happiness at work

How to prepare for an exit interview

Naren Sankar — Wed, 04 Oct 2023 13:50:22 +0000

How to prepare for an exit interview Naren Sankar

Reasons for leaving a job can encompass multiple factors and reasons: the company culture, changes to management or structure, changes to your role’s responsibilities and workload, team morale, reward and recognition, a complete career change, relocation, new position, better work/life balance – and everything in between.

Whatever the case may be, most companies that constantly work to improve their employee retention numbers will often host structured exit interviews for all employees who depart.

So what should you expect if you’ve put in your resignation letter and asked to attend an exit interview? How should you prepare and is there anything you absolutely should avoid mentioning? What type of exit interview questions will they ask? Here are top tips for how to prepare and conduct yourself in an exit interview to ensure the process benefits both you and your – soon to be ex – employer.

What is an exit interview?

An exit interview is a meeting between an employee who has resigned from their job and a representative from the company – usually a member of the Human Resources team will conduct exit interviews.

Exit interviews usually take place towards the end of an employee’s notice period, such as on their last day of employment. Most companies conduct exit interviews as standard practice to gain valuable insight.

From the company’s perspective, an exit interview is a chance to collect feedback and gain insight into the departing employees experience – both positive and negative. It often provides real and tangible examples of where the business is performing well and where improvement is needed, particularly if it is directly impacting staff turnover.

For employees, most exit interviews are an opportunity to raise relevant issues and concerns from their time working with the business, and expand on their reasons for leaving if they feel comfortable doing so. It’s also an occasion to share any positive moments, as many employees leave on good terms and have personal reasons for leaving, like for a new job or a more suitable work environment.

Common exit interview questions include

When conducting the exit interview process, it is common to ask a series of specific open ended questions to gain valuable insights from the departing employee. Here are some common exit interview questions:

Why did you decide to leave this job?
How would you describe the relationships with your (1) direct team and colleagues, (2) management and (3) the company overall?
Do you feel you were adequately trained and supported to effectively the duties of your role?
Do you feel that your current position responsibilities matched those of your job description?
What have been your favourite aspects of the role/company?
What areas of this company do you think can be improved?
Is there anything you would change about this job?
How can the company improve development opportunities or benefits?
Are there any company policies or procedures that you feel can be improved?
How would you describe the working conditions?

You might find it helpful to be prepared with answers to these common interview questions, along with constructive feedback.

Remember the purpose is improvement

Even if you’re leaving your company on bad terms, it pays to leave on a positive note and remember the purpose of the exit interview Q&A, discussion and information gained is to help improve the business and its operations, improve retention rates, reduce turnover and refine onboarding processes for new employees.

For example, you might be asked to talk about your relationship with your manager. If it was a poor relationship, you can say so but come prepared with answers and ways this could have been improved, such as better communication, more transparency, or more training and development.

Rather than use this interview as a time to complain, criticise or go on the attack, use it as an opportunity to point out flaws that could be improved but always make practical suggestions so that the company can actually understand what would have produced a more successful outcome.

For example, if you provide feedback and mention that yourself and your team or department did not get along with a certain manager, the business may already have knowledge about this issue and have tried to make changes.

Specifying that you felt that better project management experience and clear planning was lacking from the manager and therefore caused poor communication for example, the business can pinpoint the exact trouble spots from your answer and address it from there.

Why companies conduct exit interviews

Exit interviews serve as a crucial tool for companies to gain valuable insights into the reasons behind an employee's departure and to gather feedback on their experiences within the company. By conducting exit interviews, companies aim to identify patterns, trends, and potential areas of improvement in their policies, procedures, work environment, or management practices.

These interviews also provide an opportunity to assess employee satisfaction, gather suggestions for enhancing retention, and identify any issues that may be affecting overall employee morale. The exit interview data will be kept private. Ultimately, conducting exit interviews enables companies to make informed decisions and implement necessary changes to foster a positive work culture, enhance employee engagement, and reduce turnover in the long run.

