If you’re challenged by employee motivation, engagement, or retention problems, this article is a must-read. Traditional employee motivation and recognition programs fail because companies and managers don’t understand Motivation 101.

Humans crave genuine appreciation and recognition. Since we’re all connected to each other, we immediately sense insincerity.

Token gestures backfire with the kick of a clogged exhaust pipe. I was once hired to extinguish a nasty internal combustion caused when managers gave out free Happy Meal Coupons designed for kids to exhausted, angry adult workers who longed for time off with their families.

KEYS TO CRITICAL CONNECTIONS

Prevention

It’s always the best cure. Heartfelt appreciation for good work — especially when a “Thank you” is spontaneous — is extraordinarily effective. Gratitude carries a price tag of zero. Studies show that people who give a sincere compliment also boost their own self-esteem.

Constructive coaching

Many clients say one of their biggest challenges is to minimize employee feelings of rejection during performance reviews. This sad fact prompted us to add a special field test during the National Happiness at Work Studies. After completing the interviews with over 650 employees and managers in 21 diverse organizations, we returned to field test what worked. It’s a relief to share a few of the proven strategies with you right now.

Build a positive feedback loop

This is a key component of every professional development program we implement. We begin with core groups of employees. Humor is an essential tool, whether we use “laughter yoga” or a technique like the one described below.

__________________________________________________________________________________________________

As employees of Division 11 entered the training room, they randomly drew an item from a large bucket. Whether the object was a hat, costume, or a work tool, it was labeled with the name of the job it represented.

Employees took turns—often interrupted by chuckles and howls—explaining what they thought they would find most enjoyable and most annoying about someone else’s job.

A survey the next claritin online pharmacy week determined that the exercise had created three important changes. A new understanding had made employees more compassionate regarding individuals they had previously disliked. They were also more aware of other workers’ strengths and challenges. Employees who had previously felt misunderstood and isolated reported they felt more connected to other workers.

____________________________________________________________________________________________________

This was only a small piece of a dynamic, systematic training program we designed to enhance employee motivation and decrease employee retention problems. The employee motivation surveys we conducted proved that dramatic progress happened when we designed and asked “Empowering Questions” that made the process fun as well as meaningful.

ALIENATION AND ANGER AT WORK

What’s bad for the bee is bad for the hive. The current epidemic of workplace negativity is evidence that too many workers feel de-valued or alienated.

Anger and anxiety are symptoms of unmet needs, including a hunger for authentic relationships. Let’s face it. We all want to feel that we’re an essential member of a reference group. Centuries ago, as the human brain evolved, its chemical structure guaranteed survival of the species by programming us to crave meaningful connections with other people. We’re also hardwired to feel anxious when we’re rejected or isolated.

In spite of the innate human desire to bond with others, it’s difficult for many individuals to maintain a secure place within a familiar social group in today’s hurried, transient world. The attention of friends and loved ones is constantly drained by competing pressures such as mandatory overtime, shift work, and geographic mobility.

CONNECTIONS CURE

In the National Happiness at Work Studies, employees who felt valued by other people made comments like:

“Work is a safe place. There’s a purpose for the work I do, so my life has more meaning. I don’t have to prod myself to go to work. How do I motivate myself? When an assignment spotlights my talents, there’s no ‘have-to’.”

Human relationships rule just about every facet of our lives. That’s way my team constantly demonstrates real-life examples of how other companies and employees across the world have gained great benefits from healthy connections.

WHAT WORKS

Below are some of our guidelines when we work with clients.

• Structure constructive coaching and positive feedback programs that create intrinsic employee motivation.

• Establish internal job exchange programs that feed job satisfaction.

• Initiate formal company programs in which CEOs and employees give back to the community. (According to research, this increases employee productivity and loyalty.)

• Use play and humor as connectors.

• Initiate peer mentoring programs.

• Ensure confidential, timely behavioral health services.

• Value the truth and seek open communication, even when the content will provoke anxiety. Ensure that employees can speak their minds without fear of negative consequences.

• Use humor and the sharing of positive feelings to facilitate employee bonding.

