Have you ever worked at a company only to eventually get completely burned-out? Well, you’re not alone. In fact, the World Health Organization (WHO) has seen so much “burn-out” that they decided the term is actually one that is health-related; more specifically, a disease.
The WHO released this information in conjunction with the International Classification of Diseases (ICD), but a day after the ICD came out, WHO corrected itself, saying it’s actually not a disease, but an occupational phenomenon.
This topic does bring up a good point though – who’s to blame when burn-out occurs – the company or the employee?
There are plenty of people out there who have started a job, one that was exciting and oriented with their goals, only to be completely fed up with the job 6 months later. For some, it may take longer, and for others, it may take less time, but regardless, if you’re truly burned-out, the problem may not be your fault. Actually, it’s quite the opposite.
When Stanford researchers looked into how stress in the workplace can raise health costs and even mortality in the US, they found it led to more spending (almost $190 Billion) and nearly 120,000 deaths each year. Worldwide, over 600 million people suffer from depression and anxiety, which can be a direct result of an inhospitable work environment or a job that’s simply dissatisfying or mundane. Of course there are other reasons for anxiety and depression, but feeling undervalued or unsupported on a job can have a huge impact.
Now here’s where it gets interesting. When the WHO made the mistake of calling the term “Burned-Out” a medical disease (which we now know is not the fact) it got a lot of the community thinking, including myself and Jennifer Moss of the Harvard Business Review. I asked myself who is really to blame for the high burn-out rates we’re seeing? Is anyone to blame?
Having been a victim of this “disease” (Just kidding! Remember, it’s not a disease guys), I know first-hand how hard it can be when the feelings of wanting to give up come a’knockin’. I’ve worked at multiple startups, each of them with their own initial allure and charm. Sometimes, that’s all there is and you don’t realize it until you aren’t happy in your role, which is exactly what happened to me.
You see, my first startup right out of college was super fun. Not only did they care for my needs as a person, but they also nurtured my abilities and eagerness to grow. They were your typical startup with Ping-Pong tables, holiday parties, monthly contests, and so much more. Sounds like a standard startup, right? Maybe, maybe not.
When it finally came time to leave the company for another role, (something they absolutely supported as it pertained to my growth), I quickly realized that not all companies are created equal. The next job I took turned out to actually be a 10-month series of ups and downs. Not only was the job totally different from my last one, but the company itself was highly disheveled and aimless.
Not only was it out of sorts, but the company had zero warm and fuzzy extras I had been so accustomed to. To start, there was absolutely no company culture – something I thrive on. There were no amenities like a fancy pool table or swings, which was totally fine, but alongside this and many other factors, I quickly learned how ill prepared the owner was to make the office a nice place their employees were excited to work.
The management was awful, and the owner was even worse, turning down ideas only to, weeks later, proclaim them as his own. The environment was hostile and there was no time to get to know my co-workers. But in the end, the nail in the coffin was that there was no direction at all – from the owner, management, or co-workers.
When I finally realized that I was burned-out and that my needs weren’t being met, I took an introspective look at myself and asked, “what’s wrong with me?” and after thinking long and hard, I had a moment of clarity. This wasn’t 100% my fault. In fact, it was the fault of the company I worked for.
Now, it may sound like I’m complaining (and to a degree, I am), but my point really is that if you’ve burned-out on a job, and your needs aren’t being met, you’re definitely not alone.
To further illustrate my point, I’d like to bring up Fredrick Herzberg’s dual-factor, motivation-hygiene theory. This theory primarily focuses on motivation and hygiene-related needs in the workplace and how they relate to job satisfaction. Herzberg found that satisfaction and dissatisfaction are in no way tied together and, in fact, are completely independent of one another. This means that it’s entirely possible to be satisfied and dissatisfied in the same job, at the same time – something leadership and management are not always prepared to understand or address.
Moss explains the difference between hygiene and motivational needs. She describes hygiene-related needs as things like “salary; work conditions; company policy and administration; supervision; working relationships; status and security.” On the other hand, she defines motivational factors as pertaining to “challenging work; recognition for one’s achievements; responsibility; the opportunity to do something meaningful; involvement in decision making; and a sense of importance to the organization.”
She explains that much of the time, employees don’t even recognize when the organization they work for has good hygiene, like Apple who has an excellent company culture and freebies for days (I know this from my own personal experience working there). However, when a company has bad hygiene, like what I described earlier, employees typically notice pretty immediately. Frivolous as it may seem, as humans, we’re creatures of comfort. If we’ve been comfortable for a certain period of time, and something related to that comfort is suddenly taken away, that can have a major affect on the employees’ happiness and willingness to push forward. Likewise, feeling unappreciated and underutilized can have the same effect.
