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    Workplace Anxiety: How to Refuel and Re-engage
    Workplace Anxiety: How to Refuel and Re-engage
    Workplace Anxiety: How to Refuel and Re-engage
    Ebook108 pages1 hour

    Workplace Anxiety: How to Refuel and Re-engage

    By Sonia Layne-Gartside

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    About this ebook

    The modern workplace evokes anxiety in all of us, whether you feel queasy about your ability to finish all your tasks or you feel like a hamster on a wheel—toiling every day in obscurity, feeling overworked, underappreciated, and struggling to figure out how to demonstrate your value to others.  Or the anxieties that come with working in a bureaucracy—shackled by red tape, with the pure frustration of feeling like you have little to no influence to make anything happen. Or the leaders who often wonder, Am I good enough? Am I doing enough of the right things? Of course, the ultimate anxiety lies in the fear of failure. The fear that your job, the one you've mastered, is changing and what that means for you and your success.   

     

    This book will help you through difficult situations and the resulting anxieties. Whether you read cover to cover or just pick a chapter dealing with the issue you're currently confronting—feeling stuck, angry, or uncertain or facing a negotiation—jump right in to learn how to refuel, re-engage, and navigate the workplace to overcome the issue and your anxiety. 

    LanguageEnglish
    PublisherSonia Layne-Gartside
    Release dateMay 3, 2020
    ISBN9781393161011
    Workplace Anxiety: How to Refuel and Re-engage
    Author

    Sonia Layne-Gartside

    Sonia Layne-Gartside is a dynamic and results-oriented global performance consultant, master trainer, strategist, and change manager. She coaches executives and works to develop leaders, delivering targeted learning solutions while leading change management and inclusion initiatives. She partners with leaders to achieve business results by improving the performance of people and the systems in which they work. 

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      Book preview

      Workplace Anxiety - Sonia Layne-Gartside

      SECTION 1

      HARNESS YOUR ANXIETY

      ––––––––

      The stupid are cocksure, while the intelligent are full of doubt.

      —Bertrand Russell

      Chapter 1

      The Mindset That Will (Quickly) Improve Your Work

      The relationship we have with our people and the culture of our company is our most sustainable competitive advantage.

      —Howard Schultz, former executive chairman of Starbucks

      ––––––––

      This quote epitomizes what most leaders credit as the key to success in business. It’s a variation of the phrase People are our most important asset. Today, it is widely championed that employees’ decisions, experiences, and abilities make the difference between success and failure. Appearing to confirm this, a recent Gallup study¹ found that companies with engaged employees bring in 21% higher profitability, and a 2017 analysis²published in Harvard Business Review found that companies who invest in the employee experience are four times more profitable than those that don’t. People are now considered the great differentiator in successful organizations.

      This is why the most profitable companies—Google, Facebook, and Apple—seek to hire the best people and then spend time and money giving them what they want—not just need—to be productive. A casual glance into these companies will show that they court engineers similar to how athletic agents go after future first-round draft picks. The difference a great engineer can make in a company like Google or Facebook is equivalent to having Lionel Messi on your soccer team, Serena Williams on your tennis team, or Stephen Curry on your basketball team. These conglomerates recognize that, like star athletes, employees (in this case, engineers) make the biggest impact on their success, and they pay close attention to their level of engagement. Unfortunately, most company practices do not reflect this level of people-driven focus. When looking at the majority of companies, the evidence points to a completely different narrative. Spoiler alert: We’re not all treated like first-round draft picks.

      Millions Spent on Employee Engagement without Any Return

      According to the analytics polling firm Gallup, employee engagement has barely budged from 34% in well over a decade. However, in 2019, Gallup³ found that the percentage of U.S. employees engaged at work had risen to 35%. The majority (65%) were either not engaged or actively disengaged. The reason for this, a Dale Carnegie⁴global study found, was because leaders have many blind spots when it comes to engaging their employees. These blind spots seem to center around the need for leaders to be open, honest, and trustworthy. For example, in this study, 81% of employees said it is important for leaders to admit when they’re wrong, but only 40% of supervisors actually do it consistently. When a leader is honest and trustworthy with others, employees are ten times more likely to be satisfied in their job. 

      The conditions under which men and women labor are as important as the amount they get paid.

      —Robert J. Gordon

      That need for honesty and openness resonates strongly with lots of employees. I once was training a client who was so frustrated with leadership communication and trustworthiness that he did not bother to complete his company's employee satisfaction survey. When the results were presented at a company meeting, it was purportedly based on 100% participation in their department. It was a small department, and given my client had not completed the survey, there was no way there could have been 100% participation. From his perspective, the results presented meant that not only did his input not matter, it wasn’t even missed. Too many employees are walking around feeling invisible and/or hopeless.

      This 2019 study⁵ conducted by polling firm Tinypulse is one of many that suggests it is not compensation nor benefits that is the problem for many companies, it is the culture, interpersonal relationships, and work environment that employees find to be lacking. Employees do not feel valued at work; they feel disconnected from their peers in other departments (company silos can be blamed for this), and many rate their organizations’ performance review systems poorly.

      So what does this mean for those of us smart enough to recognize that we can’t all be treated like first-round draft picks? How can we stay engaged at work while giving companies what they want and positioning ourselves to be great differentiators? Smart employees approach these questions by changing their mindset and recognizing that while most companies know people are important, they don’t often invest in making the necessary changes to back it up with actions, unless the employee is viewed as a superstar performer.

      New Mindset: It's Not You That’s Important, It’s Your Output

      As much as businesses try to instill the feeling among employees that they are the most important asset for the organization, the truth is we are not important. What’s important is our productivity and ability to help the organization meet its goals. Once we can no longer help an organization meet its goals effectively and efficiently, we will be asked to leave. It’s the nature of business, and oftentimes, it is not personal. Smart employees work accordingly. They know if they can demonstrate consistently high productivity and continued success in achieving the company’s goals, they are in a position to ask for what they want (and need) from any organization. If their efforts, talents, and judgements are not being valued, then they will fire the organization and move on to one that values their output.

      The Key to Thriving: Learning and Unlearning

      With this mindset, the ability to learn and unlearn is one of the main keys to excelling and thriving. The growth and development that comes from learning new skills will keep you ahead of the pack. It’s critical to understand that training means nothing unless you can apply the learned skills and knowledge to problems and opportunities at

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