• Train with the brain in mind. Design professional development programs that compensate for the brain’s natural tendency to allow emotions to trample logic.

Visit http://www.FreeJoyOnTheJobEbooks.com and GET YOUR FREE EBOOKS: “Secrets of Happiness at Work,” “Employee Engagement Made Easy,” and “Get the Respect & Appreciation You Deserve Now.” Doris Helge, Ph.D., is an executive coach & a corporate trainer for companies as large as Microsoft.

© 2008. This article was excerpted with permission from “Joy on the Job” by Doris Helge, Ph.D. Permission to reprint this article is granted if the article is in tact, with proper credit given. All reprints must state, “Reprinted with permission by Doris Helge, Ph.D. Originally published in “Joy on the Job,” see http://www.MoreJoyOnTheJob.com © 2008.

When the fish in a stream are dying, biologists don’t attempt to solve the problem by yanking the fish out of the stream, throwing them into a clean fish tank for an hour a day, and then pitching them back into their original ecosystem for the rest of the day.

Instead, they search to discover the cause of the problem and identify real solutions. This includes cleaning up pollution, educating people who use the stream, and securing resources to respond to the challenge. True problem solvers use both common sense and good science.

Because claritin on sale they recognize that the well-being of each fish relates to the health of the total community, they do whatever is necessary to restore the condition of the creek so the fish can thrive.

Regarding workplace negativity, a “no sense, no science” approach is often used. It’s similar to a captain swerving a massive ship just a wee bit after he sights the tip of a giant iceberg straight ahead. A humorous speaker is hired to “lighten up” or motivate jaded and anxious employees. Workers who are openly hostile or disruptive are disciplined or referred to anger management and conflict resolution programs.

Today’s epidemic of negativity at work proves that workplace anger and anxiety are often justifiable responses to unjust workplace conditions. Negativity soars when the surface symptoms of a toxic work environment are attacked but the underlying causes of employee dissatisfaction (e.g., unfair policies and procedures, pay inequities, overwork, and inadequate staffing) continue to fester.

Successful managers are aware that the health, happiness, and prosperity of the entire company is inextricably linked to the well-being of each employee. Because they recognize that success is more likely to result when managers demonstrate high concern for employees as well as productivity, they treat every person with dignity and respect while challenging them to reach their full potential.

The following examples portray the effects of two dramatically different approaches.

AN EXAMPLE THAT MADE EMPLOYEES VOTE “NO” WITH THEIR FEET

Ronald Allen, CEO of Delta Airlines, reacted to financial disaster with a brutal downsizing campaign that chopped about one-third of the airline’s workforce. The deep cuts resulted in a startling decline in customer service ratings that had once been the envy of the industry. Allen was also known for humiliating employees, and a survey revealed that his workers were skeptical, frightened, and hostile. Even though Allen’s actions placed the airline in the black again, a massive exodus of talent occurred as employees resigned, and the board chose not to renew Allen’s contract.

WHAT YOU WANT TO DO NOW

On the other hand, when Gerald Grinstein took the helm of an ailing company (Western Airlines), he spent hundreds of hours in cockpits, behind check-in counters, and in the baggage-handling pits. He got to know his employees and genuinely listened to their concerns. His impressive ability to establish rapport became invaluable. He convinced employees to agree to concessions on work rules and to take pay cuts with the promise that they would eventually have a larger stake in a healthy company. His actions catapulted the airlines into a solvent position after only two years. In fact, Grinstein sold Western Airlines to Delta for $860 million.

Grinstein’s successes were repeated when he became CEO of another ailing transportation company. Burlington Northern was saddled with $3 billion of debt. To gain employee approval of cost-cutting plans, Grinstein flew a selected group of maintenance workers, administrative professionals, and train crews from all over the country to dine with him at the company’s headquarters. He also rode the railroad’s routes, working and talking with crews. Because he asked for and genuinely listened to the advice of employees, they felt respected and empowered, and both the company and individuals reached peak performance.

PREVENTION IS THE BEST CURE

Most of the causes and costs of workplace frustration, anger, and anxiety can be prevented. In an ideal workplace, employees are internally motivated and self-regulating because they are hired with care, placed in jobs that serve them as well as the company, and supported with the resources required to accomplish their jobs.

