professional help.

It is also important that employers try to gauge what is happening with their employees, so they too can take action by showing some interest and care before it is too late.


Understanding the differences between boredom and unhappiness.

• Most often, boredom stems from not being challenged enough, whereas unhappiness can stem from a number of other areas such as, a toxic work environment, one’s own insecurities or even the fear of rejection or criticism.
• You may be experiencing bordom if you can’t wait to leave each day. Avoiding getting up in the morning or not wanting the weekend to end, are true signs of feeling disengaged; whereas true unhappiness may have you waking in the night with anxiety or work-related nightmares.
• Not being challenged in the workplace can lead to boredom, which can develop into feelings of unhappiness. Having a ton of work that isn’t challenging, or not being able to grow and develop in your current position, are typical situations where people find themselves feeling bored.

So, what can be done to improve the situation?

1. The first thing is to stop being negative and face reality. Blaming yourself or others for what you are experiencing, will not bring you any closer to understanding the real reason behind your unhappiness. Rather, try to determine exactly what is making you unhappy. Is it boredom, the lack of work-life balance, not utilizing your skills or being surrounded by toxic coworkers? 
2. Look inwardly and take action. Knowing what you know, it is important that you do something to change the situation. This can be anything from realizing what you need to do to motivate oneself, talking to your boss, looking for ways to engage in new projects or making a list of the things that you are good at and what is good about your job. It is important to understand the difference between the job being boring, and you allowing yourself to become bored? You also need to try and figure out what it is you would really like to be doing and how to make it happen.
3. Having a mentor as a sounding-board, may provide you with the guidance you need. They may help you work out what the issues are and what to do about them. 
4. Set specific goals. Writing down some specific goals can motivate you to take action. Having a mentor or accountability buddy, will give you a much better chance of achieving these goals. If you have a good relationship with a coworker or boss, they too can hold you accountable. It is important to reflect on your progress and re-evaluate your situation on a regular basis.
5. If the job is no longer right for you, move on. If you have tried to implement positive changes to re-engage or solve the problem of your boredom or unhappiness, with little or no success, then it may be time to move on. If you have come to realize that you no longer like what you are doing, then it is important for your health and wellbeing, that you consider looking for something else.

Mentors Insync provides the right kind of mentoring as a solution to support employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.

How to achieve a healthy work-life balance

Do you feel like you never see your friends and family? Are you constantly taking care of business; working overtime, spending long hours in the workplace or being glued to your inbox after you get home? If so, you seriously need to reassess your life and consider what is needed to make it more balanced.

In today’s age, it is really difficult to achieve any form of balance in life. So why is this? Well, it seems that as the years go by, life becomes faster and faster. Computers, the internet and new gadgets have all provided us with the means to do things quicker, and the quicker we work, the more we try to cram into our day.

We seldom stop to smell the roses or get off the treadmill. We just keep going as if we are machines that cannot stop.

Studies have found that a bad work-life balance can lead to an unhappy, sad and even lonely life. It can affect relationships, family life and one’s own health.

So how do we create a healthy work-life balance?

Creating life balance within the workplace may be more complexed than one thinks. It needs to be addressed as part of a company’s overall implementation strategy and adopted as part of an organization’s culture.

Managing Work Life Balance says: "Flexibility, in where, when and how work is undertaken, is a priority for most employees at different times in their careers. If employers are to attract and retain staff, they need to offer and support flexibility at their workplace".

Here are a few ideas that both employees and organizations need to consider:

