As any salesperson deals with an ample amount of negativity, one knows that motivation is something that comes and goes. There comes a point- where one gets very focused, and other days, don’t even feel like talking to anyone or even touching the phone.
We’ve brought you a list of motivational sales quotes we put together to get you up and running with so much fresh energy and motivation that improves your sales techniques and are something to live by if you’re trying to master the sales funnel.
Top 10 Motivational Quotes to Help You Boost Sales
Here are the Top 10 Motivational and Inspirational Quotes that will help you to boost your sales.
#1. “Don’t find customers for your products, find products for your customers.” -Seth Godin
Here, what Seth Godin means by this is, always keep customers’ needs first. Try to have a look at what the customer needs and how is the product going to help the customer, not the way that the customer needs our product. Products assist in doing things better for the customers. Remember, customers can go without buying your products, but you can’t keep going without customers. Successful organizations acknowledge that their first priority is customers.
#2. “Sales are contingent upon the attitude of the salesman, not the attitude of the prospect” -William Clement Stone
When a salesperson tries to make sales, whatever be the attitude of the customer, one should always try to keep open the communication channels, build trust, and try to find the needs and what motivates the customer to want the product that you are offering. Customers feel comfortable when the salesman is a mirror-image of what the prospect customer feels and beliefs.
#3. “How you sell matters. What the process is matters. But how your customers feel when they engage with you matters more.” -Tiffani Bova
Tiffany Bova wants to say that, no doubt your selling technique and process of sales is important but what’s more important is how the customers feel when they are talking to you. One needs to make the customers feel that they can trust you and the product you’re trying to sell. They want to feel as if they’re talking to someone who’s empathetic and will be available for them in their times of need related to the particular product.
#4. “It is not your customer’s job to remember you. It is your obligation and responsibility to make sure they don’t have the chance to forget you.” -Patricia Fripp
Fripp says a salesperson should leave such an impact that the customer never forgets you or the product. Always care and nurture the customers you have, don’t always look for new ones. Never take them for granted. The actual sales are after the sale, reselling the customers, and retaining their business is what’s really important.
#5. “Sales is an outcome, not a goal. It’s a function of doing numerous things right, starting from the moment you target a potential prospect until you finalize the deal.” -Jill Konrath
If you ask a salesperson what’s their primary goal, you’d get answers like; make more sales, grab more revenue. Here, the eyes on the prize mentality need to be appreciated but sales guys need to know that sales are just a mere outcome, they are results. Results of doing numerous things such as targeting a potential client, engaging with the client, and if one’s success in making the sale, reselling and retaining the customer for a long haul.
#6. “Do not focus on numbers. Focus on doing what you do best.” -Cassey ho
One should entirely not focus on numbers. Sure, the numbers of sales, customers, social reach of the product is important but focusing on customers’ trust and satisfaction, and loyalty cannot be captured in numbers. It is of much bigger value and results in ultimate growth.
#7. “You need to be able to paint a picture in a conversation. The lost part of sales is the storytelling side.” -Richard Harris
A Salesperson should be able to present such an image of the product in engaging to the customers that he/she is mesmerized and can’t refuse. This is the most important part where the customers feel like the particular product needs to be present in their everyday lives and they’re going to benefit from it.
#8. “Approach each customer with the idea of helping him or her solve a problem or achieve a goal, not of selling a product or service.” -Brian Tracy
Nobody likes a person who comes to him/her with the same idea or without any good reason, especially when there’s no benefit for them from that deal or engagement. Approaching with an idea or the product that’ll help them and give them something in return for their time and trust, then it’s a win-win situation.
#9. “When reps take the role of a curious student rather than an informed expert, buyers are more inclined to engage.” -Jeff Hoffman
A Salesperson should be attentive and wise to use the allotted time by the client. One should start with what he/she has to offer and be curious like a student to listen and know what the client wants. When the reps act like informed experts, there’s no room for the client to contribute, and this tunes out the buyer. Hence, no engagement. No engagement means no sale.
#10. “Don’t celebrate closing a sale, celebrate opening a relationship.” -Patricia Fripp
In sales, perception matters. After you make a sale, don’t see it as a victory of selling something or generating revenue instead try to look at it in a way that you’re forming a new, happy and trust worthy relationship with the customer and celebrate it as a victory of acquiring a loyal customer and in future, try retaining their business. That’s the right way to look at it.
Sales are something that should be done with Inspiring and positive thought-provoking ideas. No matter you’re just a sales rep or a sales manager, there’s always room for improvement and these motivational sales quotes will motivate you like nothing else. If you’re looking for some additional inspiration, be sure to check out list of must-watch web series for entrepreneurs.
FAQs
Why is sales motivation important?
A motivated sales person is more likely to perform for a long period of time. They have to keep approaching new customers so that they can achieve sales targets. Because of this unsure and hectic life of sales, where performance is completely measurable against results, your sales staff requires sales motivation from time to time.
What are some good sales quotes?
Don’t find customers for your products, find products for your customers, Do not focus on numbers, Focus on doing what you do best and Don’t celebrate closing a sale, celebrate opening a relationship are some of the examples of sales quotes.
What makes a good salesperson?
Ability to identify and react accurately to the behaviour and emotions of customers, Identify other people’s feelings/frustrations objectively without necessarily agreeing with them, Ability establish rapport easily and put people “at ease” in their presence, and Good listening skills makes a good salesperson.
What is a famous quote about salesmen?
“ABC – Always Be Closing” – from the movie Glengarry Glen Ross
What is motivation for making sales?
Motivation for making sales can be financial gain, job satisfaction, personal growth, competition, recognition, or the desire to provide value to customers.
GenZ employees make up about 25% of the workforce across the globe and the figures are expected to go up to nearly 30% by 2030. These tech-savvy individuals are considered to be the most diverse set of professionals to enter the workforce.
As these individuals are entering professional life, companies need to buckle up their seatbelts in creating an environment that suits their moods.
GenZ is the generation of people born in the mid-90s who have grown up during the swiftly changing times over the last two decades. They have witnessed the Great Depression, the ever-growing danger of environmental crisis as well as the recent global pandemic due to Covid 19 to name a few. They are also called the internet generation or iGeneration.
If compared with the previous generation, Gen Zers have a totally different perspective on life. What makes this iGeneration different from the other generation is their behaviour. Their interest isn’t focused on how much they are going to earn or what others think of them but is worried about work-life balance and mental well-being.
In the part where the previous generation always focused on working late till it drained them, Gen Zers are more attracted to having a paid leave from their organisation, and a day off for a mental break.
What Makes Gen Z So Different?
There are several characteristics of a Gen Zer that makes them unique from the others, especially from a millennial. These people love to have their own working space and do not like sharing it with others.
As mentioned earlier, this group was born during the recession time, which makes them more realistic and practical. Gen Zers are also believed to prefer learning through different educational platforms such as the live-classes, online tutorials or receive on-the-job training classes.
What Does Gen Z Expect in the Workplace?
The hype created because of these Gen Zers is what puts a lot of companies in a tough situation of hiring them. But why should organisations hire them? That is because they are young and smart, and believe in innovation and creativity.
GenZers are very expressive about their feelings and aspirations, so they usually expect lucid and transparent communication from the leadership.
Organisations need to put control and policies in place which ensure clear messaging across the hierarchy. They need to focus beyond traditional benefits and form a culture where they embrace Gen Zers as a whole person and not judge a person for what they can accomplish in eight hours a day.
How to Manage Gen Z Employees?
Here in this read, let us figure out an in-depth understanding of how can organisations manage GenZ employees.
Build a Sense of Community
One of the most important aspects of keeping a Gen Z employee is to give them the liberty to interact and communicate with one another on a digital medium. They are born in the digital age and love to be connected 24×7 through the internet.