When companies treat employees with dignity and make efforts to empower them, employee self-confidence and performance grow.

The best employee motivation strategy is to correct dysfunctional aspects of corporate culture while simultaneously working with individual employees who are angry or anxious.

Successful companies understand Employee Motivation 101. They nurture their workers while achieving their missions.

Below are the key components of a training plan I use when I work with managers and organizations.

KEY FACTORS FOR OVERCOMING WORKPLACE NEGATIVITY

__ Understand that negativity is a symptom of the unmet needs of employees.
__ Identify the root causes of problems.
__ Create a respectful environment in which each individual is valued.
__ Recognize employee accomplishments and facilitate healthy social interactions.
__ Encourage the constructive expression of negative emotions.
__ Provide a safe work environment.
__ Shed one-size-fits-all routines and work hours.
__ Empower employees with change and stress reduction skills.
__ Create a workplace filled with humor, joy, and fun.

Visit http://www.FreeJoyOnTheJobEbooks.com and GET YOUR FREE EBOOKS: “Secrets of Happiness at Work,” “Employee Engagement Made Easy,” and “Get the Respect & Appreciation You Deserve Now.” Doris Helge, Ph.D., is an executive coach & a corporate trainer for companies as large as Microsoft.

© 2008 This article was excerpted with permission from “Joy on the Job” by Doris Helge, Ph.D. Permission to reprint this article is granted if the article is in tact, with proper credit given. All reprints must state, “Reprinted with permission by Doris Helge, Ph.D. Originally published in “Joy on the Job,” http://www.MoreJoyOnTheJob.com .

by Doris Helge, Ph.D.

“Happiness at work” isn’t the name of a fairy tale. It’s a reality for many employees, managers, and entrepreneurs — people just like you. You’ve probably heard that Google employees can wear their pajamas to work and be rewarded with excellent pay, exotic job training, 5 star restaurants, a fun climbing wall, and other perks.

You may be moaning, “But I don’t work at Google!” Great news! You don’t have to work at Happy Time, Inc. to enjoy meaning, fulfillment, and joy at work. Your happiness is never dependent on what a boss, coworker, or client does. You can immediately begin to create a work life packed with productivity, passion, and joy. Here are some quick tips.

FEED YOUR NEEDS. You’re happy at work and you do your best work when your needs are met. Structure your work life so you do more of the tasks that are the most meaningful and fulfilling to you. Identify and communicate your unmet needs in a win-win way. You’ll create a healthy coaching and constructive feedback system.

STRESS YOUR STRENGTHS. Identify and emphasize your strengths. Most people spend far too much time trying to correct, rather than manage, their weaknesses. Joy on the job emerges when you use your talents in ways that express your special abilities and benefit others. You came to Earth fully prepared to make a special contribution that only you can make.

DEVELOP A SIGNATURE STYLE. Since you’re a gift to this planet, identify what’s unique about your personality and talents. Sell the brand called “You.” Develop a signature style that ensures that clients, managers, and coworkers notice your skills and talents. They’ll lavishly reward you for your special contributions.

BE YOUR OWN BOSS (EVEN IF YOU HAVE ANOTHER ONE). Whether you are an entrepreneur or you work for a company, you are the CEO of Your Inner Firm. Be accountable to yourself by doing your best work. Just as effective organizations do, make sure the staff in your organization (you) receive the best possible training. Watch your joy on the job surge with self-initiated education. Use the Internet, mentors, virtual networking, classes, and trade association meetings to create more happiness at work.

SHINE BY SHARING YOUR SPECIAL SKILLS AND TALENTS. Volunteer to mentor someone who’s struggling with an activity you’ve already mastered. This will invariably boost your skills and knowledge. You’ll soon become even more aware of your professional passion and life purpose. Since happiness at work grows when your self-esteem rises, you’ll also enjoy more joy on the job.

You’ve just read a few examples from over 300 ways to create job satisfaction. Over 300 techniques were revealed during the national “Happiness at Work Studies” that led to the book, “Joy on the Job.” Download a sample chapter from the book, “Joy on the Job,” at http://MoreJoyOnTheJoy.com and discover how to make your job a sources of smiles.

