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In the realm of work, procrastination is a widespread and detrimental practice where individuals needlessly delay addressing their professional obligations. Its prevalence poses significant challenges for both the procrastinators themselves and their employers. This article gives a clear and helpful overview of how to overcome workplace procrastination. It starts by sharing examples, details, and facts about this issue. Then, it explains why people procrastinate at work and offers practical tips for employees who want to stop procrastinating and for employers who want to reduce procrastination among their staff. Examples of workplace procrastination There are several examples of workplace procrastination that can occur: Engaging in distracting activities One common example is when an employee chooses to watch funny videos on the internet instead of focusing on an important project that requires their attention. Prioritizing trivial tasks Another form of workplace procrastination is when an individual keeps delaying the completion of a crucial report by indulging in less significant work-related tasks. For instance, they might spend their time reading unimportant emails instead of dedicating their efforts to the report. Non-work-related presenteeism Workplace procrastination is often associated with non-work-related presenteeism, which refers to employees engaging in personal activities rather than work-related tasks during their work hours. An illustration of this type of procrastination would be an employee shopping online for personal items instead of fulfilling their work responsibilities. These examples highlight the various ways in which workplace procrastination can manifest, demonstrating the importance of addressing and managing these behaviors in order to maintain productivity and efficiency in the workplace. Negative Impacts of Workplace Procrastination Workplace procrastination poses several dangers that can have detrimental effects on both employees and employers. Let’s examine these impacts in detail: Effects on Employees Effects on Employers Effects on Team Collaboration Effects on Organization Reasons Why People Procrastinate at Work The common causes of workplace procrastination can be outlined as follows: Exhaustion and Anxiety People often procrastinate at work due to exhaustion and anxiety overpowering their self-control and motivation. This includes personal factors like fear and task aversion, as well as situational factors such as distractions and lack of support. Reliance on Self-Control and Motivation When individuals need to complete their work, they primarily rely on self-control to push themselves to take action. Motivation can also play a role in supporting their self-control, enabling them to meet deadlines. Vague Tasks & Unclear Instructions When tasks are not clearly defined, it becomes difficult to take action and meet expectations. Similarly, unclear instructions create confusion and make it challenging to know what needs to be done. Seeking clear instructions and specific task definitions is essential to overcome these obstacles and improve productivity. Chronic Procrastination Some individuals struggle with chronic procrastination, even when they possess the necessary motivation and desire to complete their work. This behavior persists due to the overpowering influence of issues like exhaustion and anxiety. Eventually, increased motivation, often in the form of stressful pressure, prompts them to take action right before deadlines. Other Causes of Workplace Procrastination Physical and Mental Health Issues Procrastination can also be influenced by underlying physical and mental health conditions. Lack of sleep, ADHD, and depression are examples of such conditions. For instance, shift workers who experience poor sleep or insufficient sleep often procrastinate more, especially if their work schedule clashes with their preferred sleep-wake cycle (chronotype). Strategies to Beat Procrastination at Work If you struggle with procrastination at work, don’t worry. There are simple techniques you can use to overcome this habit and become more productive. By making small changes to your environment, mindset, and approach, you can overcome procrastination and achieve your goals. Let’s explore these strategies together. Improve Your Planning Optimize Your Environment Adjust Your Approach Boost Your Motivation Cultivate a Productive Mindset Strategies for Reducing Employee Procrastination When it comes to tackling employee procrastination in the workplace, there are several effective strategies that can be employed. By implementing these approaches, organizations can foster a more productive and focused work environment. Here are three key methods to consider in order to overcome procrastination: Management-Led Approach In this approach, managers take the lead in helping employees overcome procrastination by creating a work environment that specifically addresses this challenge. They employ relevant techniques without necessarily involving employees in the decision-making process. For instance, managers can set clear and specific goals for employees, along with intermediate deadlines. Although the purpose behind these goals and deadlines may not be explicitly explained as a means to reduce procrastination, their implementation can effectively address the issue. Employee-Led Approach In this approach, managers take the lead in helping employees overcome procrastination by creating a work environment that specifically addresses this challenge. Managers can play a minimal role by simply acknowledging the problem of procrastination and providing employees with resources, such as a guide or relevant information, to help them tackle the issue independently. This approach empowers employees to find their own solutions and take ownership of their productivity. Joint Approach The joint approach involves a collaborative effort between management and employees to overcome procrastination. Managers not only provide guidance and support but also encourage employees to actively participate in reducing their procrastination habits. For example, managers can explain the benefits of setting intermediate deadlines to avoid procrastination and then encourage employees to establish such deadlines for themselves. In this approach, managers are available to assist employees as needed, fostering a sense of shared responsibility and accountability. By considering these different approaches, organizations can find the most suitable strategy for reducing employee procrastination, leading to increased productivity and efficiency in the workplace. Conclusion If you find yourself struggling with workplace procrastination, it is essential to recognize the detrimental effects it can have on your job performance, salary, employment longevity, and overall well-being. The examples provided illustrate various forms of procrastination and emphasize the importance of taking proactive steps to address and overcome this habit. By implementing strategies such as setting clear goals, minimizing distractions, adjusting your approach, and cultivating a productive mindset, you can break free from the