Gen Z carries its smartphone everywhere and utilises social media in every way possible. They prefer communication through texts, video calls, and phone calls to face-to-face interaction.
They develop a platform or community where they discuss and share ideas with like-minded people who feel their effort has a purpose and work-life feels more enjoyable.
Accordingly, they expect the workplace to support them in working with innovative technologies. Research shows technology will be a crucial factor that Gen Z will consider while deciding on a job offer.
Reward Them for Their Hard Work
Gen Zers are true performers as they put a lot of effort into getting work done. For them, their hard work must be paid off. They expect at the workplace that whatever work they have carried out should be worth their effort.
They are not someone who will accept any amount of reward if it doesn’t match their performance. Organisations need to put in mind the negotiation part while hiring a Gen Zer.
They crave independence and like it under their control
Let Them Work Independently
When it comes to handling a project or any kind of work, Gen Zers expect their managers to listen to them. Since they have a knack for creativity, they want their ideas to be heard.
These young employees want managers to give them work without any help or support from other teams. Being one of the most self-sufficient employees, Gen Zers like to keep things under their control.
Embrace New Technology
Organisations must change themselves in the way they operate to meet the expectations of GenZ. They must indulge in launching such initiatives that reinforce the company assignment, and employees’ roles in achieving goals and permitting people a chance to speak up their minds.
They look for a platform that gives them easy access to information and resources. Two-way dialogue with leadership fosters a way for a greater understanding of expectations in the workforce for these young employees. To think that they were born during challenging times, these youths stand up for what they believe in.
Prioritize Mental Health at Your Workplace
These energetic individuals do not like stress at all. For them, mental health is an essential factor to stay productive and successful.
In a competitive world, these young employees find themselves lost most of the time, which is why their focus is on overall well-being to lead a happy and fruitful life. Moreover, they like to choose those organisations that are diverse and have an inclusive work culture.
Conclusion
Every generation is different from the other. It is time for companies and organisations to incorporate the things and adapt to the flexibility that these Gen Zers have been asking for all these years.
For a company to have high-performing results, it must indulge in the above-mentioned measures to manage these young employees properly.
FAQs
How do you motivate Gen Z workers?
Appreciate them for their efforts, Provide regular feedback, create a sense of community, and Provide growth opportunities.
What do Gen Z employees want?
Gen Z employees want a better work-life balance, growth opportunities, great work-life balance and improved mental health and wellness support.
It was the March of 2020 when the virus spread over the world and brought about a change across the globe. This instant change was not really instant, but it was for sure very sudden. The pandemic forced everyone to get inside, yes, crawl into their houses. Though the flow of the world did not stop completely, the deadly disease surely slowed it down by significant levels.
Technology was the only refuge that we got to dive into at our leisure, which seemed to be just the only happening part during the Covid-19 onslaught. It helped us to be connected with others, lead us to gain more knowledge, and instilled courage in us to bear the burden of work, which spurred us to stay motivated and look forward to the days ahead.
Technology literally took all the weight of every other field. Be it education or the work culture!
Two years into the pandemic and the world is changing drastically. Through technology is still trying to meet both ends for the world, it’s true that we have seen countless lockdowns. Out of all the side effects that the world saw due to the pandemic, there was this one unique ruckus that we all witnessed. This one thing was so uniquely attached to the pandemic and life, that we can’t explain. After the lockdowns and layoffs, what is currently affecting the world is the ever-increasing resignation that it has witnessed and is still witnessing today in all of the major walks of life.
Often abbreviated as “The great resignation”, this was so unique to the year 2020 and is still counting, amazing many. This article talks about the initiation of the “Great Resignation” and how it went viral all over the world. We will get to the skin of the matter and reveal some super important points in the journey. Hop on, to increase your knowledge about the greatest resignations ever.
As soon as the Covid-19 virus was out of Wuhan, it started traveling across the world on a destructive journey. One of the aftereffects of ruins is what we call the Great Resignation of the epidemic epiphany. The “Great Resignation”, which is also known as the “Great Reshuffle” or the “Big Quit” was coined by a Professor of Management at the Mays Business School at Texas A&M University, in May 2021, who goes by the name Anthony Klotz. It was when he predicted a sustained mass exodus via numberless resignations that he named it thus.
Yes, the number of people who resigned from their respective jobs last year is tremendous indeed. The trend didn’t just stop there at the initial phase of the virus spread, in the mid of the year 2020, but rather stretched to the whole of next year, and still hasn’t stopped today. This magnitude of people leaving their jobs is not normal at all. This is the reason why the trend has captured the attention of market researchers, analysts, and others.
Every consecutive month there were more and more tides of resignations and this shook the whole world. Months were more troublesome in the United States and in fact, that was the place from which the resignations started, or the place where it was first noticed, to be precise. If we look at the numbers we will see that there were about 4 million people (Americans) who quit their jobs in the month of July only in 2021.
Number of People Quitting their Jobs in the United States
The story does not end here, it is quite the beginning. In April 2021, the resignation peaked. After April of 2021, the word became slang among people. The shift of resignation was huge. The number of open jobs went up to almost 11 million in the months following April. This made employers think about ways to improve employee retention and find ways to make the number improve.
There was this one common factor of resignations all over the world and that was the age limits of resigners. The resignation rates were the highest among mid-level (or Mid Career) employees. These are the employees that fall in the age group of 30-45 years. It is also reported that the average increase in the number of resignations in this age category has been more than 20%. This percentage of growth is seen from 2020 to 2021.
It is also seen that the turnover is the highest among the younger employees. In other later studies, it was found that the resignation number has decreased for the workers in the age group of twenty to twenty-five. This likely happened due to a higher level of financial uncertainty or dependency. It could have also happened due to the reduced demand for some jobs that are placed on the entry-level of an organisation.
Another interesting factor that the world saw was that resignation rates were falling for employees that were in bigger age brackets. For people in the age bracket of 60 and 70, it was a normal time for them in their respective jobs. The tides were only high for people who belong to the age group of 25-30 and those who are around 45. However, the most significant changes or resignations were seen in the age group of the 30s, people who are in their thirties or late twenties.
The Beginning of The Great Resignation
Until the beginning of 2021, the world was suffering in tackling the Wuhan virus. Every continent in the world was struggling to figure out a vaccine and then manufacture a vaccine. Efficacy was thought of again and again but soon we figured out “how to make a vaccine?” and eventually get everyone vaccinated.
In April 2021, the covid 19 vaccination rates increased manifold. Well, that was not the only thing rising. The thing that began rising too was the number of resignations. The first and by far the most noted waves were witnessed in the United States. That month, about 4 million Americans quit their jobs, reports say.
Then, it was thought that the resignations would come down. However, that hope was proved wrong and in the next month of June 2021, approximately about 3.9 million Americans quit their jobs. It was also noted by specialists that the situation was more prevalent in the southern part of the country. It alone accounted for about 2.9% of the volunteer resignations. It was followed by the midwest, which accounted for 2.8%, and then the west, where it was noted to be around 2.6%. It was reported that the northeast was the most stable region with about 2% of the employees/workers quitting in the month of June.
Microsoft came up with its own set of data and reports. The “Work Trend Index” strives to be a data-dense information bucket for workforces around the world. According to Microsoft’s Work Trend Index, in 2021, there were resignations that covered more than 40% of the global workforce. It is said that these mentioned people that are about 40% of the total workforce have some time or the other have thought of stepping down from their employment.
Another report said some more about the resignations in the year 2021. This time the report came from the PricewaterhouseCoopers survey. They conducted a survey in early August 2021 and found out that about 65% of the employees said that they are looking for a new job. It also entails that about 88% of the executives said that their company is witnessing a higher turnover than the regular turnover.