Also tell us what teleseminars you want to attend, such as:

__ How to redesign your current job so you shine while you share your special talents
__ Discover how to easily resolve conflicts with “difficult people”
__ Manifest your dream job so you can enjoy work-life balance
__ Be heard and get your needs met at work

Visit http://MoreJoyOnTheJob.com now and get more free tips, podcasts, & special reports. Sign up for the free “Joy On the Job Ezine” and teleseminars. Doris Helge, Ph.D., is a coach, corporate trainer, and speaker. She is author of “Joy on the Job,” “Transforming Pain Into Power,” and other books. Dr. Helge hosts the “More Joy on the Job” radio show. Download sample chapters from Doris’ books at http://www.MoreJoyOnTheJob.com

© 2008. This article was excerpted with permission from “Joy on the Job” by Doris Helge, Ph.D. Permission to reprint is granted by the author as long as the article is left in tact and proper attribution is given.

HOW TO DECREASE EMPLOYEE RETENTION & PRODUCTIVITY PROBLEMS

The next time you hear managers complain they can’t recruit or retain good workers, tell them to hire people with disabilities. When supervisors moan about employee absenteeism, low productivity, or lack of creativity, ask them, “Do you hire people with disabilities?”

From entry level to professional positions, workers with disabilities have fewer job changes and absences than their peers without disabilities.

Employee retention is more important than ever. Labor shortages of up to 10 million workers have been forecast.

Are you concerned about safety, liability, or performance of a worker with a disability? You can breathe a sigh of relief. Safety records of workers with disabilities equal or surpass the records of non-disabled workers.

BOTTOM-LINE REASONS TO BE SOCIALLY RESPONSIBLE

Improve customer loyalty

Companies who hire people with disabilities gain customer loyalty. Local communities support visible efforts to support citizens with disabilities. Maybe you’ll reach the end of your life without having difficulty seeing, hearing, or remembering, but most of us won’t.

When you hire people with disabilities, local support for your business grows rapidly. Many of your customers have invisible disabilities — arthritis, cancer, diabetes, heart trouble, back injuries, etc.

Boost innovation and creativity

Your organization also gains a significant new source of creativity that affects your profit margin. People with disabilities have become master innovators and problem solvers during their interactions with a world that isn’t always user-friendly. People with disabilities will subtly open your eyes to more effective ways to serve all of your customers. Your product line may become more creative.

ARE ACCOMMODATIONS EXPENSIVE?

Are you worried you can’t afford expensive accommodations needed for people with disabilities? Most modifications cost under $500. The majority carry no price tag. It costs nothing to modify a schedule so your new employee can use public transportation. Most business owners can offer flex time at no additional cost.

If sophisticated accommodations are required, financial resources are often available through your state office of vocational rehabilitation.

SUPPORT IS AVAILABLE TO YOU

How to find qualified people

Now that you’re enthusiastic about the benefits you’ll gain and less concerned about potential problems, how can you find qualified people who have disabilities?

If you don’t know where to find local resources, contact the National Business and Disability Council (NBDC) at (516) 465-1519. They have many information services, including the NBDC Yellow Pages. NBDC also provides a National Resume Database so you can identify job applicants with disabilities who have at least two years of college or more or equivalent technical training, verified by an independent source.

Staff training and supervision

NBDC services don’t end with applicant referral. They can help you create a win-win work environment in which all of your staff — including you — feel comfortable and supported. They have the experience you cialis online cyalis need to ensure adequate staff training and accountability.

DO IT FOR YOU

Hire people with disabilities . . . but don’t do it for “them.” Do it because you want to learn more about life from people who have used their challenges to develop their character in ways most of us haven’t yet imagined.

I once directed the American Council on Rural Special Education and co-founded the National Rural Independent Living Network. Because I conducted national research, I was frequently asked to testify to the U.S. Congress. Each time, I struggled to adequately represent a constituency that awed me with their capabilities, no matter what disability label they’d been branded with.