Unlocking the secret to a highly motivated and engaged workforce is every employer’s dream. In today’s competitive job market, attracting and keeping talented employees is no easy task. Offering competitive salaries alone is not enough. To truly cultivate a motivated and engaged workforce, employers must understand the importance of providing additional benefits. In this guide, we will explore the impact of these added benefits on employee satisfaction, productivity, and loyalty. Get ready to uncover the key to unlocking a thriving workforce like never before. Base Benefits Compensation is a basic right for employees, but the same can be said for benefits. Benefits encompass a wide range of offerings that contribute to an employee’s overall well-being. In the Philippines, these include Pag-IBIG, PhilHealth, and SSS. Regardless of their pay range, every employee should be entitled to these benefits, whether they earn above the minimum wage or work in informal economies. Additionally, employees should have one day off for every week of work and accumulate five days of leave for every year of service, as mandated by law. Improved Base Benefits While base benefits provide some level of security for employees, they may not always be sufficient to ensure their comfort. More competitive companies offer perks that go beyond government mandates. For example, in addition to PhilHealth, desirable companies provide health cards and insurance coverage. Many organizations also grant 15 days of paid vacation and sick leave per year. Passive Benefits There are numerous employee perks that often go unnoticed but can be crucial in determining whether an employee joins or remains with a company. These so-called “passive” benefits primarily revolve around work setups that serve as additional perks for employees. Remote work is a prime example, as it allows employees to enjoy more personal time outside of work and eliminates commuting or lodging expenses. Other passive benefits include flexible work arrangements, such as flexi-schedules, and productivity-based work that empowers employees to better manage their time and energy. Financial Benefits While salary is undoubtedly important in any employer-employee relationship, companies will find that providing a financial privilege to employees can significantly improve talent retention.  Some companies offer employees the opportunity to invest in company shares to grow their wealth. Another effective strategy is to provide savings and retirement plans. Financial assistance programs also help employees feel valued, particularly during times of crisis. Growth Benefits One area where larger companies may fall short is providing opportunities for growth. However, professional growth does not solely mean promotions. Underrated growth benefits include offering free enrichment and training programs. They become even more valuable to employees when accompanied by recognition and certifications that are widely recognized. Quality of Life Benefits Personalized perks can greatly enhance an employee’s quality of life, both at home and at work. Programs that provide employees with home conveniences, such as telecom and rice allowances, transport allowances, and subsidies for clothing and gadgets, can significantly improve their overall well-being. By introducing efficient workplace systems, like a payroll system for the HR department, employees can concentrate on their key skills rather than repetitive tasks. This helps reduce monotony and enables the team to prioritize employee well-being. Additionally, a comprehensive employee self-service (ESS) platform enhances all employees by simplifying processes like leave requests, tracking remaining leave credits, and accessing pay slips. Conclusion Employee benefits are the cornerstone of a successful employer-employee relationship in the Philippines. By acknowledging the importance of these benefits and tailoring them to meet employees’ unique needs and values, companies can attract, retain, and engage top talent. Investing in employee benefits not only contributes to individual well-being but also drives organizational success and growth. To improve your company’s employee quality of work-life, consider adding a new benefit today. SprintHR offers a user-friendly ESS platform that helps employees handle HR tasks.

Discovering the true essence of who we are begins with understanding our values. These fundamental beliefs are the building blocks of our lives, influencing our priorities, aspirations, and interactions with others. Moreover, they play a crucial role in shaping our future careers, as employers seek individuals whose values align with their own. In this article, we explore what values are, why they matter, and the benefits they bring, and provide practical tips on how to discuss them during interviews. Join us as we unravel the importance of values and how they can positively impact our personal and professional growth. What is the importance of values? Values play a crucial role in shaping your thoughts, actions, and beliefs. They provide a compass for authenticity and guide your behavior in various social contexts. Unlike short-term or long-term goals that are situational, values transcend specific circumstances. Although you may not always be fully conscious of your values, understanding your convictions and their underlying reasons empowers you to make decisions that align with your true self. Knowing your values is valuable when it comes to finding job opportunities that align with your core beliefs. It gives you confidence during interviews and helps you make choices that are in line with what matters most to you. For example, if you highly value security, you may seek a job that offers stability, consistent working hours, and a predictable work environment. On the other hand, if you value excitement and new experiences, you may prefer a job that involves frequent travel and a variety of tasks. Enhanced Problem-Solving and Decision-Making Skills Recognizing your core values can greatly aid in handling challenging situations that might otherwise impede your problem-solving and decision-making abilities. Rather than hastily reacting, take a few moments to reflect on your values. This reflection can help ensure that the choices you make align with your principles and are practical in nature. For instance, if selflessness is a value you hold dear and you come across someone in need, extending a helping hand allows you to exemplify your selflessness and experience the fulfillment it brings. Clarity on What Truly Matters By pinpointing your most important values, you can prioritize what holds genuine significance in your life and let go of elements that lack meaning or do not align with your authentic self. Pay close attention to the choices you make