In October 2021, the United States Bureau of Labour statistics also reported that workers leaving the premises were clocked at a rate of 6.8%. The industry they were talking about was the food service workers industry. The resignation rates were higher than the normal average amount of 4.1%. The average rate has not changed much over the past 20 years and the highest it went in those years was a top 5% and not more than that. The retail industry has also witnessed some abnormal quits. They saw a quitting rate of 4.7%.
A similar report from Fortune Magazine also showcased some rising and alarming numbers. That was the Deloitte study of October 2021. It said that the top thousand companies fear a great resignation. Out of the top 1000 Fortune companies, about 73% of Chief Executive Officers think that these work shortages will disrupt their businesses in the next 12 months.
Out of those Fortune companies, there was a solid percentage of 57% who think that attracting talent is going to be the biggest challenge in the future. 35% of the total CEOs believe that they have already expanded the benefits to bolster employee retention. Another report mentioned that beginning from the start of the pandemic to November 2021, approximately 1 in 5 healthcare workers quit their jobs.
Amidst all the chaos that was generated by the great resignation, the world was hit by one more uncertain event. Popularly known as the Striketober. It was the time when about at least a hundred thousand American workers started a strike.
Protest in the U.S
They all participated in the strike, which was focused on the bad working conditions, ill-treatment of the workers, and low wages. Reporting the matter, The Guardian wrote that some economists described the Great Resignation as workers participating in a general strike against poor working conditions and low wages.
We just discussed that the event of the great resignation started off in the United States and it crashed against the whole world. The next few countries with vast damage were China, Europe, and India.
India is the second-most populous country in the world and any damage to the world can really magnify if entered inside the borders. India was in ruins too, due to the pandemic. The GDP was down, the work from home or anywhere was really hard to follow and manuals for remote work seemed blurred for most of the organisations in India. Having said that, let us see how the Great Resignation affected the Indians and the country of India.
Research reveals that the attrition rate of the companies is the highest in the last 20 years. Though the rate of attrition fell to 12.8% in 2020, it went up to 21%, the highest in 2 decades.
Reports from the past year can shock any Human Resource manager. This was the effect that was initiated by the great resignation. It prompted people to not only shift careers but to jump to new careers where they had little or no past experience at all. This was probably the most unique and ubiquitous trait of the resignations.
A study commissioned by Amazon India showed the coinciding results. The report that was conducted in September 2021 showed that about 51% of the potential employees (job-seeking employees) were looking for opportunities in industries where they had no or little experience. And about 68% of the people were looking to switch industries.
When it came to resignations, there was also a shot of increasing demand for people with skills. As the world went virtual and online became the new normal for everyone, the technology sector saw a boom. This was the time when technology skills were demanded the most and industries of all sorts began their hunt for talent in the sector. It was the first 9 months of 2021 when the demand saw the highest point in the graph. According to a report from Forbes India, the top 5 Information Technology companies hired as many as 1.7 lakh people during that time. The rate is not that high now but it is in the green colour of growth.
According to the report by the YouGov Mint CPR Millennial Survey, it was found that 24% of the post-millennials (Generation after the millennials) reported a job loss compared in 2021 to 17% of the pre-millennials. Those with poorer education backgrounds faced a higher burn in the face.
Out of all the people who completed their school level of education, 30% were laid off. About 16% of those with professional degrees faced the same consequence. In late 2021, in the month of December, it was reported that only 8% of those in the job market still remained unemployed at the time of the survey. The survey, which was conducted by the Mint, Delhi-based Centre for Policy Research (CPR), and the Indian arm of the global research firm, YouGov, covered responses of about 12,900 attendants across 206 cities.
As the difference between white collar and blue collar faded away in the pandemic, everyone landed on the same plane. Everyone was working through an electronic device. Be it working adults or be it, kindergarten kids. With that fading of the designated spaces for work, the difference between life and work faded too. This came with its own unique sets of problems and made a ruckus (like your baby hanging out in between a zoom call). This was a big reason why people of young ages decided to resign and turn their careers west.
However, when it comes to great resignation in India, the great resignation in IT sector is compelling indeed. Companies like Wipro, Infosys, TCS, and others have all witnessed a significant dip in their attrition rates.
According to the reports from the surveys, the pandemic situation has now turned near to normal, and hopes for jobs have also brightened. About 15% of the respondents believed that the economy had returned to its normalcy. The data can be compared with only 9% of people believing in the economy in the last year. Thus, the reports for two consecutive years (2020-2021) show that as the resignations turn up, there were also seen new hopes for jobs and economic normal workings.
The topmost sector to be hit by the pandemic was undoubtedly the labour market of India. It was devastated with long and continuous lockdowns. These lockouts were crucial but they also affected the poor labourers severely. Construction was affected and as a result, labourers were affected too.
After the first lockdown, as the situation worsened, it was getting better with the economy opening up in between. During that phase when people could see recovery signs, it was estimated that 60% of those who were forced to quit their jobs have found a way back into the organisation. It was also noted that urban Indians were trying to search for jobs in between the ruins of the pandemic. They are now also taking better control of their careers, the survey reported.
The effects were huge on the employers and the companies but the shift in resignations caused many surges. The rise in resignations came with a rise in the number of startups in India. It is a closely related metric that can be traced to get a clear picture. In 2021 alone, India saw around 33 Unicorns. Around the time of uncertainty and the pandemic, people who left jobs and others started up with their own ventures. They tried their luck and hard work in this unprecedented year. We saw the biggest surge in the Indian startup ecosystem last year.
What is Driving The Great Resignation?
The current trend of resignations has worried employers the most. They are not able to get things done and the effectiveness and efficiency of whole organisations keep ongoing. It is normal to minimise the damage by any means possible. This is why here we are discussing the reasons for the surging resignations. Later we will also point out some ways how an employer can save the retention rates and minimise the resignations rate. It is not a hidden fact now that people are quitting for one of the biggest reasons. The reason can be hard to lay out in one descriptive paragraph but let us try to get to the nerve of the issue.
As the pandemic started things turned challenging indeed. As the government frequented lockdowns, normal activities became hard to be done. Right from the stocking of our groceries and daily essentials to working at offices, nothing was regular as before. The most affected sectors included education and work. Everything became online and we all were staring at screens for most of our time. This was when the problem began. Earlier there was a designated place for education and corporate work, but now this was to be done within the same house boundaries. This created a big, bad mess.
We were ushered to a more congested work and life balance. Work-life balance became super hard to manage and that was the most probable reason why resignations topped the charts everywhere. This was the time when people got attacked with responsibilities both from the home and the workplace. This was when they felt congested and crowded with responsibilities and it seemed impossible to work their way up the pile of work.
People became more and more concerned about their life and their family. As the lockdowns and the virus gave them more and more reason to live more fully rather than just postpone things for tomorrow. This made them realise that they are not able to handle both ‘life’ and ‘work’ at the same time. This also made possible the transitions and the resignations feel easy. People shifted to their local lands (or suburbs) to get back their lost lives.
It was also seen that the pandemic made people more aware of their life. The pandemic confronted people brutally indeed to straighten things out. Rightly so, the stir caused by the Wuhan virus was so great that it made everyone rethink their life and careers again. It gave people a reality check on their lives. It showed them the fact that life is so fragile and anyone can die or be ousted from their workplace and/or normal setting/lifestyle at any point in time. Now, if you are wondering what led to the rise of the great resignation movement in India, the US, and the other parts of the world, then here they are:
A deluge of work and increasing burnout
The work considerably increased across departments. For instance, if we only see the resignation of the healthcare workers in the US, we find that 1 out of every 5 medical workers resigned from their jobs since the pandemic outbreak. Nearly 18% of the global medical workforce quit during the pandemic, which is huge indeed. Now, it is simple that with 1 employee resigning, it was the person beside him/her, who needed to shoulder the responsibilities of the other employee who had resigned. This increased the work pressure tremendously and fuelled by the lack of recognition and money, the employees started to be badly demotivated, which ushered the great resignation and the mass resignations at work that are still continuing. According to a recent report of June 2022, 86% of the employees might resign in the next 6 months.