Come prepared with positive honest feedback

Every job has its pros and cons, and an exit interview is a good time to point out all the positives of your role and constructive feedback to demonstrate your appreciation and genuine enjoyment for your job.

Whether it’s the autonomy, challenging tasks, your team and manager, networking and travel opportunities, company lunches, the great location, or excellent benefits package, it’s good to make note of these areas to ensure they continue for current employees and future employees. Offer suggestions or practical ideas if it feels appropriate to do so. It shows your interviewer you’re capable of seeing the attractive parts of the job, especially if you need to raise complaints or other valuable feedback.

Furthermore, weaving your appreciation and positive feedback into the exit interview means you leave on good terms – you never know if you’ll come back to work for the same company in years to come, or if the HR manager ends up as the hiring manager (maybe even your boss) for a future role.

Share any concerns but maintain a professional demeanour

Although an exit interview is your chance to provide feedback, professionalism is key to maintaining a good relationship with your soon-to-be former employer. In order to mention your concerns are professionally and calmly as possible, write down a list, review it and take it with you to the exit interview in order to stay on track.

It’s best not to throw certain people under the bus, as it never reflects well on the person who is complaining, since it sounds more like a personal issue rather than a company-wide one. Of course, more honest feedback is not always the best approach. For example, if you had a specific problem with a colleague in another team, you can make a more general statement about how you found that team to be highly negative or gossipy or that you never felt supported (or whatever the issue was).

Stay calm and clearly state your honest reasons for leaving and provide examples from your own experience if relevant. Be mindful of your body language by sitting up straight with your arms relaxed by your sides. But do so by focusing on company-level issues rather than personal dramas or lack of job satisfaction.

Bring your exit interview checklist

It’s likely your employer will have an interview exit checklist they need to cover with employees but there’s no reason you can’t bring one, too.

This will be highly useful if you know you have a number of main points to cover but are worried that you might forget to mention one, or that it might come across poorly if worded the wrong way.

Formulating your own checklist can help you prepare, stay focused and ensure you speak with confidence and make your point without causing offense if you were to mention it off the cuff. Preparing your own exit interview template will be valuable for any future exit interview process you may be involved in.

Don’t burn bridges in exit interviews

Even if you know you’ll never return to the same company, maintaining a good relationship with the company and former colleagues may open you up to future job opportunities or new positions elsewhere. It also ensures you’re likely to receive a great reference. Plus you could easily end up working with one or two of your old colleagues in a future job, who remember you in a positive light.

Throughout the entire exit interview procedure, it’s important to be honest about your departure from your workplace while staying professional, positive and purposeful. Exit interviews can provide valuable feedback and insights. Current and new employees may even benefit from your honest feedback, improving retention rates for the company.

Exit interviews involve conducting interviews with departing employees to gain insights into their reasons for leaving the company and gather feedback on their experiences within the company. It typically consists of a series of structured questions that aim to uncover patterns, identify areas for improvement, gain insight and assess overall employee satisfaction. By actively listening to employees' feedback and suggestions, companies can gain valuable insights to enhance retention strategies, improve policies and procedures, and foster a positive work culture.

The exit interview process serves as a valuable tool for companies to make informed decisions and implement necessary changes to optimise employee engagement. Being prepared with answers to the common interview questions, along with constructive feedback, will make the process more manageable for you and the company.

Ready to make your next career move? Search our current opportunities, submit your CV or get in touch with one of our recruitment specialists at Michael Page.

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You vs your colleagues: How to handle internal promotions

Naren Sankar — Mon, 07 Aug 2023 16:16:13 +0000

You vs your colleagues: How to handle internal promotions Naren Sankar

When an opportunity for promotion arises at work, employees may be pitted against each other as they vie for the same chance. Regardless of whether you are friendly with those colleagues you’re competing against or if another peer has been there longer than you have and therefore seems to be the obvious choice, it’s realistic that the process can get uncomfortable, knowing that one of you will miss out.