each day and take note of the aspects that hold the most importance to you. This process will lead to a deeper understanding of your values, resulting in a more purposeful and fulfilling use of your time. Boosted Self-Confidence Self-confidence is a crucial asset when it comes to excelling in job interviews and thriving in the workplace once you secure a position.By developing a deep understanding of your own identity and beliefs, you can significantly boost your self-confidence and make better choices. This heightened self-assurance empowers you to tackle complex problems, conquer any hurdles that may arise during interviews or work, and communicate effortlessly with your peers, colleagues, and supervisors. Ultimately, self-confidence serves as a catalyst for your professional success by enhancing your problem-solving abilities and facilitating natural interactions with those around you. Empowered Career Choices Throughout your career, you will encounter numerous choices that can impact both your personal and professional life. Identifying your values empowers you to not only select a career path that resonates with your true aspirations but also make informed choices within your chosen field. Furthermore, understanding your values makes transitioning to new roles smoother and allows you to align your career trajectory with your core principles. For instance, if independence is a value you cherish, freelancing or entrepreneurship may be the ideal career path, while a passion for lifelong learning may lead you towards academia. Becoming an Asset to the Right Company Organizations strive to attract and retain talented employees who align with their culture and values. Therefore, work values often become a significant topic during interviews. When your values align with those of a potential employer, you become a valuable asset. To make a positive impression and showcase yourself effectively, it is crucial to articulate your values and explain why they hold significance to you. A Step-by-Step Guide to Identify Your Values 1. Create a List of Potential Work Values To begin, compile a list of various work values that resonate with you. This step helps prevent experiencing a blank page syndrome and ensures you consider a wide range of possibilities. 2. Assign a Score to Each Work Value (1-10) Next, assign a score from 1 to 10 to each work value on your list. A score of 1 represents the most significant value that you prioritize above all others, while a score of 10 indicates a value that holds little to no importance to you. While multiple values can have the same score, try not to assign too many values the same score, as it may complicate the prioritization process later on. 3. Rank Your Work Values by Importance Now, arrange your work values in order of importance. Values ranked at number one hold the highest significance, while those ranked at number ten are of lesser importance. 4. Utilize Work Values with a Score of 5 or Higher to Guide Your Career Take a closer look at the work values on your list that received a score of 5 or higher. Do they align with what you consider important in your career? If they do, congratulations! You have identified your work values. Keep the values with a rating of six or seven in mind as well, but remember that they shouldn’t be the sole determining factor for your opportunities. 20 Examples of Work Values 1. Accountability Taking responsibility for one’s actions and the outcomes of their work. It also extends to holding peers and organizations accountable for their responsibilities. 2. Respect Showing appreciation and value for coworkers’ work, treating everyone with kindness, compassion, and open-mindedness, and actively learning from others. 3. Honesty Being truthful and transparent in

In today’s competitive job market, the retention of employees has become a critical concern for businesses across industries. With the average annual turnover rate soaring to 57%, it is evident that attracting and keeping top talent is no easy feat. Offering an attractive salary is no longer sufficient to entice job seekers. They seek inclusive organizations that provide not only financial rewards but also foster a supportive company culture, career growth prospects, and alignment with their personal values. In light of these evolving preferences, employers must develop effective strategies not only to attract the best workers but also to retain them in the long run. What is employee retention? Employee retention plays a crucial role in the success of organizations, as it directly impacts productivity, morale, and overall business stability. In simple terms, it refers to the ability of a company to retain its employees over a specific period of time. Achieving high employee retention rates requires effective strategies that prioritize employee engagement, job satisfaction, and competitive benefits. With fluctuating turnover rates across industries, it is essential for businesses to address the underlying causes of attrition, whether voluntary or involuntary. By proactively addressing issues such as role clarity, communication, resource allocation, and hiring practices, companies can create an environment that promotes long-term employee commitment and minimizes the revolving door effect. In essence, a high employee retention rate is achieved when individuals stay with a company for an extended period. Conversely, a low retention rate is indicated by frequent hiring and firing for the same position. Why employee retention is important? Employee retention plays a pivotal role in enhancing your organization’s competitiveness, productivity, and overall culture. Having the right talent is crucial for the growth and successful execution of your company’s strategies. Moreover, it serves as a catalyst for attracting other skilled individuals who will contribute to your future success. Furthermore, maintaining a stable workforce helps preserve the unique cultural dynamics that set your company apart from competitors, providing a distinct advantage. By emphasizing high employee retention, your company can derive substantial value, both in terms of financial performance and fostering a positive work environment. To shed light on its significance, here are three compelling reasons why understanding your employee retention rate is of utmost importance. Enhanced Team Performance and Productivity Companies that are able to retain their employees gain the advantage of having a cohesive and productive team. These individuals possess a deep understanding of their roles and responsibilities, allowing them to work seamlessly together. Moreover, long-term employees often develop into influential leaders within the organization, capable of not only excelling in their own roles but also effectively training and mentoring others. This leads to smoother hiring and onboarding processes, ultimately increasing overall productivity. Positive Company Culture Working in an environment where the constant fear of being fired lingers is