As a matter of fact, burn-out can be directly correlated to situations when pre-supposed features in our daily work lives are removed or are missing. For instance, my first startup supplied coffee to all of its employees. If that was suddenly taken away or it didn’t exist at all, there would have been a lot of noise – especially form our coffee-guzzling sales team. The company knew how important this was and took every effort to make sure they gave us coffee.
From there, they raised the bar even further, asking the team what kind of coffee they wanted. This is exactly what it takes to keep employees happy and to prevent them from reaching “burn-out”. Again, it may all seem totally innocuous and low-priority, but from a leadership perspective, they knew perks like this were exactly why their employees liked their job.
Now, you’re probably wondering what it is business owners can do to learn more about burn-out and how they can combat it. The answer: employers should prepare and align themselves with employee needs. There are a variety of ways to figure out what it is your employees want, including surveying them.
Christina Maslach, social psychologist and professor emerita at the University of California, Berkeley, has been studying burn-out for 25 years and is now seen as the foremost authority on the topic. She offers surveys for employees and employers-alike, such as the Maslach Burnout Inventory and Professional Quality of Life Scale.
Aside from that, look at your employees as actual people. Ask yourself what reasonable steps you should take to make your employees happy in their job as well as whether or not you’d be happy in their shoes. If the answer to the second question is “no”, you probably have some serious research and thinking to do.
If you’re an employee, you’re not off the hook yet. You have some homework, too.
What do you need to be happy in the workplace? I challenge you to make a list of your must-haves and to seriously consider whether you’re settling for less.
Google Analytics will now filter out bot traffic
(BUSINESS NEWS) Bender won’t be happy that Google Analytics will now automatically remove bot traffic from your results, but it’ll help your business.
In the competitive, busy world of online content, Google Analytics can help businesses and online publications deliver what their audience and consumers want. Now Google is finally taking the step of filtering out bot traffic in your Google Analytics reporting. This is excellent news!
In the world of websites, online news sites, blogs, and social media, bots are the bane of our existence. In their finest form, they are the electronic equivalent of junk mail. At their worst, they can carry malicious malware and viruses to your site and computer. They can even flood the internet with unfounded rumors that can have an impact on people’s opinions–stirring the political pot or lending misleading numbers to drive unfounded rumors, such as wearing a mask is dangerous. No it’s not! Chalk that nonsense up to bots and crackpots.
For businesses that rely on Google Analytics to determine what content is not only reaching but also resonating with potential customers, filtering out the bot traffic is crucial to determining the best course of action. Bots skew the data and therefore, end up costing businesses money.
Bots set up for malicious purposes crawl the internet looking for certain information or user behaviors. Bad bots can steal copyrighted content and give it to a competitor. Having identical copies on two sites hurts your site and can dink your SEO ranking. However, good bots can seek out duplicate content and other copyright infringements, so the original content creator can report them.
However, it is important for companies and content creators to know if their content is actually reaching real live humans. To this end, Google will start filtering out bot traffic automatically. The Interactive Advertising Bureau (IAB) actually provides an International Spiders and Bots list, through which Google can more easily identify bots. They use the list and their own internal research to seek out bots in action, crawling through the internet and confusing things.
Google says the bot traffic will be automatically filtered out of the Google Analytics results–users don’t have the choice. Some may argue there is a good reason to see all of the data, including bots. Many businesses and online publications, though, will be relieved to have a much clearer vision of what content genuinely appeals to humans, to readers and potential customers. It is a welcomed advancement.
Opportunity Zones: A chance to do good
(BUSINESS MARKETING) Opportunity zones offer a chance to breathe new life into economically-distressed communities.
Opportunity Zones are a beautiful mechanism for growing communities that are struggling, but some critics have put this process in a negative light. The following is an expert’s perspective on just this topic.
Jim White, PhD is Chairman and CEO of Post Harvest Technologies, Inc. and Growers Ice Company, Inc., Founder and CEO of PHT Opportunity Fund LP, and Founder and President of JL White International, LLC. His new book is a heartfelt rallying cry for investors: Opportunity Investing: How to Revitalize Urban and Rural Communities with Opportunity Funds, launched March 31, 2020.
Dr. White holds a B.S. in civil engineering, an MBA, and a doctorate in psychology and organizational behavior. He acquires struggling businesses to revive and develop them into profitable enterprises using his business turnaround strategy.
In his own words below:
BY JIM WHITE, PHD
Every investment vehicle has a twist some folks don’t like. Real estate, stock options, offshore tax havens, and even charitable gifting can be criticized for certain loopholes.