In contrast, the other gets a shiny new opportunity, a title change and probably a pay rise to go with it.

Whether you’re the one who gets the job or the one who misses out, how you conduct yourself before, during and after the internal promotion process can have a long-lasting impact on team cohesion, employee engagement and how your colleagues and manager perceive you.

The many benefits of internal promotions

Employers often prefer to promote internally rather than pursue external hires because promoting internal candidates fosters a sense of loyalty and motivation among existing employees. Recognising and rewarding their hard work and dedication through promotions instils a sense of pride and encourages others to strive for advancement within the business.

Internal promotions result in a shorter learning curve and faster integration into the new role than external hiring. Internal talent is already familiar with the company culture, processes, and values, reducing the time required for training and adaptation.

Internal hires ensure continuity and stability within the business. Employers can maintain consistency in decision-making, knowledge transfer, employee development and succession planning by promoting employees who have already demonstrated their capabilities and understanding of the company’s operations.

Promoting internally also boosts employee morale and engagement. Successful internal promotions convey that growth and advancement opportunities exist within the organisation, motivating employees to perform at their best and invest in their career growth. Human resources departments are crucial in facilitating and overseeing your promotion journey.

Put your best foot forward for the promotion

Internal promotions at work can mean some awkwardness between yourself and colleagues, but it doesn’t mean you shouldn’t put your best foot forward when applying for the role. Firstly, do not compare yourself to your colleagues.

Also, avoid downplaying your capabilities or feeling like you can’t speak highly of yourself in front of your peers. If you want the role, ensure you focus on your key achievements and abilities and how you can demonstrate that you’re the right person for the promotion.

Like any other job interview, planning is key: make sure you have talking points prepared that showcase your contribution to the company and aptitude to take on the role and its responsibilities. Also, prepare some interview questions to understand better the next steps in the hiring process and anything else that will help you determine whether this opportunity is right for you.

If you get the promotion

Congratulations! The most important thing to remember now is to be gracious and sensitive to your co-workers’ potential sense of defeat. This doesn’t mean you should pity them or make a show of consoling them – that kind of attention will likely make them feel worse.

Depending on how close you are to the colleague passed over, you may want to reach out and offer your consolation. However, it would be best to be careful how you phrase this to avoid being condescending or insincere.

A good approach is to send an email to the entire team (after the announcement of your promotion has officially been made), thanking management for this new opportunity and acknowledging that you were up against strong competition in your colleagues – and that you’re looking forward to working together to achieve success.

If you miss out on internal promotions

As disappointing as it might be that you missed out, don’t let this affect your performance in your current role. Instead, use the opportunity to get a clear idea of the areas you need to work on and a fresh perspective to take the next step.

As with any interview process, it is completely reasonable to seek feedback on why you weren’t selected, and this can act as your ‘cheat sheet’ on the skills you need to build up or areas where you need to increase your experience to be a viable candidate next time around.

Then set a time to speak with your manager and discuss where there are opportunities for you to gain this additional experience. You might even be able to structure a promotion timeline to check whether you’re on the right path regularly.

There may not necessarily be immediate future growth opportunities within the framework of your current role or company. But this means you need to be extra proactive about internal promotion opportunities at specific times of the year. Otherwise, you may need to consider taking up a new job at another company if your current business cannot provide you with professional growth and your next career step within a reasonable period.

Importantly, try to feel genuinely happy for your colleague. This can be hard, understandably, so try asking yourself, ‘Is this something I could achieve too?’ In addition, your future promotion could put you in the same reporting line as your colleague who was successful this time around, which means it’s going to benefit you to have a good working relationship with them now; plus, they could be your biggest advocate if a spot opens up. They think of you as being the right fit.