People with disabilities inspire us to achieve our true potential. Christopher Reeve inspired us with his optimism and his determination to make a positive difference in the lives of others. Hire people with disabilities and enjoy more smiles from your employees and customers.

This strategy for joy on the job was identified as part of the “Happiness at Work Factor Studies” that led to the publication of “Joy on the Job.”

Go to http://MoreJoyOnTheJob.com to download free articles so you can boost employee retention and motivation and enjoy more happiness at work. Download free chapters from Dr. Helge’s books and hear “Joy on the Job” podcasts at http://www.JoyOnTheJob.info

Doris Helge, Ph.D. is an executive coach, award-winning speaker, and corporate trainer. She is author of “Joy on the Job,” “Transforming Pain Into Power,” and other books published in many foreign languages.

You may reprint the above article as long as it remains intact and proper attribution is given to Doris Helge, Ph.D. (c) 2008.

Guest Heather Renhard, massage therapist, describes an easy, enjoyable way companies can boost employee morale and loyalty while reducing injuries, disabilities, and worker’s comp costs. Employees and managers enjoy more happiness at work.

Interviewer: Doris Helge, Ph.D., Joy on the Job Radio Show host, http://www.MoreJoyOnTheJob.com

Love at Work? Listen in. Guest Rebecca White is now host of “Heal Yourself Talk Radio” at http://www.HealYourselfTalk.com. White and the “Joy on the Job Coach,” Doris Helge, http://www.MoreJoyOnTheJob.com explore the benefits of following your heart in business and heart-based management.

If you’re contagious, how will it serve anyone for you to share your illness? Can you stay at home today and span the gap with the Internet or a cell phone?

If you feel compelled to drag yourself to the office when you’re feverish and sniffling, take responsibility for what you bring with you. Tell people you aren’t choosing to shake hands because you care about their health. Stay at your own desk when you can, use your own pen or pencil, and distance yourself from others during meetings. Wash your hands often so you don’t subject others to second-hand germs when you touch doorknobs, elevator buttons, and community phones and computers.

Think long term. Your performance is compromised when you’re ill. It usually takes longer to clean up mistakes than to do a job well the first time. Illness usually fades over time, but mistakes can leave a lasting impression.

Whenever possible, avoid going back to work until you’ve had a good night’s rest because it’s much harder for your body to fight a virus when you’re exhausted.

GERMS THAT GO AROUND, COME AROUND

Prevention is always the best cure for illness. We have total control over how often we wash our hands with soap. Lather the soap and scrub under your nails and between your fingers for 15 seconds before rinsing with water.

Use your own pen or pencil so viruses aren’t transmitted to your fingers and then to your face, eyes, or nose. Clean your work area with the intention to eliminate germs. Since a rhinovirus can survive up to three hours, the National Institutes of Health advises cleaning desk surfaces with a disinfectant regularly. Is it a hassle? Not if it means avoiding days sick in bed.

There are many non-toxic cleaning chemicals available now that will keep Mother Earth happy. If you don’t have a health food store near you that carries non-toxic cleaning supplies, you can search the Internet for “green cleaning products.”

PREVENTION, PREVENTION, PREVENTION

Exercise boosts your immune system. Even short stints of exercise will enhance immunity because exercise stimulates antibodies that probe the cells of your body to discover and zap nasty germs. Even a few minutes of exercise will help you gain new energy for the rest of the day.

Don’t postpone exercise just because you can’t find 45 minutes a day for an ideal exercise session. You can spike healthy human growth hormone with as little as 30 seconds of high-intensity exercise. You’ll also create a boost in your metabolism that will last several hours.

Many studies have touted the benefits of drinking green tea to boost your immune system. Scientists have also confirmed the value of homemade chicken soup to reduce inflammation and inhibit mucus production.

If you’re a smoker, ask yourself why. If you don’t smoke, limit your exposure to secondhand smoke.

Remind yourself that you do have time for breakfast because studies have consistently indicated that people who eat a good breakfast are healthier and have more energy.

Love your body. It’s where you live, no matter how far you roam.

