Dear Sylvia:Our department lost an employee and we are drowning in overwhelm! Help!

Dear Sylvia,

My company has cut back and our department lost one employee. Although my supervisor and other administrators know we cannot provide the same level of support and do everything that was done before, they still seem to be holding us to the same expectations they had when there were six employees instead of five. I have talked to them several times and explained we are all working extra and doing more than ever but still can’t keep up with the large workload and new initiatives. My department is drowning in overwhelm. How can I make them understand and adjust their expectations or provide additional help?

Dear Frustrated and Overwhelmed:

The situation you describe is both extremely common and challenging. Unfortunately, the economic crisis and slow recovery over the last three years has served as the catalyst for dramatic change in most companies across the nation. These dramatic changes have increased the stress experienced by millions of employees. While there are no easy answers to this problem, I think seeking clarity about your work-related priorities is essential. Because there are only so many hours in a day, I recommend that you engage your direct supervisor in conversation about what he/she sees as YOUR top five priorities, for example. Once you are clear about them (preferably in ranked order), you can organize your time in alignment with those priorities. Focusing on the identified priorities can help to reduce feelings of overwhelm, allowing you to be more productive in the long run. Although administrators/managers may want the work to flow as seamlessly as it once did, the reality of our times does not permit that. Trying to function as if you had more employees than you do sets all of you up for burnout. A plan for coping must be made.

My second recommendation is that you look for specific ways to nurture and care for yourself in the midst of this chronic stress. Schedule half an hour into each day when you do something just for you.

You must build it into your calendar or it won’t happen. Your body, mind, emotions, and spirit need refreshment on a regular basis or you risk getting sick. These half hour periods may revive your energy, boost your motivation, and prevent you from sinking into a low level depression that will detract from your quality of life. Figure out what makes you feel good–even temporarily–and give yourself permission to experience them. I am not talking about buying expensive items that don’t provide long-term relief but rather reading an inspirational story, walking around the block, calling a friend, enjoying a chair massage, eating an ice cream cone, taking a bath. These kinds of things seem small, but if you treat yourself to one of them daily, they have the power to make a significant impact on your overall health, contentment, and wellbeing.

–Sylvia

Do you have a business question? Send your questions via email at dearsylvia@launchinglives.biz or by mail to 4902 Carlisle Pike, PMB 297, Mechanicsburg, PA 17050. Limit one question per person, please!

Constructive, Not Destructive: Tips for Handling Criticism in the Workplace

Receiving and delivering criticism can be a tense process if not handled properly by both the supervisor and the employee. However, teams that take a mature, team-oriented approach to criticism are much more likely to deliver excellent results in terms of individual growth and the success of the company. How teams deal with delivering and handling criticism makes the difference in whether the process becomes constructive or destructive.

To the manager

Here are a few suggestions for managers when delivering feedback to their employees:

• Focus on behavior rather than personality. It’s easier for people to respond to feedback positively when it related to “what they do” rather than “who they are.”
• Avoid taking ownership of an employee’s emotional response. No matter how skilled managers are at delivering feedback, some employees will almost always have a negative reaction.

• Practice what you preach. If you want your team to handle criticism properly, you must set a good example when receiving criticism of the company or your management style.

For more information about how managers can help employees use feedback to improve performance, watch this video.

To the employee

Here are a few suggestions for dealing with feedback from a manager or supervisor:

• Keep your temper in check. No one responds well to feedback when they are angry or upset. Do not automatically retreat to the negative side of the conversation. Instead, use it as an opportunity to improve your future performance.
• Objectively listen to the criticism and take active steps to improve your performance. Identify the specific areas that your manager wants to address and set specific goals to achieve.

• Check in with your boss after a period of time to make sure the steps you have taken are making a difference.

No one likes to be criticized, and even though you may have a boss who is quick to deliver negative feedback, delivering criticism is not fun either. By taking a level-headed, team approach to using feedback to improve performance, your company and your team will be more empowered to meet its full potential.