Furthermore, you should still recognise your efforts, especially if you made it to the final two or three candidate shortlist. This achievement can be a great motivator and can stop any negative feelings from taking over, encouraging you to move on and focus on what’s important for you to work on right now to be successful the next time there’s an internal promotion.

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What to do if you don’t get the salary increment you want

Naren Sankar — Wed, 26 Jul 2023 20:29:05 +0000

What to do if you don’t get the salary increment you want Naren Sankar

Asking for a pay rise is nerve-wracking for most professionals – and hearing “no” can feel like a personal blow. However, a rejected rise request isn’t always a reflection of your performance. Often, the decision may be driven by broader business realities such as budget constraints, economic conditions, or company-wide freezes.

The good news? A “no” doesn’t have to be the end of the conversation. If you respond wisely, it can be the beginning of a strategic career move.

In this guide, you’ll learn how to:

Assess your expectations and performance before taking next steps
Build a strong, data-backed case for your next salary discussion
Negotiate non-monetary rewards when a pay rise isn’t possible
Get clarity on why your request was declined
Adapt your approach to your career stage
Decide on your next move with a clear plan

Step 1: Reflect on your expectations and performance

Before taking any next steps, it’s crucial to assess the situation objectively.

Staying professional in the moment

Hearing “no” can be disappointing, but how you react is crucial. Your goal is to stay professional, maintain your composure, and set the stage for a productive follow-up.

Express gratitude, not frustration: Thank your manager for their time and for considering your request. This shows you value the conversation, even if you’re disappointed.
Manage your emotions: Avoid getting angry, defensive, or emotional. Your immediate response should be calm and measured.
Transition to a path forward: Instead of dwelling on the “no,” pivot to the future. Express your commitment and your desire to grow.

Script to use:

Thanks for taking the time to consider my request and for being upfront with me. While I’m a bit disappointed we couldn’t move forward on a pay rise right now, I’m still really committed to the team. Could we set up a time to discuss my performance and what I should focus on to work toward a future rise in my current salary?

Evaluate your performance

Did you meet or exceed the goals set out in your KPIs or performance reviews? Were there any missed targets that might explain the decision? A frank review of your recent contributions will help clarify whether the “no” was performance-related or driven by external factors. You should also consider any additional responsibilities or increased responsibilities you’ve taken on without a corresponding pay increase.

Research market benchmarks

Did your salary expectations align with market standards? Employers are more likely to approve increment percentages that are in line with current pay rate for your role. Use reputable salary guides from several recruitment agencies to compare data across sources. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and market-aligned.

Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and aligned with the market rate.

If your performance has been strong and your salary request well-researched, you’re in a solid position to re-engage the salary negotiation conversation when the timing is right. But in the meantime, there’s real value in preparing for your next opportunity to ask — and that means building a stronger case, grounded in data.

Step 2: Build a data-informed case for the future

A rejection today doesn’t mean a rejection forever. Use this opportunity to prepare for a stronger discussion down the line.

Track your impact

Start compiling a list of your key contributions, ideally with quantifiable outcomes. This could include increased revenue, cost savings, process improvements, project wins, or stakeholder feedback. These are the concrete results that make your worth visible to your manager and the company.

Prepare documentation

Maintain a comprehensive file that includes performance reviews, key metrics, client testimonials, and project deliverables. Having these ready makes future salary conversations more compelling and evidence-based.

Proactively schedule a follow-up

Ask your manager when it would be appropriate to revisit the topic. Align on specific goals or milestones that would warrant a review – and wait for a response. Request regular check-ins to track progress.

Script to use:

Thanks for meeting with me. Following up on our last conversation, I took some time to review my contributions and prepare a case for my continued growth here. I want to walk you through some of my key accomplishments and discuss how we can align my goals for the next period.

Step 3: Explore non-monetary compensation

Having your accomplishments well-documented strengthens your case. But what if budget constraints still stand in your way? That’s when it is time to think beyond just base pay.