(c) 2008

Visit http://www.MoreJoyOnTheJob.com and get more free tips, podcasts, and special reports. Sign up for the free “Joy On the Job Ezine.”

Doris Helge, Ph.D., is an executive coach, corporate trainer, and speaker. She is author of “Joy on the Job,” “Transforming Pain Into Power,” and other books published in many foreign languages. Dr. Helge hosts the “Joy on the Job” radio show and www.JoyOnTheJob.info. Discover how to create more fun and fulfillment at work and boost employee retention.

You may reprint the above article as long as it remains intact and credit is given to Doris Helge, Ph.D.

Do you know anyone who fatigues more easily during the winter months? Is it ever more difficult to get motivated or reach your peak performance during the season of short daylight? Seasonal affective Disorder (SAD) is quite common, particularly in climates with frequent gray skies or short winter days. The surprise is that even people in sunny Florida are sometimes affected by the “Winter Blues” syndrome.

SAD is related to changes in cialis generic pharmacy environmental light, overcast days, or inadequate indoor lighting. SAD is not only related to blue moods. It can create health problems because common symptoms include daytime fatigue, sugar binges, carbohydrate craving, weight gain, lethargy, hopelessness, lack of interest in normal activities, and social withdrawal. Most SAD sufferers hate to get out of bed in the morning because they never feel rested.

None of this produces peak performance or joy on the job. The good news is that the condition can be corrected thoughtfully and fairly inexpensively.

Light therapy has long been considered the ideal treatment for SAD. Full-spectrum bulbs and bulbs with color temperatures between 3000 and 6500 degrees can blast the winter blahs. Some studies have indicated that up to 86% of people affected by winter SAD completely overcome their symptoms when the light bulbs are used consistently.

Flourescent lights have obtained a mixed review. Some people report that fluorescents assist with SAD, but ultraviolet light can damage eyes and skin. Fluorescents can also rob the body of B vitamins, which are essential to our sense of well-being.

I previously directed a national agency located in Washington State, an area with short winter days and overcast skies for months at a time. Staff who were affected by SAD talked openly about the tendency to feel lethargic and be susceptible to the winter blahs. Tardiness and absenteeism increased as winter drug on.

After installing full-spectrum bulbs, we noted a remarkable decrease in irritability and a significant increase in energy for a very minimal cost. Teamwork began to excel. People were much more enthusiastic and they arrived on time. Health care costs declined.

Although SAD is usually discussed with respect to depression, there are also SAD stories related to anger and aggression at work. How can exchanging a colored incandescent bulb for a low-watt light bulb transform a vicious temper into a state of serenity?
A pale purple incandescent bulb can create cheerfulness by mimicking daylight.

Light works for and against us. When it’s direct, glaring, or ultra-bright, it can cause eyestrain and headaches.

Because SAD is related to daylight, it is also helpful to increase outdoor activity, especially on sunny days. Humans weren’t designed to spend all winter in enclosed buildings. Gaining additional natural exposure to sun can significantly elevate energy levels. For these reasons, I encouraged our employees to go outside during breaks and did the same thing myself. Eating a balanced diet can also be immensely helpful in counteracting the tendency toward SAD.

If you are a manager or team leader, observe what happens when you survey your staff before and after directly addressing the common problem of SAD in winter, particularly in northern climates. Increased productivity, teamwork, and greater morale will make you glad you did.

© 2008

Doris Helge, Ph.D. is an executive coach, award-winning speaker, and corporate trainer. She is author of “Joy on the Job,” “Transforming Pain Into Power,” and other books published in many foreign languages. Go to www.MoreJoyOnTheJob.com to download free articles so you boost employee retention and motivation. Download sample chapters from Dr. Helge’s books and hear “Joy on the Job” podcasts that will help you elevate your happiness at work at www.JoyOnTheJob.info
Sign up for the only ezine that focuses on happiness at work, the “Joy on the Job Ezine.”

You can reprint the above article as long as it remains intact and proper attribution is given.
(c) 2008

Managers, employees, and team leaders should all take steps to ensure employee well-being during winter months. Curing seasonal affective syndrome (S.A.D.) or other depression and lethargy tied to a lack of natural light and winter cialis generic overnight conditions has many benefits. Studies show that employee motivation and productivity escalate and healthcare costs decrease. Employee retention also increases.