highly distressing. Furthermore, while the arrival of new colleagues can bring excitement, it can also leave one feeling unfamiliar with their peers. Maintaining a high retention rate fosters a sense of camaraderie, significantly benefiting employee morale and enhancing productivity. Additionally, it reduces the time spent on handling the recruitment and departure of employees. Cost Reduction The process of acquiring new employees can be expensive, both in terms of recruitment and training. Moreover, high turnover not only incurs these substantial costs but also affects the remaining staff and the customers of the business, as reported by the Houston Chronicle. Once new hires join the company, significant investments of time and resources are required to provide them with the necessary training and support. However, when employees are satisfied and committed to their jobs, companies reap the benefits of their increased productivity, higher skill levels, and improved morale. High employee turnover not only results in the loss of valuable employee skills and experience but also entails additional recruitment and training costs. By focusing on employee retention, companies can reduce these expenses and allocate resources more efficiently. Key Steps for Effective Employee Retention Strategy The key to retaining employees lies in a straightforward concept. There are three critical factors to consider: All three elements are crucial in ensuring employee retention. If any of these factors are absent, individuals are prone to seek opportunities elsewhere. Even if individuals are passionate about their work and receive competitive compensation, they may still leave if the work environment is toxic. Similarly, individuals may depart from jobs that offer purposeful work and a supportive atmosphere if they do not receive sufficient financial compensation. Additionally, if a job provides good pay and a harmonious workplace but lacks a sense of meaningfulness in the work itself, employees may become disinterested and discontented. To build an effective employee retention strategy, understand what matters and causes job dissatisfaction. Effective Employee Retention Strategies Prioritize Employee Career Development Recent data from LinkedIn reveals that a staggering 94% of employees express a willingness to stay with a company that actively invests in their career growth. In today’s dynamic economy, employees recognize the importance of continuously honing their skills to stay ahead and advance professionally. To leverage this inherent drive for development, organizations can establish various initiatives such as mentorship programs and allocate resources towards further education for their workforce. By offering online professional education courses organizations can effectively reskill and upskill their employees. This strategic investment not only expands the talent pool within the company but also boosts employee satisfaction levels. Empower Effective Managers You may have come across the saying, “people don’t leave jobs, they leave bosses.” While it may sound cliché, there is truth to it. A survey conducted by Goodhire in 2022 revealed that a staggering 82% of Americans would consider leaving their job due to an unsatisfactory manager. The good news is that leadership skills can be developed and nurtured. To address this critical aspect, organizations should incorporate management skills into their performance evaluation processes. By assessing and acknowledging the capabilities of managers, companies can identify areas for improvement and provide targeted training and mentorship opportunities. This emphasis on development becomes

You know that feeling you get when you do something good for others? That warm glow of making a positive impact? Well, engaging in volunteer activities in your local community can provide you with an abundance of that feeling. And the best part is, it’s not just personally rewarding, but it also benefits your company. When employees actively participate in volunteering in the community, it uplifts morale, fosters teamwork, and cultivates stronger relationships. It’s a win-win situation for everyone involved. So why aren’t more companies actively encouraging volunteerism? Some may think it takes too much time or resources, but the benefits to both employees and the business far outweigh the costs. And it doesn’t have to be complicated. Even small acts of service, like a beach cleanup, park beautification project, or serving meals at a homeless shelter, can make a big difference. If you’re in a leadership role, consider making volunteerism an integral part of your company culture. Provide paid time off for employees to volunteer, organize team-building volunteer events, and recognize those who make an effort to give back. You’ll build goodwill in the community, motivate your staff, and foster a spirit of purpose. And if you’re an employee, take the initiative and organize a volunteer day yourself. Pitch the idea to management and rally your coworkers together. The rewards will be well worth the effort. How Volunteering Benefits the Employees According to the 2022 Chief Executives for Corporate Purpose Giving in Numbers report, a significant number of companies, 84 percent to be exact, provide flexible scheduling or paid time off for their employees to engage in volunteer work. Some companies even allocate up to 60 hours of volunteer time off. Here are some key ways in which volunteering can help employees: Empowerment When employees have the opportunity to contribute to causes they deeply care about, it instills a sense of empowerment within them. The Giving in Numbers report highlights that employees are more inclined to engage in volunteer programs when the cause aligns with their personal values. The Deloitte Global 2022 Gen Z and Millennial Survey further reveals that the younger generations, including Gen Z and millennials, strive for a balance between their work lives and a desire to drive societal change. They are naturally drawn to businesses that allow them to serve their communities. As a result, employees who are given the chance to make a difference feel a stronger commitment to their company and team. This mutual dedication fosters significant growth and development opportunities for both employees and the organization as a whole. Skill Development While employees are hired for the specific talents and skills required for their roles, many possess untapped abilities that they would appreciate exploring, and these abilities can bring significant value to their organizations. Volunteer programs provide a new avenue for employees to explore their talents, improve existing skills, and learn new ones. The Giving in Numbers report reveals that employees are more likely to volunteer when their employers offer skills-based programs. In fact, 73 percent of companies with employer-sponsored volunteerism offer skills-based volunteer programs, allowing employees to practice and explore tangible skills that can