Spending time with the family was much needed
They also were more cautious and concerned about the time they spent with their family. This began to grow and if their employers did not respect that, resignations followed. The great resignation is really close to being called a “Worker’s Revolution”. The reason is the fact that workers or employees from all over the work world, made enormous shifts in work and life.
Bad working conditions
Many studies found that transitioning employees reported bad working conditions in their workplaces. As the pandemic made everyone realise that life is more than ‘just work’, employees began realising their ill-treated jobs. They began questioning if they want this life of ill-treatment, or if they deserve a life of more freedom. As a result, most people chose freedom over their respective jobs that were more of ill-treatment.
Want of flexibility
It is evident from all the resignations that money is not the only thing that employees may want from their workplace. It is more about flexibility in their work schedules that interests them. Work flexibility is considered as the new-age money, and is eventually given more importance by today’s workers. It is the feature that allows employees to walk their pets anytime they like or drop their kids at school at 8 A.M. These are things that attracted people more now in the wake of the setting of the global pandemic. All of these things can be possible only through a convenient work-from-home or a flexible hybrid model of work. Therefore, people now want employers who respect their time and flexibility.
Lack of recognition
Employees work day and night for the offices of both large companies and startups, but they are hardly recognised at the day’s end. Surveys point out that over 65% of the employees did not receive any kind of recognition at all during the past 2-3 years where they have worked their sweat out for the companies. This lack of recognition was unfortunate for the employees and was recognised only recently, which has driven the great resignation wave across the world.
Poor payouts
It is evident from the study of the great resignation 2021 and the years preceding and succeeding the same that money is not the only thing when it comes to employees and workplaces. However, the salaries of the employees are still a big thing even in these changing times, where we are witnessing the great resignation of 2022. Poor payouts have also been a prominent reason that led to the quitting of many workers and employees globally. Thanks to the rising expenses and global economic breakdown that Covid-19 spurred, the employees ultimately realised how they are deprived of the payment that they deserve.
Increasing focus on long-term goals
The onset of the great resignation can also be viewed as a global shift of the employees’ sight. The employees who worked small gigs, at low payouts, those who worked at jobs they want to change if possible, or all of them who realised that their job markets would soon lose their place, started realising all of them at once. This led the employees to set long-term goals and look for jobs and markets that would be sustainable in the long run. As a result, the employers and the HRs discovered an unusual amount of resignations from the employees.
The growing fear of the Covid-19 disease
The Covid-19 disease can be right termed as one of the scariest diseases witnessed in recent times. Such a disease that made people disabled, killed them in numbers, and made them part with the people close to them, the people they love, is bound to be scary indeed. Yes, the great resignation of India and abroad was a result of the growing fear of the disease too.
Long Covid and its consequences
The Covid-19 disease was terrible indeed, with long-standing effects. Reports have found that the Covid-19 disease is even having long-term consequences that are persisting long after the convalescence period of the disease. Also known as the post-COVID-19 syndrome, post-COVID-19 condition, post-acute sequelae of COVID-19 (PASC), or chronic COVID syndrome (CCS), the long Covid consequences are huge and common among people. Covid-19 has been found to have damaging impacts on nearly every organ of the human body. The respiratory system disorders, cardiovascular issues, metabolic issues, problems in the nervous system, and other neurocognitive disorders are some of the commonly reported problems of Covid survivors that are deterring their ability to work and live.
Due to such a syndrome, many working professionals and others are now reporting fatigue, headache, nausea, shortness of breath, loss of smell, distorted smell, weakness of muscles and bones, low fever, cognitive dysfunction and many other ill-effects, overcoming which is difficult. These have also materialised what we now see as the great resignation period.
Employees did not just shift from their jobs but they transitioned in their careers. Many chose an opposite stream of work with little or no experience. Many switched to freelancing as their way out of the rat race and accepted it as a full-time job. Many people moved back to suburbs (rural areas) from cities to their families. Most of these decisions allowed people to spend more time with their parents or kids and families. It is easily evident that people now would choose ‘life’ more than ‘work’ any day, in their work-life balance model.
The great resignation obviously ruffled the feathers of the employers and made them rethink employment and employee motivation. It was obvious that the old models had to be rethought. Here in this paragraph, we will see some proven tips that have helped employers and will help them in the future to deal with resignation, handle it better and minimize it.
First and foremost, employers have to identify that the threat is more of a qualitative sort. After realising the effect, they need to focus on the cause that rippled into such an effect. After discovering the cause, they should set up strategies to ease the problem, and would eventually try implementing the new solution. It can be anything that fosters retention.
The most common goal can include targeting specific problems first and after targeting these specific problems you can see quick results. This feedback loop that you will create will help build more and more feedback loops, which eventually affect the retention of the whole organisation.
When you go out to search for the root causes, it is important to not fear any depth. Addressing the root cause is in fact the best statistics to solve problems that seem difficult to solve. The path to the root cause often starts with a “why” in the head. There are also a few factors that can help to understand the question of why we are witnessing such numbers of resignations. Let us see what are the prompts that we saw last year, along with the tips that will enhance employee retention in the companies:
Offer proper compensation
Proper compensation is what the employees want but they hardly get it apart from some exceptions in a countable number of industries. Therefore, it is proven that employees today need to be more conscious about what they quote to the employees as their salary and would rather stick to it if they want to lift their retention rates.
Attend the employees always
Employee engagement is really important today, just as customer engagement is needed in all the major industries. Yes, it is true the employees also need proper engagement. Besides, they also face problems, which the employers need to understand and eventually mitigate.
Monitor employees and their performance
The employees’ works and their overall performance need to be looked at and appropriate feedback should be shared with them in a way that they would work on them. Monitoring the work performance and sharing feedback and reviews is not something that employers should rush in because that would make the situation far worse. Instead, the employers and companies need to deal with it systematically and would require professional trainers and quality managers to let the feedback percolate constructively and encouragingly.
Offer decent incentives and recognition
Work incentives are among some of the biggest impetus for the employees. Incentives for the employees can be arranged by the employers/companies, which might be in the form of money or gifts. This will make the employees feel valued and would also help them fight their bad economy or fulfil their requirements, be it at their homes or workplaces.
Make hiring practices strict
The hiring of the employees mainly has a huge say in making them retain. Often we see that such a process is done and wrapped fast. Though this makes the employees turn up for their roles rapidly and fill up the vacant places, it often leads them to nowhere, thereby adding to the great resignation movement. Making the hiring process strict helps employers get deserving employees, who are confident, smart, and hard-working, leading to growth.
Stay transparent
It is an urgent call for transparency globally. Startups and companies lack transparency at all levels, whether it is the salary package, the job role offered or the working hours and incentives. Such lack of transparency not only demotivates the employees but enrages them practically every time. All of these when repeated on more than one or two occasions, leads the employees to lower their productivity and even leave their jobs.
Install a bigger picture
An employee always loves to look up to his/her founder, manager or CEO, here if they fail to realise their work and don’t understand why they are doing it. Moreover, if the employees fail to see the bigger picture/growth of the company, and how they can occupy a central part in it, then it is obvious that they will resign and bring forth the great job resignation again. Bringing up a bigger picture that the manager/founder/CEO is looking forward to, can thus play a crucial role in retaining the employees.
Stay flexible
Flexibility at all points of work is crucial today, in the age post-Covid. In the wake of Covid, attaining flexibility was challenging indeed, but it was during the pandemic phase that we learnt how to be flexible and where we want to be flexible. All of these are certainly life lessons for the employees and others. Therefore, now, if employers and companies refrain from being flexible, then that would certainly cost them their employees.