1. STOP and reflect. You need to take the time to think and assess what you are looking for when you think of a balanced lifestyle. Everyone is different and what this will mean for one person will be different to that of another.
2. Share your thoughts with your organization. If they do not understand what you are looking for, then they will not be able to accommodate your needs.
3. Organizations need to create a flexible and responsive corporate culture. Employers and employees need to develop a collaborative relationship that will deliver on the needs of both staff and employers. Where there is a need and want for workplace flexibility, it is important that staff members feel that they are being supported. This can result in increased morale and motivation. If action is taken and a strategy is implemented, it is likely to deliver positive results for all concerned.
4. Flexible work arrangements are key to attracting and retaining employees.This isn’t easy to implement, especially in large organizations, however I have been told that if planned and implemented correctly, the benefits are significant.
5. Understanding your employees’ childcare and eldercare responsibilities. Managing work and the needs of children or the elderly can be extremely stressful. Being flexible and supportive of those that have to care for others, can pay off in the long run.
6. Being flexible around work hours. Some employees may have increased travel times to get to work; whilst others may work better when they start and finish later.
7. Being flexible when it comes to the delivery of management and other staff training programs. This could include webinars, flexible mentoring programs or e-learning modules.
8. All roles being flexible. A new concept that has been implemented by organizations such as Telstra, ANZ Bank, and the ASX. It is something that needs to be supported by CEO’s, as this approach demands a massive shift in corporate culture, behaviour and attitudes. Managers and leaders also need to change their values and beliefs with regards to flexible working, and they need to be educated and supported whilst adopting this concept.
9. Ongoing communication. It is important that staff members are taken seriously and that organizations keep them in the loop, about what is available and what is being considered when it comes to flexible work arrangements.Evaluate along the way. With any new strategy, etc., it is important that you continue to assess and evaluate the success of the program being implemented. It is also important to continue evaluating your employees needs as they change. This is why open communication is so important.

Mentors Insync provides the right kind of mentoring as a solution to support employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.

Do your employees feel valued?

Being overworked and underpaid is not solely reserved for women. Although, we know this does occurs more frequently for women than men, it is something that young professionals and more senior employees also experience.

Having some insight as to why and how this occurs, is the first step to making improvements.

Mark Hall, Vice President of Kelly Services Singapore suggests that many employees are dissatisfied as they are being overworked. It seems that, as companies are forced to cut costs, there is the need to reduce their workforce. This creates a reliance on their remaining employees to pick up the slack. In many cases these employees are doing the work of two people and are not being paid anything extra. Employees take this on whether they like it or not because they fear losing their jobs. There is no benefit for them to take on the extra workload, but if they don’t, there may be consequences to their actions.

Young people looking to get ahead feel pressured to perform. They may even feel peer pressure as they try to keep up or get ahead of their coworkers. This can especially be seen where organizations have a “silent expectation” where, for you to achieve, you are required to willingly put in the extra hours.

These young go-getters, may be termed “workaholics” as they work extremely long hours, even when “not asked” to do so. This pressure may put strain on their personal lives, drive them to burnout or eventually force them to leave.

I have heard some entrepreneurs tell their stories, where they were part of large organizations, hated their jobs, remained for a while to gain the necessary skills and eventually left to create their own businesses.

Companies who have these kinds of expectations can eventually expect a “brain drain”, as their talented employees move on to bigger and better things. The knock-on effect is to an organization’s bottom line, as they lose well trained staff with exceptional skills and knowledge, and an unutilized intellectual property of their own.

Working mothers also struggle with work-life balance. Having a career and juggling family life can be extremely challenging and stressful. Many working moms battle to have meaningful careers. When organizations do make allowances for them, such as part-time work or less hours etc., they are so appreciative that they work extra hard, sometimes performing the work of two employees. In some cases, there is an underlying expectation that they will take calls and do additional work from home on the days that they do not work. In many of these situations, they are not remunerated for the additional workload. Being taken advantaged of in this way, eventually leads to feelings of resentment.

Some employees, especially some seniors may feel that they are not being paid their true worth. Over the years, they may have taken on more responsibilities and are not being compensated accordingly. This leads to feelings of unhappiness over unfair wages. For some they may be able to ask for a raise or move to a company that will compensate them fairly, but in many cases, especially those involving senior employees, they may not have the luxury of finding another job and may be left feeling exploited.

Steps companies can take to keep their employees satisfied and feeling valued.

It isn’t that employees expect, in every situation, to be financially remunerated for the work or the overtime they do. Often employees just want some form of recognition, understanding and support. They want you to care, notice and acknowledge who they are and what they bring to your organization.

Employee recognition and appreciation is something that is undervalued in many companies. Some companies view it as more of a “luxury” and less of a “necessity.”

Smaller organizations may know and understand their employees’ needs, whilst larger organizations don’t make the effort or take the time to get to know their staff. It is just not a priority for them.

Employees spend most of their time at work. Ensuring they feel valued and appreciated is key to the overall success of your organization and therefore, you need to do something.

Mentors Insync provides the right kind of mentoring as a solution to supporting employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.

What happens when employees are left in the dark to fend for themselves

Feelings of frustration at work can lead to depression and extreme unhappiness. When employees don’t quite understand, what is expected of them, they feel like they have been left in the dark to fend for themselves. Sometimes employees are given tasks that they do not feel equipped to handle, and in many cases, they may not want to share their inadequacies with others, especially their bosses.