If your employer is dealing with a tight budget, they may not be able to offer more money right now – but that doesn’t mean all negotiation stops.

Know your alternatives

Benefits like additional leave days, flexible work hours, training stipends, wellness allowances, or expanded responsibilities (with a future path to promotion) can increase your job satisfaction and career growth. These are often great alternatives to a salary increase.

Be clear on what you value

Would you benefit from formal mentorship, attending conferences, or access to coaching? Sometimes, professional development investments can be just as impactful as financial incentives in advancing your long-term career.

Bring up the conversation professionally

Come prepared with your ideas and present them as win-win solutions. Keep the tone collaborative – it’s about what keeps you motivated and engaged, which ultimately benefits the business.

Script to use:

I understand that a salary increase may not be feasible right now. Given my commitment to growing with the company, I was hoping we could discuss some other options. I’m particularly interested in [mention specific benefits like flexible work hours or a training course] because I believe it would help me be even more productive in my role.

Step 4: Understand the reason behind the rejection

But what if the answer is still no? How do you move forward without losing momentum or morale? Getting clarity on the “why” behind the rejection helps you plan your next move. Don’t walk away without asking for feedback.

If it’s a budget constraint

Companies often have fixed salary budgets – especially during downturns or restructures. In some cases, businesses may offer promotions in title without an immediate salary increase.

While this can feel unfair, it’s worth considering the long-term benefits. A title change could enhance your CV, broaden your influence, or position you for a future rise or external opportunity. Evaluate whether the new salary that may come later is worth the wait.

If it’s a performance issue

Request specific, constructive feedback. Which areas need improvement? What would success look like in your manager’s eyes? Ask to co-create a performance plan with clear metrics and timelines so you have a path forward.

Securing a firm commitment

Sometimes, a manager’s feedback can be vague or non-committal, with phrases like, “We’ll see what happens next quarter” or “Just keep up the good work.” This leaves you without a clear plan. Your goal is to turn a vague promise into a concrete, measurable roadmap.

Push for specifics: Acknowledge their feedback, but politely ask for measurable goals. Don’t leave the meeting without a clear understanding of what “success” looks like.
Formalise the plan: Suggest co-creating a written plan with specific milestones. This isn’t about being distrustful; it’s about creating a shared document that ensures you’re both aligned.
Define timelines: Get a specific date on the calendar for a follow-up discussion. This creates accountability and shows you are serious about your development.

Script to use:

Thank you for that feedback. To make sure I’m focusing on the right priorities, could we map out a few key metrics I can focus on over the next quarter? I’d also love to schedule a check-in in three months to review my progress and discuss compensation again.

Seek outside perspective

Mentors, former managers, or peers in your industry can offer an objective view. Sometimes, talking it out helps you assess whether the feedback is valid or if you may be undervalued.

Step 5: Tailor your strategy based on seniority

The way you handle a rejected rise may vary depending on your career stage.

Early-career employees

Focus on learning and development opportunities. Your first few years are about building your portfolio and proving your reliability. Even if salary is off the table, you can negotiate for project exposure, mentorship, or training – all of which boost your long-term value and build new skills.

Mid-career professionals

You likely have a track record of success. If so, emphasise impact and results in your next compensation conversation. This is also the stage where job title, responsibility scope, and work-life balance start to matter more – so you can negotiate on multiple levels.

Senior leaders

At this level, salary conversations are deeply tied to company’s financial health. Your strategy should include evidence of your leadership impact, revenue growth, team outcomes, and alignment with business objectives. You can also explore equity-based incentives, succession planning discussions, or strategic involvement in decision-making for a higher salary or higher pay package.

Step 6: Plan your next move

Sometimes, despite your best efforts, the answer won’t change. That’s when it’s time to consider your other options.

Re-evaluate fit

If you’ve hit a ceiling, are not being recognised, or sense a mismatch in values, it may be time to move on. Don’t rush – take time to reflect on what kind of company culture, leadership style, and growth trajectory would better suit your career.