This is clearly a very win-win approach. Organizations and employees benefit.

Employees, if you are in a position at work where you have to solve SAD without support or awareness of management, you have at least four options. One alternative is home treatment. This means using a light box that delivers 10,000 lux at eye level (with your eyes open and unshielded but not directly staring at the light) for 30-60 minutes. An alternative is to purchase a device like Sphere One Daylight 10,000 to take to work. Light visors are also available for employees who cannot sit for 30 minutes straight and still do their jobs. People who use a Dawn Simulator and program the device to come on before they arise in the morning enjoy a gentle awakening somewhat like sleeping outside and viewing a sunrise.

If you have a stationary work area, you can get permission to have full-spectrum bulbs placed above your space. A third option is to plug in a lamp with a full-spectrum bulb. Full-spectrum bulbs are easy to find on the Internet. (I purchased my own lighting the first time I worked in an inadequately-lit work place and noticed negative effects on my productivity and mood.) I was a little uneasy at first, but soon other employees did the same thing and management realized the benefits were worth the minimal expense.

This brings up option four. Arm yourself with data about the productivity and profit advantages of directly addressing SAD. Present facts to management or the occupational health department where you work because you deserve to be happy at work. The references at the bottom of this article will help you prepare your proposal.

Studies show you can also blast winter blahs by using essential oils.

Quality essential oils can produce profound positive effects. Researchers at Wheeling Jesuit University in Wheeling, West Virginia discovered that specific fragrances can ward off fatigue and reduce anxiety while increasing alertness. Some Japanese companies routinely waft certain scents, such as lemon, through air vents to increase motivation and productivity.

Peppermint and cinnamon enhance mental ability and performance. Peppermint can even mend a bad mood, especially if the emotional state is related to fatigue. Bergamot and rose also lift gloomy spirits.

Cautions:
• Nurturing fragrances are no substitute for deep sleep.
• The results you gain from using essential oils will be related to the quality of the product you use.

Take charge of your own well-being. The side benefits of happiness at work are enormous. Studies show that your productivity, income, and health will be improved. Reports also show that your relationships, both on the joy and at home, will also improve.

In addition to this article, the following will help you get started.

* http://en.wikipedia.org/wiki/Seasonal_affective_disorder
* Rosenthal, Norman (1993). Winter Blues, New York: Guilford Press.
* Rosenthal, N. & Blehar, Mary (1989). Seasonal Affective Disorders and Phototherapy. New York: Guilford Press.
* “Seasonal affective disorder,” National Alliance on Mental Illness, reviewed by Michael Terman, Ph.D., Director, Winter Depression Program, New York State Psychiatric Institute at Columbia University Medical Center, New York City, February, 2004.
* Arnot, Robert, M.D., (2000). The Biology of Success. New York: Little, Brown & Co., pp 134-135.
* Barker S. & Raudenbush B., et al., “Improved performance on clerical tasks associated with administration of peppermint odor,” Perceptual Motor Skills, (2003) Dec; 97(3 Pt 1):1007-10.
* Helge, Doris, (2007). Joy on the Job. Bellingham: Shimoda Publishing.

© 2008

Doris Helge, Ph.D. is an executive coach, award-winning speaker, and corporate trainer. She is author of “Joy on the Job,” “Transforming Pain Into Power,” and other books published in many foreign languages. Go to www.MoreJoyOnTheJob.com to download free articles so you boost employee retention and motivation. Download sample chapters from Dr. Helge’s books and hear “Joy on the Job” podcasts that will help you elevate your happiness at work at www.JoyOnTheJob.info

You can reprint the above article as long as it remains intact and proper attribution is given to Doris Helge, Ph.D. (c) 2008.

© 2005 …. by Doris Helge, Ph.D.

The following material was excerpted with permission from the book, Joy on the Job – Over 365 Ways to Create the Joy and Fulfillment You Deserve, by Doris Helge, Ph.D., © 2005, Shimoda Publishing, shimodapub@mindspring.com.