If employees are not recognized for the work they do, or they do not have the right kind of leadership and encouragement, they may feel vulnerable and uncertain about whether they are doing a good job. This may eventually cause them to leave.

A lack of guidance and support doesn’t only apply to the new kid on the block, but managers, new CEO’s and others, may also experience these same feelings of frustration. In a Harvard Business Review – “CEOs Need Mentors Too”, it was found that “84% of CEOs, credited mentors, more than anything else, with helping them to avoid costly mistakes and become proficient in their roles faster.”

It is important that as part of the culture of an organization, staff members understand where they can get the help they need. This may include connecting new members with more senior level staff members, who make themselves available to guide and support the new comers.

Staff members can help each other if they are given access to the right kinds of mentorship, where both parties do not feel pressured into making the relationship work, but rather choose to support one another. Ongoing support is crucial as employees’ progress and advance within an organization.

It is also important to build a culture which is rich in recognition. A study by Forbes Magazine found that “Companies that score in the top 20% for building a recognition-rich culture have 31% lower voluntary turnover rates!”.

We all like to be recognized, praised for a job well done and rewarded for our achievements. You only have to look at how well children achieve when positively reinforced.

Often young adults seek praise and recognition from their parents, by constantly trying to impress them. Human beings are always trying, in one way or another, to impress others, and this is no less for staff members. They too want to make some form of impression on their managers, bosses and the company itself.

There are many forms of recognition. Understanding your staff members and what forms of recognition they may appreciate, is a good place to start. Not all employees like to be recognized in the same way. For instance, I remember when one of my bosses offered me a gift as a reward. My love language happens to be quality time and affirmations, with gifts being at the bottom of my list therefore, you may understand how this form of reward did not mean as much to me, as a few simple words of praise would have done.

I recommend you reading a book called “The 5 love languages” by Gary Chapman. It is not only beneficial for personal relationships, but may provide understanding and insight into your staff’s, customer’s and other people’s needs as well.

To reduce staff turnover in your organization, you really do need to become more aware of their needs, their strengths and provide them with the right kind of resources and rewards, that will help them to achieve their true potential. They are the backbone of your organization and without them, your business will not survive.

Mentors Insync provides the right kind of mentoring as a solution to supporting employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.

Do you get why you hate your job?

There may be several reasons why you hate your job. Sometimes your unhappiness may have nothing at all to do with your work, it may relate specifically to other areas of your life, where you feel dissatisfied.

To assess if you truly do hate your work, you may like to ask yourself the following:

• Are you bored with life?
• Are you stuck in a rut?
• Have you lost the passion?
• Do you dread going to work?
• Do you hate your boss and / or your co-workers?
• Do you feel like you are not being paid enough?
• Is work effecting your personal life?
• Do you feel that your skills and talents are not being utilized?
• Are you feeling drained or burnt-out?
• Do you find yourself procrastinating when you are usually very focused?
• Do you feel constantly sick?
• Are you impatient and irritable at work?
• Are you more interested in your friend’s career than your own?
• Are you constantly looking at the time, waiting for the day to end?
• Do you complain a lot about work?
• Do you see the glass as half empty?
• Do you have Sunday night blues?

If you hate your job, you have to do something about it. You need to figure out what is really causing these feelings and find ways of improving your situation. You may have to consider looking for another job where you will be happy. The one option that you don’t have, is to do nothing.

According to science, hating your job can affect your health in the following ways:

• It can cause weight gain.
• It can lower your immune system.
• It can ruin relationships.
• It can cause sleep deprivation.
• It can increase the risk of serious illnesses.

Understanding the causes behind your unhappiness is the first step to improving your circumstances. It is the light-bulb moment, where you can no longer ignore the situation. It is the opportunity to make life-changing improvements.

Every day you are faced with making decisions. Some are in our control and some aren’t. We can only make choices based on the things we can control.

Here are a few suggestions, to help increase happiness, that are within your control.