Extend quality training for new employees
Researchers have suggested that proper training for the newcomers always helps them have a better understanding of their job role and the process overall. This was reduced during the pandemic and the quality of them went dipping all the time. Besides, many organisations have skipped or are skipping training altogether fearing the loss in their revenues after the pandemic. Such things hit their bottom line during the pandemic. It was easy to hire people with less or no experience at all, and then provide them with training in an offline environment but during the pandemic, it was raging difficult. However, with the pandemic almost cornered now, the employees must make a definite training period mandatory for the employees. This will help the new employees understand the work and the flow of it better, and will also help them cope with new environments and people, leading to better productivity and increasing retention rates.
Help employees with their career
Covid-19 has certainly exposed the employees to what they were lacking all the time. This includes their self-evaluation and long-term career goals, which they have done and set, and are wanting to pursue. Extending a career-oriented culture is thus, what can help the companies and employers of today to retain their employees. Apart from the usual work that the employees do, the employers can decide on some knowledge-sharing sessions, and arrange for certifications, degrees, and other opportunities for higher studies, which will help the employees in their careers and beyond.
We all know the uncertainty that the pandemic caused and the effects afterwards. So, it is said that the rising number of resignations could also be a sort of stifled resignation. These resignations were postponed earlier in the pandemic and it was venting out just somewhere in the middle of the consecutive year of 2020 or 2021. It is also likely that these workers may have simply reached a turning or breaking point after months and months of high workings. It can include hiring freezes and other pressures causing them to rethink their work and life goals.
The second thing that the world noticed was the resignation rates in some specific industries. It was noted that the technology and healthcare industries saw the biggest jump in the number of resignations. Both these industries and other industries saw turnover rates that were different than on the usual occasions.
In the manufacturing and finance sectors, resignations actually decreased slightly. In the health sector, the number of people who resigned was 3.6% more than the previous year. In the technology industry, there was an increase of 4.5% from the previous year of the pandemic.
In general, we got to know that the resignation rates were higher among employees who worked in fields that required some experience and more skillsets than others. It is generally assumed that they left their workplaces due to extreme demands and increased workloads that they faced. Yes, burnout was a huge reason for such great resignations.
There are more questions that people can ask themselves. Here we are talking about employers. This new dynamic is a sure challenge for all the employees as well as for the employers. Beginning with it, if you are an employer ask yourself-
Did the productivity of the employee fall during the quarantine?
Do you need employees that work all the time in the office? The nine-to-five culture?
Are you willing and can you afford your employees to work from all or any part of the world? This question addresses the flexibility of work offered.
Employers also have seen one more thing work for the employees. That method is to develop tailored approaches. Personalised approaches can be provided to each and every employee or team can work in that fashion too. It is just a fact about effectiveness.
If you have a marketing department that can work at the same efficiency as before in a remote fashion, then make it remote. Accordingly, identify those departments and teams, and areas of your organisation that can work independently or remotely. This way you can better handle the efficiency of the whole organisation by categorising teams as remote, workspace, and hybrid setups.
The lockdown also has caused much of an attack on the mental health of the employees. An employer should note this down very seriously. Employees were stuck at home and working for the organisation did loads to get things done in time. They had to adapt to their surroundings and they did that. If there was one thing that the pandemic organised to the whole world, it was a sense of missing out. We all suffered from FOMO at some point or the other. Theatres went online, work happened over zoom calls. However, now that the employees are balancing their work and life together and simultaneously, they need now to see a smooth shift back to offices with the least resistance and also a pat on the back.
The U Turn after the Great Resignation
The u turn now after the great resignation is yet another aftermath of Covid-19, together with great resignation. Yes, the “u-turn” is used here to represent u-turn of the employees. This u-turn not only reflects the employees’ inclination to work more and better and join their respective companies but also indicates the will of the employees to go back to their former employers.
Also referred to as ‘infant mortality, the great resignation letters that the companies received earlier, are now turning to join and offer letters for the same companies. The big resignation instilled courage in the employees and made them realise the loopholes and pain points of their offices and work culture, thereby driving them to resign. However, it also forced a large number of employees to join alienated industries, and offices/cultures, the disadvantages of which were felt by them eventually as the Covid-19 slowly receded. This has called the new phase of the great resignation u-turn after a period that showed mass resignations at work. Thus u-turn of the employees after the great resignation phase is anticipated in all of the major industries where a significant number of industries and companies working within them are already getting to witness the same. Though the great resignation continues or will likely be continuing for some more years, many employees would also return to their roots by joining the workplaces that they had to leave during the pandemic. NASSCOM studies reveal that around 90% of the executives expect hirings to remain the same or exceed that of 2021, which is significant indeed and is a major step for the companies to toward seeing more employees and expect a period of growth ahead.
Advice for Companies Shifting to Remote Work
GitLab follows a DRI approach to WFH decisions and it is very uniquely identified by the company. DRI stands for Directly Responsible Individuals. This means, that at the software company, everyone can make a suggestion to the point of discussion, but the person who is actually making the decision can choose whatever he/she wants without having to explain themselves. This ensures that responsibility and decisions are not vanishing at any point in time and it is all over the workspace. Otherwise, there would be just too much work and the responsibility and accountability will be separated.
Despite its many advantages, all-remote work isn’t made for everyone. It can prove to be disadvantageous for many employees depending on their lifestyle and work preferences, and also for their companies. If the arena is different, the rules should bend too.
After all, it is a new dynamic work view. So, the replication of the office experience will lead to turmoil. It is vital to reorganise and recalibrate at this point. It is also important to note that the shift to remote will not happen automatically and rapidly. It is a slow process, where everything needs to be checked twice before relying totally upon it.
Conclusion
The world has seen enough of the pandemic and its side effects. The pandemic was devastating for every one of us and it totally and permanently changed our lives. As our lives get affected, work gets affected too. Pandemic has mixed the two aspects of a person’s life, the work aspect, and the life aspect.
With this mixing, many people are getting a reality check about their lives and how they should be lived. People are reconsidering their life decisions and eventually choosing options that allow them to spend time with their family and with themselves. This has brought the resignations piling and led to huge transitions in the world of companies and startups across the world.
After the great resignation, not only the employees but every workspace is reconsidering their work schedules. It is amazing to witness that change happen on a large scale. This is true for people and for organisations as well.
Modern skilled employees now demand fewer work weeks and more flexible working conditions. This is not something that we can call ‘unfair’. It is just that the pandemic accelerated hope in all directions. We have arrived at a point where everyone has to respect others’ time and energy. This is how we measure life fundamentally. So, neither the great resignation nor the great resignation u-turn is a myth. Though they arrived suddenly on the path of normalcy, they changed and are changing things for good!
FAQs
Who coined the phrase the Great Resignation?
Professor Anthony Klotz coined the term “Great Resignation”. Klotz is a Professor of Management at the Mays Business School at Texas A&M University.
When was the term the great resignation coined?
The great resignation was coined by Anthony Klotz in May 2021.
How many people quit their jobs in 2021?
Over 38 million people have quit their jobs in 2021.
What is great resignation?
The mass resignation that came during and after the Covid19 pandemic is known as the great resignation, where employees from all around the world, across industries, resigned from their offices.
Why is the great resignation happening?
The great resignation that has happened and is happening even now, is due to some common factors and realisations that the employees experienced globally. Some of the main causes that propelled the great resignation in India and abroad are::
Covid-19 and its fear
Lack of proper compensation
Increased work pressure
Long Covid-19 effects
Multiplying burnouts
Distasteful workcultures
Lack of recognition
No incentives or OTs
Stringent leave policies
Lack of flexibilities
Is the great resignation continuing?
Though there is a certain u turn after the great resignation, which many employers are noticing, the great resignation continues, where according to the reports, nearly 86% of the employees may resign in the upcoming 6 months.
What is the great resignation in IT sector in India?