benefit their communities. Whether employees acquire new skills or enhance their current ones, they bring this expertise back to their organization, along with a heightened sense of self-worth and increased value to the company. Happiness and Well-being Research conducted by the Journal of Happiness reveals that volunteering has a positive effect on both physical and mental well-being. It can help improve individuals’ overall happiness, reduce stress, and enhance their life satisfaction. Essentially, people who engage in volunteer work tend to be happier. Employees who actively participate in volunteerism experience higher levels of morale and an increased sense of happiness. This, in turn, leads to notable boosts in productivity. When employees have a positive outlook and feel a sense of fulfillment in their work, they are more motivated to put in extra effort and take pride in their company. Ultimately, fostering a workplace environment where employees feel good about their contributions contributes to their overall well-being and organizational success. Leadership Development Volunteering can serve as a catalyst for employees to discover their untapped leadership potential. Volunteer programs offer employees opportunities to showcase their natural affinity for leadership, especially in activities that require strong management and organizational skills. Identifying emerging leaders through volunteerism presents companies with a valuable opportunity to strengthen their organization as a whole. How Volunteering Benefits the Company Talent Attraction and Retention Millennials and Gen Z employees prioritize a sense of purpose, work-life balance, and pay when considering job opportunities. A significant number of younger generations, including those in leadership positions, have turned down job offers that didn’t align with their personal ethics. Employees today want to make a positive societal and environmental impact, making companies with employer-sponsored volunteer programs more appealing. By enabling employees to contribute to the world through volunteerism, companies increase their chances of attracting and retaining top talent. Additionally, happier and more engaged employees reduce turnover rates and create a more productive work environment. Brand Image Enhancement Modern consumers prefer to support companies and brands that demonstrate a commitment to corporate social responsibility and are transparent about their initiatives. Volunteer programs that involve employees connecting with communities through social initiatives are positively received by the public, leading to an organic improvement in the brand’s image. By showcasing their efforts to make a difference, companies can enhance their reputation and differentiate themselves in the market. Employee Engagement Boost According to Gallup, only a small percentage of employees feel positively engaged in their roles, despite their desire to be invested in, connected to, and enthusiastic about their employers. Volunteer programs provide an excellent opportunity to create and enhance employee engagement, motivating employees to invest their time and energy into their relationship with the company. The values and skills acquired through volunteerism enable employees to perform better while fostering a deeper sense of loyalty to the organization. When employees are more engaged, they tend

When it comes to working, we all have our comfort zones. We know exactly what to do, how to do it, and can finish a task without breaking a sweat. But true growth often lies in getting out of your comfort zone; that’s where the real magic happens. It’s no surprise then that (almost) everyone wants to get out of their comfort zone and explore new horizons. But it’s easier said than done. It can be hard to take that first leap of faith, especially if you’re feeling scared or uncertain—and nobody wants to make a fool of themselves in front of their colleagues or peers! That being said, getting out of your comfort zone isn’t just beneficial for your career—there are many personal benefits too. Developing new skills, discovering hidden talents, and making meaningful connections can all be achieved by pushing past your boundaries. So let’s explore the question of what is the comfort zone. Why is it hard to leave your comfort zone? How to get out of your comfort zone? What happens when you leave your comfort zone? We’ll even give you some key tips so you can start taking steps towards getting out of yours today. What Exactly Is Comfort Zone? The comfort zone refers to a psychological state in which an individual experiences a sense of ease and familiarity due to the absence of challenges or tests. Within the comfort zone, individuals tend to avoid new experiences and shy away from taking on challenges. They prefer engaging in activities that are known and familiar, which gives them a sense of control over their surroundings. People stay in their comfort zone because they want to avoid feeling anxious, stressed, or in pain. Anything outside of this zone brings uncertainty, which makes us feel worried. It’s natural for us to want to avoid these feelings, so we tend to stay in our comfort zone and resist stepping out of it. But here’s the thing: even though it feels nice and safe, staying in your comfort zone stops you from growing personally and doing things you want to do but are too scared to try. For example, if you stay in a job that doesn’t make you happy for a long time, you’ll eventually feel tired and disconnected. Even though you know you can do more, you’re afraid to step out and face new challenges because it involves uncertainty. Why is it difficult to step out of your comfort zone? Fear and uncertainty In your comfort zone, everything is predictable and makes you feel safe. For example, when you take the same route to work every day, you know exactly what to expect. Leaving your comfort zone means facing uncertainty, and Psychology Today says uncertainty equals danger, which makes you afraid. So, even when you know you’ve outgrown your comfort zone, fear stops you from moving forward. For instance, you may hesitate to pursue a different career path because you’re afraid of failing. Pull of comfort Even if we want to grow, staying in our comfort zone is tempting. It feels safe and easy, so it’s natural to want to stay there. But staying in your comfort zone means you never progress or grow. As Dr. Margie Warrell explains in Forbes, “growth and comfort can’t go together.” We often forget about the risks of not taking risks. In other words, you risk missing out on the life you could have. Having a fixed mindset A fixed mindset convinces you that you lack the necessary skills or abilities to accomplish something new. This mindset diminishes your motivation to seek opportunities for growth and learning. Instead, you use your existing skills as a justification to remain within your comfort zone, saying things like, “I can’t do that” or “That’s not something I excel at.” This mentality