• You can choose how you are going to feel and how you respond to different situations.
• Often we react when we are triggered, or by negative events that cause us to defend ourselves. You always have a choice as to how you respond. For your own sake, it is best to remain calm, don’t judge, give the person the benefit of the doubt and where possible, remain empathetic and respond with compassion.
• You can choose to leave the past behind you. If you had a bad day yesterday, that is OK. Remember that was yesterday, today is a new day. Obsessing about the past is a negative mental reaction. You can always choose to remain positive.
• Choose work situations where you can surround yourself with positive people. Avoid negative situations and people who bring you down.
• Accept your failures, learn from them and move on.
• You can choose to live peacefully. This means, not comparing yourself to others and being grateful for who you are and what you have.
• Choosing to be happy, requires you to change your current behaviours, thoughts and habits. The one question, recommended by Dr. Phil, and that I always ask myself is, “How is this working for me?”, and if it isn’t then, “What do I need to do to change the situation?”

Remember, most things in life are a choice, your choice, so choose wisely.

I too hated one of my jobs. I wasn’t the only one in the organization who was dissatisfied, but nobody seemed to do anything about it. I remained for a lengthy period of time, because I felt stuck. The best thing that happened, was my leaving. Now I love what I am doing. Not every day is a great day, but overall, I am truly happy.

I have to make choices every day. I mostly focus on the positives and choose to make the best of every situation. I try to remain calm, (most of the time) even though this isn't easy for me. I continue to try to handle difficult situations with less emotion, and let the things that are beyond my control, go quickly. It isn't always easy, but I keep on making improvements along the way.

One thing I do know for sure, is that being unhappy at work, is just no longer an option for me.

Mentors Insync provides the right kind of mentoring as a solution to supporting employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.

Burying your head in the sand …. is just not an option

Currently 87% of the world’s workforce are disengaged. With each passing year, the workforce is becoming more and more dissatisfied with their jobs. If this continues, the majority of workers will be unhappy, disengaged and unproductive. Turning a blind eye is just not an option, as this leaves companies vulnerable to high turnover rates, and results in direct and indirect costs.

According to Asap Awards, “In a recent study published by Kelly Services, the staffing agency found that nearly half of employees polled (48%) were unhappy at their current job. Kelly Services performs this same poll on roughly 120,000 workers each year to gauge overall satisfaction levels. In 2012, the number of dissatisfied workers was slightly less at just 37%, but it’s since grown to a staggering 48%.”

So, can this be avoided? Absolutely, but not if you continue to bury your head in the sand. You first need to get to understand your employees and their needs.

Here are some tips that will help:

1. Communication

It is important that the lines of communication are open. Both bosses and staff members need to feel that they can communicate freely with one another. Employees need to be kept in the loop with regards to where the business is heading. Relaying the company’s vision, puts everyone on the same page. Staff members can feel like they are part of the big picture, adding value to the overall goal of the organization.

Visa -versa, bosses need to express their openness to listen to their employees. They need to be approachable, to not judge but rather support them. This way employees will be willing to share their vulnerabilities and ask for the help they so desperately need.

Most human errors occur due to a lack of effective communication.

2. Encourage Professional Growth

Provide the means for employees to grow. Not all employees will want to develop new skills, grow and advance to new positions, but all employees can be encouraged to learn and grow in areas where they will be able to continue adding value to the organization.

By having the understanding of your employees, you will be able to sift through those that are the high achievers, those who just love doing what they do, as well as those that are negative, have no interest in what they are doing and who continue to drag the organization down with them.

If employees feel like they are stuck in a dead-end job with little or no opportunities for growth, they won’t hang around for long, especially if they are looking to get ahead in their careers.

It is important that you recognize great talent within your organization. They need to know, that promotions are available for those that work hard and excel in their current positions.

With the right kind of mentorship, you will recognize talent from within, you will give your employees a voice and you will help them to gain the skills that will help them to achieve. At the same time, you will be able to gain additional intellectual property for your organization, through the harnessing of personal knowledge that is transferred between employees.


 3. Recognition


Recognizing and awarding your employees capabilities, creates loyalty, reduces turnover rates, increases morale, drives productivity and sometimes has them going beyond the call of duty.

It is important that recognizing and awarding employees is done in the right way and not at the expense of others, where they are left feeling inadequate or inferior. Each person is an individual with their own personal capabilities and strengths. This is something that needs to be recognized and re-enforced.

It doesn’t matter if you are a large or small company, if the culture of the organization instills these principles, where they become an inherent part of the company’s DNA, then the principles outlined above will flow down from the top to their managers and onto the rest of the staff. 

If everyone in the organization understands what you are looking to achieve, then they will adapt and be the driving force in making this happen, and those that don’t – well maybe they shouldn’t be there.

Mentors Insync provide the right kind of mentoring as a solution to supporting employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.