Likewise, some detractors have pointed to opportunity zones, a newer investment vehicle unveiled in the Tax Cuts and Jobs Act passed by Congress in December 2017. This bold, bipartisan plan allows for private investment capital to be channeled into some of the most distressed communities in the nation, serving the struggling residents and the investors alike.
Personally, I believe it is one of the noblest initiatives to emerge from Washington in years.
I grew up in a sharecropper cabin in what would have been an opportunity zone in Salem, South Carolina. What would an influx of investment dollars have meant to my low-income community? More and better-paying jobs to offset unemployment. People relocating to my town for those jobs, reversing population decline and increasing real estate values. New life breathed into local businesses. The increased tax revenues could have helped improve failing infrastructure. Social challenges, like crime and drug use, could have decreased. Better resources for my family and our neighbors, such as health care and education, would have emerged.
Today, there are nearly 8,800 distressed communities dotting the country that have been identified as Qualified Opportunity Zones (QOZs). These neighborhoods were designated from census tracks, treasury, and state leaders as communities that would benefit from an influx of investment dollars directed through Qualified Opportunity Funds (QOFs) to reinvigorate businesses, rebuild infrastructure and bolster residents.
As our economy continues to falter, more and more businesses file Chapter 11 and unemployment soars under COVID-19, I believe we are heading toward a painful expansion in designated opportunity zones. Even with the latest round of CARES stimulus money many people will have no way to rebound from this crisis.
One of the unexpected consequences of the coronavirus quarantine is that many businesses are discovering that, in reality, they can succeed through working remotely. This success is a double edged sword, meaning that if a business can thrive with employees working offsite then commercial real estate will suffer. And when companies no longer require brick-and-mortar locations, a local domino effect ensues; ancillary businesses, from cafés to gyms to print shops in and around a commercial office environment will subsequently close. The ripples will be felt through many other industries, including construction, transportation, energy, and retail.
Qualified Opportunity Zones and Qualified Opportunity Funds are instruments that can help stop a downward spiral. When a sponsor is able to present a project that meets the objectives of the QOZ initiative, both the QOZ and the investors benefit. That’s a win!
And, it’s not only urban centers that benefit from investment dollars. Forty percent of opportunity zones are rural. Even with often plentiful food, water, energy and other natural resources, deep poverty exists, and too many of America’s 60 million rural residents lack access to education and healthcare. A declining population often goes hand in hand with failing infrastructure as tax money for repairs dwindles. Many households lack broadband, something the vast majority of Americans take for granted.
Despite the challenges, rural residents are often surprisingly resilient and resourceful. According to The Hill (“Rural America has opportunity zones too”), rural residents create self-employment opportunities at a slightly higher rate than the national average. Their challenge is to connect with investors and access funding, more of which is directed to small business investment on the coasts.
In fact, many entrepreneurs and small business owners don’t know about Qualified Opportunity Funds. If a business is located in an opportunity zone it is eligible for direct funding by reaching out to the QOFs with a specific request for funding.
More than any investment plan that’s come before, I believe opportunity zones have the greatest capacity for positive social and economic impact. Spread out over many communities, these investments can help our nation flourish as a whole.
Gloves that translate sign language in real time
(BUSINESS MARKETING) A new wearable tech translates American Sign Language into audible English in real time.
Advancements in technology never cease to amaze. The same is true right this moment as a new technology has been released that helps translate American Sign Language (ASL) signs into spoken English in real time.
This technology comes in the form of a hand glove – similar looking on the front side to what one would wear in the winter, but much more advanced when in view of the palm. The palm side of the glove contains sensors on the wearer to identify each word, phrase, or letter that they form via ASL, and is then translated into audible English via an app that coincides with the glove.
This is all done in real time and allows for instant communication without the need for a human translator. The signals are translated at a rate of one word per second.
The project was developed by scientists at UCLA. “Our hope is that this opens up an easy way for people who use sign language to communicate directly with non-signers without needing someone else to translate for them,” said lead researcher Jun Chen.
The hope is to make communication easier for those who rely on ASL, and to help those unfamiliar with ASL adapt to the signs. It is thought that between 250,000 and 500,000 people in the United States use ASL. As of now, the glove does not translate British Sign Language – the other form a sign language that utilizes English.
According to CNN, the researchers also added adhesive sensors to the faces of people used to test the device — between their eyebrows and on one side of their mouths — to capture facial expressions that are a part of American Sign Language. However, this facet of the technology is not loved by all.
“The tech is redundant because deaf signers already make extensive use of text-to-speech or text translation software on their phones, or simply write with pen and paper, or even gesture clearly,” said Gabrielle Hodge, a deaf post-doctoral researcher from the Deafness Cognition and Language Research Centre (DCAL) at University College London. “There is nothing wrong with these forms of communication.”
What are your thoughts on this advancement? Comment below!
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