Any material from this website that you quote, download, or reprint must include the credit line above.

Click here to order Joy on the Job now.

RANDY: When workplace changes push me to the max, I plug away as hard as I can until I finally have to take sick leave.

SANDY: When times are tough at work, I give 100% to myself so I can give 100% at the office.

Self-care is evidence of self-respect, which is essential if you are to experience joy and fulfillment at work. The following tips will help you stay balanced and energized at work.

PAY YOUR BODY FIRST

Be aware of your personal needs. Notice your physiological reactions to potential stressors. Self-awareness can dissipate stress by increasing awareness of your choices.

Maintain your energy level and your ability to concentrate by eating breakfast and a balanced diet. Allow yourself adequate time to sleep. Make sure each day includes at least fifteen minutes of quiet, reflective time. (Deep breathing and meditation reduce stress while providing clarity.) Avoid too much caffeine, alcohol, white flour, and sugar. They cause fatigue, irritability, poor concentration, and mood swings.

Drink about sixty-four ounces of clean water a day. Most people cialis generic online live in a chronic state of dehydration. Unfortunately, they are not aware of it and interpret their body’s cries for water as hunger. They eat more and feel fatigued or irritable. Juices, coffee, and soda do not provide the same benefits as water.

MAINTAIN BALANCE

Achieve a sense of stability by setting appropriate boundaries. Rotate periods of intense challenges with recuperation. Take mini-breaks during your workday. Use the breathing and other tools throughout this book to help you de-stress.

Steer clear of rumors and gossip, both of which contribute to stress. Instead, depend on your intuition, which is much more reliable.

Value yourself enough to set limits, prioritize what is important, and ignore what is trivial. Postpone nonessential decisions during periods of high stress. Continue to be aware of what you cannot control. Focus your energy in ways that will serve you in the long term. When it is vacation time, love yourself enough to relax instead of taking a “working vacation”.

BE TRUE TO YOURSELF

Know who you are. Live your values, passion, and life purpose. No matter how beneficial some aspects of a potential change may be, you will not be happy if you violate your values.

Authentically express your talents and your individuality at work. Constructively express your emotions.

Set goals that will benefit you personally as well as professionally and are consistent with your values and life purpose. Then set realistic objectives by breaking your goals into manageable pieces. Reward yourself as you make progress.

BECOME A SUPPORTER

Be your own best support system by believing in yourself. When you feel overwhelmed, remind yourself of your capabilities by reflecting on the results of the “Been There, Done That” exercise or reviewing past positive evaluations concerning your performance.

Remind yourself that challenges are an essential key to enhancing your self-esteem. Maintain your determination to stretch and grow. Physically remind yourself of your intention by holding your body in an erect position when sitting and walking.

LIGHTEN UP

Whenever possible, incorporate humor, fun, and creativity into your workday. Post a note to yourself to maintain an attitude of gratitude.

After work, watch funny movies, visit a toy store, or play with children. Allow kids to inspire you by watching how open-minded and curious they are when exploring change and challenges.

THRIVE WHEN FACED WITH TOXINS

As the exercise below indicates, you can thrive even if you work in a toxic corporate culture. One of the most glowing examples of one’s ability to radiate a calm presence in the midst of chaos was discovered in an organization where rumors were plentiful about the details of an upcoming merger. It was clear that facts would continue to be scarce until the board of directors met again. The environment was tense, and most employees were fearful and irritable. However, a number of employees maintained a state of peaceful composure. Their secrets are described below.

RELY ON THE ONE PERSON WHO IS RESPONSIBLE

“Your future depends on many things, but mostly on you.” –.Frank Tyger

In the end, you are all you’ve got. You are not only responsible for your own happiness at work, you are responsible for taking excellent care of your most important work tools-your body, mind, and spirit.

Don’t waste energy feeling guilty about taking care of yourself. Your performance will significantly improve with self-nurturing. On the other hand, everyone concerned will lose if you consistently allow self-discipline to outbalance self-care.

(c) 2007

You may reprint this article as long as it is left in tact and proper attribution is given. Contact: Doris@MoreJobOnTheJob.com

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