The great resignation unfolded in India and beyond, and affected all the major industries including the IT sector. The great resignation in IT sector in India reveals that all the major IT giants – Wipro, Infosys, TCS, and others saw a significant dip in their attrition rates. While Wipro saw a whooping 22.7% attrition, TCS and Infosys followed, with 15.3% and 22.7% respectively.
The ups and downs in life sometimes make us feel low. But life never stops for anyone, we need to get going. Be it losing a job, or a break-up; negativity always creeps in through the smallest vents. We may need someone to motivate us so we can move on and keep going. So, here we present the list of the top 10 motivational speakers in India.
Now one might ask, what do motivational speakers do? Are they magicians whose words will influence us? The answer is no. But they will encourage you. They will bring the willpower in you to face the challenges. You should have your eyes on these best motivational speakers in India, who might change you and change your thought. Eventually, these motivational speakers can help you change your life.
Instagram Followers: 3.1 Million Facebook Followers: 16 Million YouTube Subscribers: 22.8 Million
One of the most followed motivational speakers in India, Sandeep Maheshwari is very popular among the young generation. He started with his YouTube channel. His channel has 20 million subscribers which makes him the most popular speaker. He was struggling with his career for a long time. Later, he took his example and started his motivational channel. There he started talking about approaches that people might have not thought of before.
Sandeep Maheshwari- Motivational Speaker in India
Sadhguru
Instagram Followers: 8.1 Million Facebook Followers: 5.2 Million YouTube Subscribers: 9.95 Million
Jaggi Vasudev is famously known as ‘Sadhguru’ is the Indian Yogi, whose contribution has impacted millions of lives. He is also the founder of an NGO called ‘Isha Foundation’. He mainly focuses on yoga, education, and the environment. He has been honoured with ‘Padma Vibhushan’ the 2nd highest civilian award of the Republic of India, after the prestigious Bharat Ratna. His books talk about things such as faith, religion, health, and spirituality. He has also been featured in ‘The New York Times Best Seller List’.
He is among some of the best motivational speakers in India. He is followed worldwide which makes him the most followed guru in India. As a public speaker, he has spoken at the UN’s Millennium World Summit, the British parliament’s House of Lords, the MIT, the International Institute for Management Development, and the World Economic Forum. He was invited to numerous universities like Harvard, Columbia, Oxford, the University of Toronto, and many more.
Sadhguru- Motivational Speaker in India
Dr. Vivek Bindra
Instagram Followers: 2.9 Million Facebook Followers: 9.3 Million YouTube Subscribers: 19.1 Million
The CEO and Founder of Bada Business, Dr. Vivek Bindra is one of the best motivational speakers in India. He has 11 million subscribers on YouTube. His videos mainly consist of case studies of different companies. Besides being a motivational speaker, he is also an entrepreneur and leadership trainer. He inspires entrepreneurs as business speakers and business motivators and teaches them leadership qualities. He has written almost 10 books on motivational talks.
Akash Gautam is an Internationally acclaimed Motivational Speaker for Corporate Events, Youth & students. 30+ of the NIFTY-50 Companies in India, the world’s premier-most corporate organizations, TEDx platforms & colleges such as IIMs, IITs, XLRI, SRCC etc. trust him repeatedly.
His Events are ‘Motivation MINUS the Boring Gyaan’. He is a storyteller and his genre is humour & tolerable sarcasm. His training audience is very diverse & includes Miss India contestants, Tihar Jail inmates & IAS officers too. He is a Blogger too & his social media has 300,000+ fans.
A politician, author, and activist, Shiv Khera started his journey as a car washer. Later, he worked as an agent in an insurance company. But now, he is one of the top 10 motivational speakers in India and widely popular abroad. His first book was “You Can Win” which made him the best-selling author. He has also been a part of the movement against caste-based reservation in India.
Shiv Khera – Top Motivational Speakers in India
Gaur Gopal Das
Instagram Followers: 5.2 Million Facebook Followers: 7.1 Million YouTube Subscribers: 4.34 Million
Belongs to an absolutely a different field from others, Gaur Gopal Das is a wonderful motivational speaker. He is highly spiritual, polite and not at all driven by impulses. This life coach has been honoured with the title of “The Ideal Young Spiritual Guru”, by MIT, Pune.
He is also a member of “The International Society of Krishna Consciousness (ISKCON).” His famous book is called “Life’s Amazing Secrets”. He owns a YouTube Channel where he delivers his speeches. He tells wonderful stories that are directly related to life lessons.
Motivational Speaker in India- Gaur Gopal Das
Chetan Bhagat
Instagram Followers: 818K Facebook Followers: 8.2 Million YouTube Subscribers: 577K
The popular writer is also one of the top 10 motivational speakers in India. He has served as a popular columnist for The Times Of India and Dainik Bhaskar. Chetan Bhagat has a unique approach to grabbing the heart of especially the young generation. This is what draws more people and they get mesmerized by the speaker. He made to list of Time magazine’s World’s 100 Most Influential People in 2010.
Chetan Bhagat- Top Motivational Speakers in India
Ujjwal Patni
Instagram Followers: 281K Facebook Followers: 930K YouTube Subscribers: 6.11 Million
Dr. Ujjwal Patni is a Business Speaker as well as a motivational speaker. He has an audience of millions from over 500 companies. Dr Ujjwal Patni has started a venture “Businessjeeto.com” which presents India’s top Business & Life coaching courses in easy Hindi and at low cost. Apart from all these, he is also an author and has released 7 motivational books.
Ujjwal Patni – Top Motivational Speakers in India
Simerjeet Singh
Instagram Followers: 16.7K Facebook Followers: 79K YouTube Subscribers: 1.51 Million
A performance coach as well as a motivational speaker, Simerjeet Singh has achieved his desired goals, overcoming all the hurdles in life. He started from the scratches of being a motivational speaker. He had no prior experience when he started. Now, he is not only among the top 10 motivational speakers in India, but also renowned as an international speaker. He has inspired millions with his more than one thousand programs, keynotes, workshops, and videos.
Top Motivational Speaker in India – Simerjeet Singh
Among the top 10 motivational speakers in India, Priya Kumar is a worldwide famous speaker. She started her career as a motivational speaker under the mentor Dr Niranjan Patel. She became the youngest motivational speaker at just the age of 24. She has also written 9 books until now. With their entertaining and unique style of speaking, she has already made her place in many hearts.
Top Motivational Speaker in India – Simerjeet Singh
Yogesh Chabria started investing from the age of 16, and now has become a huge personality. His childhood was hard as he had to start selling toys at the age of 5. Now, he is the founder of The Happionaire™ Way and also is a member of the Chicken Soup for the Soul. At the age of 21, he held his first seminar. His contributions as a columnist is found in CNBC, Times of India, and even Entrepreneur Magazine are very evident among the people.
Top Motivational Speaker in India – Yogesh Chabria
Conclusion
The challenges in our lives are never-ending, the more we grow up the more intense it becomes. We need to stay steady and fight bravely. So, to get more energy and more optimism, motivational speakers often uplift our spirit which in return helps us in continuing our life and gives us enough motivation to do what we want to do.
FAQs
Who is the No 1 motivational speaker in India?
Sandeep Maheshwari is the most popular motivational speaker in India.
Who are the top 10 motivational speakers in India?
Sandeep Maheshwari
Sadhguru
Dr. Vivek Bindra
Yogesh Chabria
Shiv Khera
Gaur Gopal Das
Simerjeet Singh
Chetan Bhagat
Priya Kumar
Ujjwal Patni
Who is best business motivational speakers in India?
Ujjwal Patni is best business motivational speakers in India.