keeps you confined to the comfort zone, shielding you from challenges and adversity. Fixed Habits Changing your behavior is tough because we tend to stick to habits. The more we repeat certain behaviors, the more ingrained they become. For example, if you’ve had an irregular sleep schedule for years, it will be hard to wake up at the same time every morning. Making lasting changes starts with a strong desire to change. Benefits of Getting Out of Your Comfort Zone While staying within your comfort zone can provide a sense of security and predictability, venturing outside of it can bring about numerous benefits and positively impact your job performance. Here are several reasons why pushing beyond your comfort zone can be advantageous: Increased Productivity By embracing new challenges or adopting different approaches to familiar tasks, you create an environment conducive to enhancing your productivity. This process allows you to uncover your true potential, gain confidence in handling greater responsibilities, and ultimately deliver improved results. Enhanced Adaptability Trying out new things can improve your ability to handle unfamiliar situations. You’ll become more composed and focused when faced with a new challenge, and your decision-making skills will also get better in such situations. Fostering Growth Regardless of the outcomes you encounter, stepping out of your comfort zone contributes to your growth on both professional and personal levels. By expanding your experiences, knowledge, and skills, you open doors to new opportunities and cultivate a broader perspective on life. 12 Strategies for Stepping Out of Your Comfort Zone 1. Identify and list down what’s inside and outside of your comfort zone Take a moment to think about how it feels to stay within your comfort zone. Write down all the good and bad things about your current situation and how they make you feel. Next, make a list of things that are outside your comfort zone. These can be your dreams, goals, or experiences you want to have. Describe how it would feel if you stepped out of your comfort zone and went after these desires. The act of writing serves as a powerful tool to understand your feelings better and locate the necessary motivation to venture

As an employer, it is crucial to understand that every employee in the Philippines is entitled to paid leaves. The various types of paid leaves available in the country can be quite perplexing, especially for eager fresh graduates who have just landed their first job. When you, as an employer, are seeking new hires, it is essential to consider the benefits they are entitled to. Valuing work-life balance is paramount in attracting and retaining talent. While employees may have moments of being workaholics, they still desire the ability to savor life and spend quality time with their families. Recognizing that taking periodic time off from work is a healthy practice is crucial in fostering a productive and content workforce. Understanding the Importance of Paid Leaves Recognizing the significance of paid leaves is essential for both employees and employers. Taking time off from work periodically allows for the restoration of work-life balance. As an employee, it is important to have the opportunity to recharge and rejuvenate after putting in dedicated efforts for your company. For employers, offering these benefits to your staff can contribute to their long-term loyalty and commitment. If you are a new HR employee seeking to familiarize yourself with the various types of paid leaves mentioned above, this article will serve as a valuable resource. By investing time in understanding these leave options, you will be better equipped to assist employees who have inquiries regarding their entitlements. Different Types of Paid Leaves in the Philippines As an employer, it’s important to be aware of the various types of paid leaves available to employees in the Philippines. While annual leaves and sick leaves are not mandatory under Philippine Law, there are several types of paid leaves that employers must provide, such as Paternal and Maternal leaves, Service Incentive Leave, and Special Leave for Women. 1. Sick Leave (SL) Employees can apply for sick leave when they are unable to report to work due to their own illness or disability. Sick leave can also be utilized to care for ill family members. Normally, this leave is equivalent to 15 days and can be converted into cash at the end of the year. Employees can file for sick leave on the day they return to work. If an employee exceeds three days of leave or files in advance, they must provide a medical certificate along with their sick leave application. 2. Vacation Leave (VL) Although not mandated by law, granting vacation leave to employees has become increasingly recognized by workplaces. This acknowledges that employees have lives outside of their jobs and emphasizes the importance of family and personal time. Employees can avail vacation leave for personal reasons, subject to the approval of their supervisor or manager. 3. Service Incentive Leave (SIL) Service Incentive Leave serves as an alternative for employers who do not provide sick or vacation leaves. By law, companies are required to grant their employees who have worked for them for at least a year, five days of Service Incentive Leave. These five days can be used as sick or vacation leave. If not utilized within the year, employers may choose to pay its monetary equivalent at the end of the year. 4. Maternity Leave (ML) Recovering from childbirth and bonding with a newborn requires time and attention. Women who have worked in the government sector for at least two years are eligible for 60 days of paid maternity leave in addition to their vacation and sick leaves. Female members of the Social Security System (SSS) who have made three monthly contributions, with at least twelve months before giving birth, are also entitled to maternity leave. Normal delivery allows for 60 days of fully paid leave, while caesarean delivery allows for 78 days. 5. Paternity Leave Fathers are also entitled to take time off after the birth of their child. The law mandates employers to grant seven days of paternity leave, with full pay, to male employees. It’s important to note that this leave can only be availed for the first four deliveries of the legitimate spouse and is non-convertible to cash and non-cumulative. 6. Parental Leave Single parents face unique challenges in raising children. Single parents who have rendered at least a year of service to the company and have sole custody and responsibility for their children are eligible for seven days of parental leave. To avail this leave, employees must submit a Solo Parent Identification Card or documentation from the Department of Social Welfare and Development (DSWD) to the HR Department. 