Trust is considered an important factor in any relationship. Building good relations and trust with clients and employees is a key to success and an effective team. As an effective manager, you are always more concerned about the productivity of the employees, But if your actions show a lack of trust among the employees then they won’t be productive and supportive of your decisions. Faith, belief and trust are important factors for which every business organization should stand for. Here we present the important ways by which you can build trust among your employees:
Investing in the employees is as important as investing in organizational growth. Investing and Nurturing them builds a sense of trust and safety. You can spend a part of your time connecting with them during their training period by better understanding their professional background, strengths, and weaknesses. This helps in the development and personal growth of the employee with the organization. If you start doing so, then this will not only make them develop and grow but it will also make them feel that you trust them. This is because people only invest in areas they trust and believe the most.
Have Strong Moral Principles
A business runs on the business plans, rules and policies of the organization. Similarly, a better human attachment can only run with strong moral principles. If you value people and have strong moral principles, then employees will have faith in the organization. This faith will generate trust among them. But if you don’t value moral principles then there will be more doubts and uncertainties. They will skip a lot of things and may start hiding the things if there lack of moral standards within you and your organization. This can be done either due to fear or doubts, but the outcome doesn’t go well. If the employees start hiding things from the employer, then there will be more threats to the organization.
Be accountable for yourself too
Every mistake or error in business has the same results no matter who does it. As the most senior in the organization, there will be no one to discover your mistakes or errors. But it may be carefully observed by the employees. They won’t tell you about it but it will become a buzz inside the organization. Even they may also follow the same track.
Therefore, whatever rules or system is created, it should be followed by everyone. You also should be accountable for yourself, sometimes you need to accept your mistakes, without any hesitation. The others acknowledge you following the rules and even accepting your own mistakes creates a good working environment. This will make them trust you because you follow a system and don’t break it even when the matters come on you. But if you as the key person don’t be accountable for your own mistakes then employees will lose their trust in the organization this will create chaos in the organization. So it is important to be responsible, accountable for the duties to maintain a work-life balance in the organization.
Understand the goals of employees and be supportive
As the owner of the business, you know how much business goals matter. But on an individual level, you can realize how much your personal goals matter too. Everyone is positively driven, valuing each other work because all are working for their objectives. These goals and objectives matter a lot for everyone and got equal value.
So if the employee goals are well understood by the employer, they help them achieve them. In this way, both the business and employees’ objectives get considered. So, when the employee’s objectives are considered by the employer, then the employees become confident of their goals and work with full dedication. This generates trust among them and they start working more efficiently.
Value their pros and cons in decision making
Employees in decision making
Involving employees in decision-making is very important. Though the decision is finalized by the manager, the collective decisions are more often valuable. So during the company meeting, you as an employer should make employees feel valuable and useful.
You should value their pros and cons in decision making. It may be effective or ineffective, but if you come to value it, it will make them feel important too. This will also show that you trust them and value their decision. So have a small discussion round or clarification on whatever the ideas/points are given by them. This creates a positive environment in the organization.
Accept their Failures
Failures are a part of life and it happens to everyone. Whether it’s a small worker or a big CEO, everybody has gone through a rough patch. There may be times when our employees fail and feel discouraged, But instead of firing them accept their failures and encourage them for their efforts. But if the organization is not supportive of their failure, they will fear failure and won’t try new things.
Their innovation and ideas will stop because of the fear of failure. Failures make people learn and get experience from their mistakes. Encouraging them to try out new things and making sure it’s ok to fail but this shouldn’t make them stop trying out new things creates a safe environment for people to work.
Give them important and valuable tasks
Give them important and valuable tasks
Sometimes, it is important to assign important tasks or roles to employees which are above their job roles. This will also make them feel valued and they will witness themselves as trusted in the eyes of their manager. And not only that, but it also prepares them to perform a higher standard job than their current position. This gives them experience as well as practice for their upcoming promotion.
Conclusion
Building trust among the employees is the main key to success in the business world. For an organization to succeed employees play a huge part. Good work and a supportive environment help employees to experiment on their work and achieve great results. Building trust helps in an effective team and work environment.
It’s important to stay positive at work. If you stay positive at work, it increases your productivity and creates a healthy environment for everybody around you. Not just you, everyone meets with so many challenges during work but if one is not careful, work-related stress might arise resulting in mental and physical problems. Soon it will also affect people around you.
According to a report, 80% of workers feel stress on the job. Getting fired is easy as no one can cope with a stressed guy. In that situation remaining stay positive is the key to success. Make colleagues around you happy and can guarantee job security. Here are some of the tips you need to observe in order to stay positive at work.
Staying organized means you will manage and achieve your duties on time. Be creative in your work and divide heavy work into small manageable tasks. Engage people to brainstorm and get ideas. Stay positive and identify your strength. Disorganization becomes overwhelming hence reducing your motivation to work brings dissatisfaction and sometimes drives away your confidence.
Organize Daily Task
Get a break
Normally, in a day we work for 8 good hours. It is not healthy to work continuously because our minds get exhausted. Instead, take a break from your desk, walk outside either to get fresh air or cold water. It is very easy for your mind to wear out and chances of losing focus are very high. Motivation also goes down. When mind refreshes, we can work productively and stay positive.
Avoid Carrying Work at Home
There is time for everything. After spending eight hours at work, we need time for ourselves and our families after work. You are very likely to lose morale of going to work the following day if we continue carrying office work back at home. We should create time for our hobbies. Whatever task you did not complete that day, it is always advisable to prioritize it the following morning. Our minds are programmed to work in a certain manner.
Establish a Cordial Relationship with Co-workers
Relationships are very important as we need each other at work and even outside the working environment. It promotes efficiency and work become easy when your relationship is good with colleagues. You will always have somewhere to run to and get support when you are in need. Stress levels realistically will go down and you will stay positive.
Be a Team Member
Team Member
Avoid being rigid and selfish with your ideas. Avail yourself to support your colleagues in their jobs. Dot let them ask for your assistance. Create an opportunity to know what other people are doing, give them your skills and probably once they understand, they will not bother you anymore. They will give you ample time to do your stuff.
Volunteer to Take Up Tasks
Some employees lose focus when they take volunteer jobs as a bother. Gain more experience from every work you do. Take up tasks by yourself instead of waiting to be assigned. Opportunities might by-pass you. Remember, most of the time voluntary work is more recognized. Who knows? Your boss might decide to consider you for opportunities that may arise or get promoted.
Concentrate on One Task at a Time
I know one of the strengths employee’s looks is the ability to multi-task. Yes, it is good, but you need to work on one task at a time. This way, you can’t get confused or afford to lose focus. You might take up several tasks and fail to complete them which is a waste of time.
Definitely, we can’t be perfect all the time. Sometimes we make mistakes like typo errors or slip verbally in meetings. Whatever you did wrong cannot stick to people’s mind forever, admit, learn, correct and move on. Aim to improve and people will not remember the mistakes anymore.
Keep Personal Problems to Yourself
Life is full of problems. When we have personal issues, we tend to extend them in our place of work. This diverts our attention and start behaving funny and unbearably at work. This can hinder your productivity for the day.
Appreciate Your Accomplishments
It is important and healthy to appreciate yourself when you bring any task to accomplish. Sometimes it is not a waste of money to take you for a treat. This makes you proud and encourages you to do more and more. Let opportunities look for you only to stay positive at work.
Be aware of the good things in your life. Push yourself to do more each day. Describe yourself and your life with positive words. Surround yourself with positive people.
What are examples of positive attitudes?
For example, positive attitudes can include:
It is looking adversity in the eye and laughing
Getting what you get, and not pitching a fit
Enjoying the unexpected, even when it’s not what you wanted originally
Workplace safety has been and continues to be a hot topic of conversation this year. Certainly, there are some extra measures which are appropriate in light of the new threat of Covid-19. However, workplace safety is never something to be overlooked or ignored because it’s important to provide it for all employees.
In this article, we provide some answers for companies wondering how they can improve workplace safety sufficiently when reopening their doors to employees, customers, or both.