7. Rehabilitation Leave Employees who sustain injuries or disabilities while on duty can take advantage of rehabilitation leave. The frequency and duration of this leave will depend on the recommendation of a medical authority. Rehabilitation leave should not exceed six months, and any absences during this leave period should not be deducted from employees’ vacation and sick leave credits. 8. Study Leave Employers may offer study leave to qualified staff who are preparing for bar or board exams. With study leave, employees can take up to six months off work, fully paid, to focus on exam preparation. 5 Best Practices for Managing Paid Leaves 1. Maintain Accurate Records Keeping meticulous leave records is crucial. It enables you and your employees to track their remaining balance and allows you to calculate the percentage of employees who are not fully utilizing their paid time off (PTO). Encouraging employees who have unused PTO to take extended vacations can lead to increased productivity. Consider using an automated system that deducts approved leave time and automatically updates PTO balances. Additionally, maintain backup records in an Excel sheet for any necessary calculations. 2. Adhere to Your Established Policy Once you have a leave policy in place, it is essential to enforce it consistently. Avoid bending the rules for individual cases, as this can create a perception of favoritism and disrupt your company culture. It is advisable to establish a flexible policy that caters to the needs of all employees, ensuring fairness

The 4-day work week has gained momentum in recent years as a leading concept for a shorter workweek. With this approach, employees can enjoy a three-day weekend every week, but the benefits extend beyond extra leisure time. Studies show that a 4-day work week can have a positive impact on employee well-being, workplace productivity, and the environment. What is a 4-day Work Week? A 4-day work week involves full-time employees working four days a week, rather than the customary five, for the same compensation. It should not be confused with a compressed workweek, where individuals work a standard 35 to 40 hours in four days, and then have three days off. Such compressed schedules often result in overwork and added stress, whereas a true four-day week maintains the same work schedule of seven to eight hours per day, while granting an extra day off. The four-day workweek enables staff members to work fewer hours without taking a cut in pay. Positive Outcomes of 4-Day Work Week Globally United Kingdom During 2022, a six-month trial program organized by the nonprofit 4 Day Week Global, in collaboration with the think tank Autonomy, and researchers at Cambridge University and Boston College, tested the feasibility of shifting from a 40-hour workweek to a 32-hour workweek without salary reductions. The pilot program showed promising results: Iceland Between 2015 and 2019, the Reykjavík City Council carried out the most extensive trial of a four-day workweek to date. This trial involved 1% of the entire workforce. The results of the experiment were considered to be overwhelmingly positive. Outcomes include employees reporting increased morale, reduced burnout, better work-life balance, and no decline in productivity. As a result of this success, 86% of Iceland’s workforce is now emulating the model by either working a reduced schedule or in talks to implement one. New Zealand In March 2018, New Zealand-based company Perpetual Guardian launched a groundbreaking eight-week trial that involved all 240 employees testing productivity, motivation, and output by implementing a four-day workweek with no reduction in pay. The experiment aimed to determine whether staff members could deliver the same amount of output while working 30 hours a week as they could in a standard 37.5-hour week. Founder Andrew Barnes initiated the trial after reading several global reports on productivity and recognizing New Zealand’s low ranking among OECD countries. Head of People and Capability Christine Brotherton believed that the trial would increase staff engagement and productivity by providing a better work-life balance. Advantages of 4-Day Work Week Work-life Balance Undoubtedly, the implementation of a 4-day work week can enhance employee satisfaction and happiness. This arrangement enables employees to have additional time for personal pursuits, ultimately contributing to a better work-life balance. Consequently, employees get to relish life more fully. Additionally, with more time dedicated to personal activities, employees are likely to be more punctual and less prone to absenteeism. Increased Productivity Existing trials have shown that one of the primary concerns regarding the implementation of a four-day workweek has been debunked. While many companies fear that reducing work hours would lead to decreased productivity, that fear has not been supported by the evidence. In fact, employees have demonstrated that they can maintain, and in some cases even increase, their productivity levels within a compressed workweek. Additionally, employees who are not overworked have shown to produce better quality and more creative work. Company Benefits As remote work gains popularity, companies offering four-day work weeks are increasingly attracting top talent. Not only does remote work give employees back valuable commuting time, but an extra day off is an even greater perk. By implementing this strategy correctly, companies can reduce operational costs, boost employee performance, and lower turnover rates without any additional spending. This requires effective time management and production scheduling. Disadvantages of 4-Day Work Week Not cost-effective for all industries One of the significant drawbacks of a 4-day work week is the reduction in work hours. This can lead to reduced output and potentially lower revenues, especially for industries that work most days of the week or even around the clock like food service, retails, and manufacturing. In Sweden, a four-day workweek with nurses was tested. However, the plan was ultimately scrapped because it was found to not be cost-effective. A true four-day workweek involves a reduction in hours with no reduction in pay. This means that more employees may have to be hired in industries that require seven-day-a-week coverage which could offset any gains that would otherwise be made from reduced facility costs. Staffing Challenges Implementing a 4-day work week may lead to staffing issues since the company will have to recruit more employees to ensure continuous customer service and operations. This could also affect the workflow processes. For instance, hospitals are required to function seven days a week, necessitating a reevaluation of staffing and workflows to enable employees to work a 4-day week. Potential Burnout 4-day work week could possibly result in burnout if employees are compelled to handle an excessive workload. Moreover, helicopter management can also contribute to burnout. Managers may pressure employees to do more work in less time due to fewer workdays in a week. The Environmental Implications of Implementing a 4-Day Work Week A report published by Platform London in May 2021 examined the potential environmental impact of a shorter workweek. According to the report, reducing the workweek could result in a decrease in carbon emissions. This is due to reduced electricity consumption from office buildings and less commuting. The report estimated that offering one full day off per week could reduce carbon footprint by as much as 30%, while a more modest reduction of three to four hours a week for full-time workers could still lead to a 14.6% decrease in carbon emissions. Assessing HR Success: The Effects of a 4-Day Work Week HR metrics like employee satisfaction, growth, and retention are key in assessing the impact of a 4-day work week. According to a survey conducted by the Society for Human Resource Management,