Let’s address the priority threat concerning health and safety at present: Covid-19. The CDC has released guidance including a centralized page for business owners and managers to review. There’s also an OSHA PDF file here that includes specific suggestions from the CDC to assist business owners about how to keep staff safe from Covid-19. It is not a change in the safety regulations, but instead an instructive guide which is well worth reading cover-to-cover.
The risk of Covid-19 is from exposure to SARS-CoV-2. This comes from touching infected surfaces or breathing in infected droplets in the air.
Covid19 safety protocols
Safety Suggestions
The way to stay safer from Covid-19 largely depends on the type of work being conducted, where it’s being delivered, and whom the employees will come into contact with. By examining these factors, lead managers can determine what appropriate measures should be taken.
Office Workers
Office workers, for the most part, are mostly concerned with each other. However, they do go back to their homes which may be shared with others who in turn meet a different set of people for their work too. Add in regular shopping and other necessary trips outside, and the risk can exponentially grow. Therefore, just being in an office doesn’t automatically keep employees safe.
For many companies, the best advice is to have employees work remotely from home and provide technology services necessary to facilitate this. For instance, companies may choose to pay for an upgrade to an employee’s internet connection to improve their ability to participate in video conferences rather than leaving the employee with this new financial burden.
By reducing the number of employees coming into the office, the risk of exposure is reduced dramatically. It also avoids the potential for an infection to spread quickly across the office. Keeping at least six feet away from other employees is a good idea. It may be necessary to spread desks out to avoid closer contact. When this isn’t possible, wearing a face mask is advisable when social distancing isn’t consistently possible. Also, include hand sanitizers and regularly wipe all surfaces down with disinfectant.
Warehouse Employees
Warehouse employees are more likely to come into contact with both employees and outside visitors making either deliveries or collections. These kinds of people come into contact with numerous others every workday and offer a higher potential of being infected with Covid-19. Therefore, it’s necessary for any staff working at the warehouse to wear a face mask to avoid the risk of infection.
Even when the only people present in the warehouse are employees of the company, wearing a face mask is probably advisable to minimize risk factors.
Restaurant Staff
In the hospitality industry, the staff comes into contact with many different customers every day. This makes it particularly challenging to avoid potential infections.
Plexiglass or other see-through protective screens can separate diners from one another, and from the serving staff too. The place where the final bill is paid should have a protective separator between the staff and the customer. Also, separators between the serving area or open kitchen and customers must be erected to prevent the transference of infected droplets in the air.
When restaurants are required to close to diners but may offer a takeout service, then this must be provided using appropriate safety protocol to keep staff safe from Covid. Face masks, hand sanitizers, and wiping surfaces down is necessary too.
Employees can receive temperature monitoring checks upon arriving at the office, warehouse, retail store, or another workplace. Staff performing the testing should always be wearing personal protective equipment to ensure they’re not put at additional risk carrying out this necessary task.
Testing using a mobile hand-held device to digitally check for elevated temperatures is a first phase to protect against people who may have an infection but do not yet have other obvious or visible symptoms.
Quarantining staff when they show signs of possible infection is necessary. The company must then arrange to cover their position in their absence which is likely to be at least 14 days.
Safety Meeting With Staf
Many employees will be dismayed by the ongoing situation with Covid-19. They have also received a confusing array of conflicting information in the media over the months that this has unfolded.
It is therefore especially useful to conduct a safety meeting with staff – either virtually or in-person – to establish the risk and the processes set in place to protect them against it. For staff who have previously attended such a meeting, then this will provide some quick reminders. Doing so still has value because it’s easy to know the safety protocols, become accustomed to them, and then get relaxed about them without meaning to.
Re-opening After a Closure
In a situation where the business was temporarily closed or the premises (office, warehouse, restaurant, store, etc.) shuttered due to Covid-19, there are steps to follow before reopening.
Certainly, to get back up and running, follow the guidance provided by the government on how businesses should proceed. There is a Federal Small Business support option, but assistance is apparently slower to materialize than hoped by many looking for it.
Regardless of what may have been heard, the CDC is a highly knowledgeable agency with a long history of dealing with infectious diseases. Their advice should be followed and can be trusted.
Create a Covid- 19 Response Plan
Every business needs to create its own Covid-19 response plan. This is a plan that staff must follow when someone is believed to be infected or is exhibiting symptoms like a high temperature.
The plan must be available throughout the premises and digitally available too. Furthermore, staff must be provided this information and given time to familiarize themselves with it. Not knowing is simply not good enough. Every employee has a duty of care to other staff members and customers, just as much as the company does to them.
For staff who still work at the business premises rather than virtually, they are still responsible for the other aspects of health and safety. Just because there’s a greater degree of focus and caution surrounding the current virus, people must still stay safe in other respects too.
Conclusion
Therefore, a reminder about basic safety measures such as not running on the premises, cleaning up any spills immediately, not putting tripping hazards on the floor, and other measures remain important to avoid accidents. Hospitals have enough to manage currently – they don’t need unnecessary injuries to handle too.
Improving the workplace and the measures taken to do so has taken a different turn in 2021. Certainly, a range of new steps is necessary to ensure the health and safety of employees (and customers alike). These include temperature checks, social distancing, face masks, hand sanitizers, and others measures. However, general safety at the workplace should not be ignored. That still matters for employees who are on-site and cannot work from home.
Do you think that you are working more for the price you are being paid? Do you see other people in your work stream getting more money than you? Well, then it might be a time to ask for raise. If you have been a good employee, chances are that you will Get a Raise in Your Job pretty quickly. But these are some tips to Get a Raise at Your Job.
Have a strong case
The biggest mistake you will do is to tell your boss that people in the other companies doing the same work as you are getting paid more than you. Believe me, you will not get a Raise in Your Job and also the boss might tell you to go work for these people only. Every company has a different pay standard. What you can do instead is that you can tell them about the work you are doing and that you have done. Tell them how you have been benefiting the company and how much work you are putting in. Just try not to sound arrogant. Arrogance will take you now hear. Also, you need to tell them what you plan to do I’m the future if you get this raise. How will your work become better and help the company? If they are still. My satisfied then you can look for other jobs paying you. Better.
Research and know the exact number
Research – How to get raise in your job
This might sound a little obvious but this is very important to Get a Raise in Your Job. Do not ask for an unrealistic amount of raise, this will not only get your request cancelled but will also make you look bad in front of your boss. So do some research and come out with the exact amount you want as a raise. Check your companies’ policies on giving raise. If your company has a policy of 5% then you might ask for 10% so that you have the space to negotiate. But increasing tip a whopping 50% would be totally wrong.
Timing matters a lot when putting a raise request. You need to find a suitable time to bring this up. If your company has had a loss period or the work pressure is extremely high, this is not the time to ask for a raise. If you do then you will get rejected. Ask for a raise when the time is right. After a review session or after a profitable quarter.
Do not complain
It’s a rat race outside and people are dying to get your job. So telling your boss that you have been doing so much work or you are handling two people’s jobs is going to tick him off. Also, do not complain about how things like you have not got a raise in a long time and you want it now. Complaining can stick your employer off and you might not get a raise.
This might sound a little weird but let me explain. If you quote the number first it might look rude. So let your employees tell you how much raise they want to give you. This number might even be bigger than you had quoted, so this might turn profitable to you. But generally, your boss will give you the lowest number possible and you can give him the highest number possible so you have the chance to negotiate.
Personal and professional life is set different for a reason. Do not bring in your personal problems like your home issues as the reason for getting a raise. The company is not responsible for how your family is brought up. So make your raise request on the basis of the reason, not sympathy. Also, it is never advisable to threaten your employer. Telling them that you will leave if you don’t get a raise is literally the worst thing you can do for your own career. Chances are that they would actually tell you to leave and find someone to replace you in no time. But you will have a bad review from the company and it might take you a lot of time to find a job. Something is better than nothing.
Baishali Das Adhikari