From the daily grind to landing that important project, work is a necessary part of life—but it can also be overwhelming and tiresome. Without motivation, it can be hard to stay focused and on top of our tasks. Fortunately, there are many ways we can unlock the essential benefits of motivation about work. Workplace motivation has numerous advantages, from improved productivity to enhanced creativity and collaboration. But what exactly is workplace motivation? How do we define it and why is it important? Understanding these answers will help us better determine how to create a more motivated working environment. In this article, we’ll explore the various aspects of workplace motivation, its meaning, and how to use it for our own benefit or that of those around us. Ready? Let’s dive in! What Is Motivation and What Are Its Types? Motivation is the impetus that drives us towards fulfilling our needs and desires, no matter how big or small. It may start with something as simple as quenching thirst by grabbing a glass of water, or as ambitious as training for an Ironman with a friend, pushing you to swim before dawn every day. Essentially, motivation serves as a powerful catalyst that propels us towards action and helps us follow through until we reach our goals. In essence, motivation is crucial in accomplishing what we set out to achieve, regardless of its scale. However, despite recognizing the importance of our objectives, we often struggle to maintain motivation, hindering our progress towards them. Extrinsic Motivation Extrinsic motivation, often referred to as the “carrot and stick” approach, relies on external factors to motivate individuals. These external motivators can take the form of rewards, such as monetary incentives, or negative consequences, such as the fear of losing one’s job. While we may not have control over the actual positive or negative outcomes, we are driven to take charge of the aspects we can control in order to reap the benefits or avoid the drawbacks. Intrinsic Motivation Intrinsic motivation is when we engage in a task for the sheer pleasure or personal fulfillment it brings us, without relying on external rewards. This type of motivation stands in contrast to extrinsic motivators. In the workplace, incorporating intrinsic motivation can lead to increased employee satisfaction and decreased turnover rates. Why Is Motivation Important in the Workplace? At first glance, the benefits of a motivated workforce seem apparent – heightened productivity being a prime example. However, the advantages go beyond this, as we previously highlighted. Apart from bolstering team effectiveness, motivation about work has also been found to enhance employee retention and foster a better company culture. Now, let’s examine how a motivated workplace can be advantageous for both the employees and the organization. The Benefits of a Motivated Workplace for an Organization Achieving and surpassing company goals: A lack of motivation among employees can hinder an organization’s ability to fulfill promises to customers, execute daily operations, and miss out on future opportunities. Demotivated workplaces can also repel potential talent. The Advantages of Work Motivation for Individuals The Impact of Meaning on Motivation Motivation encompasses all the elements that stimulate individuals to exhibit dedication and enthusiasm towards a task or objective persistently. Although the sensation of strong interest and urge to take action may be transient, it serves as a signal that you are on the right path. Nonetheless, it is the various components that led to this feeling that will sustain your drive and determine your ongoing actions. These aspects may vary from one person to another and can be discovered by answering questions such as: You may come across many people who didn’t feel motivated at work. The first symptom was a sense of loss of meaning. So when we face demotivation in the workplace, we need to start by asking what is the value behind the task. The level of motivation about work is closely linked to the significance we attach to our tasks and responsibilities. Many times that meaning is not related to the immediate results of our work or to the specific task. We assign meaning based on a larger outcome or bigger purpose we see in the work. For example, you can feel passionate about building your own business but also dislike the marketing activities. You might be highly motivated to do unpleasant marketing tasks because you know how much your business growth will depend on them. Connecting the task of promoting your business to your goal of growing it, and reminding yourself of that connection, can keep you going with better energy and attitude. When employees don’t feel as committed or connected to part of something important, when they can’t relate to the mission of the company or simply can’t see the importance of their role at a bigger scale, they often lose motivation. Common Causes of Demotivation in the Workplace Several of the most common reasons for demotivation in the workplace may seem mundane or insignificant, but they are indicative of a larger issue related to purpose, meaning, and values. Although it’s possible to tackle these factors, they frequently contribute to a deficiency in motivation about work. The following are some of the most significant demotivators: While all these factors can have a substantial negative impact on motivation about work, their influence tends to be mitigated when individuals have a stronger sense of connection to their work. It’s worth noting what isn’t on the list of demotivators: “difficult projects,” “ambiguity and uncertainty,” “long hours,” and “high expectations.” While these factors can create stress, they can also lead to growth and learning. If the work is somewhat intriguing or important to the individual, challenges, complexity, and stretch assignments tend to be more motivating than easy or predefined work. Encouraging individual motivation through curiosity, the desire to make a greater impact, and a willingness to collaborate with others on something larger than oneself generates energy that benefits both the organization and the individual. Ways to Boost Self-Motivation in the Workplace Renew Your