Begin exploring new opportunities

Before you start applying for a new job, research salaries for your target roles using multiple reputable salary guides. Compare job descriptions, market demand, and pay ranges. This will help you negotiate confidently and avoid accepting a lateral move that doesn’t address your goals.

Exit professionally

If you decide to resign, avoid framing money as the sole reason. Exiting on a positive note by keeping it gracious and professional keeps your reputation intact and your references strong. Focus on your career development goals and appreciation for the experience gained.

Script to use:

This was a difficult decision, but I’ve accepted a new opportunity that more closely aligns with my long-term career goals. I’m so grateful for my time here, and I’ve truly valued the experience and skills I’ve gained. I’m happy to help ensure a smooth transition during my final two weeks.

Know your worth, but stay strategic

Your salary doesn’t define your value – but knowing what you’re worth, and how to communicate it, is essential to a fulfilling career. Use feedback constructively, document your wins, and approach every salary discussion with clarity, evidence, and confidence.

When the time is right, be ready to have that conversation again – or to take the next big step elsewhere.

Need help benchmarking your salary? Download our latest Salary Guide to compare ranges across roles, industries, and seniority levels.

Explore salary insights

To get a comprehensive view of salaries and market benchmarks across various industries and roles in Vietnam, download the full 2026 Salary Guide, which features the average salary of roles in Vietnam's dynamic job market, or use our Salary Comparison Tool to see how your salary compares to industry standards.

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How to improve your work-life balance

Simone Wu — Thu, 30 Mar 2023 20:20:00 +0000

How to improve your work-life balance Simone Wu

The traditional concept of work-life balance has been challenged like never before due to the COVID-19 pandemic. During the many lockdowns over the past three years, employees grappled with remote work and blurred boundaries between professional and personal lives. Many came to realise the importance of prioritising their well-being above everything else.

The growing awareness of self-worth and mental health has led some employees to resign from companies with toxic cultures that do not prioritise their overall well-being. While remote work was hailed as a solution for achieving better work-life balance, it also presented challenges, from the temptation to respond to work emails after hours to the difficulty of setting clear boundaries.

As the COVID-19 pandemic gradually moves into an endemic stage, most employees are no longer working remotely and have settled into a hybrid work arrangement.

Some individuals may integrate their work and personal lives (e.g. folding clothes while attending a conference call). It is, however, essential to keep in mind that a healthy balance of work and life must be maintained and that you should not allow your work to dominate your life.

It is beneficial to have a healthy work-life balance between promoting your mental and physical well-being, productivity, relationships, and overall well-being.

Individuals should set routines and establish clear boundaries to protect their personal time and improve work-life balance.

6 ways to achieve work-life balance

Set your boundaries

The first thing you need to know about achieving and improving work-life balance is, it doesn't just happen. Harmonious work-life balance begins with you, proactively setting priorities.

To begin, a large part of achieving work-life balance can be done before starting work. By recognising your priorities and laying out boundaries for work, you will be taking a huge step towards finding the ideal equilibrium even before setting foot in the office.

1. Recognise your priorities

An ideal place to start would be to find out your priorities in life and, by extension, in work. Work will take up a significant portion of your life, so spend some time pondering these questions: What is most important to you? What aspects of life can you not compromise on?

Naturally, this would vary between individuals. For instance, your overall health may be the priority, so setting aside time to exercise takes precedence. Others may want to set aside quality time for family and friends, pursue hobbies, or even focus on themselves.

2. Lay out your own rules

Once you have identified your priorities, set boundaries for your work life. Decide how much time you need to set aside and, in turn, the point of the day beyond which you switch off from your job.

This is important to do early on. It is very easy to get engrossed in your work and eventually compromise on your priorities. For instance, you can set a rule that you will work only within work hours. This means no entertaining late-night phone calls or last-minute work emails.

Once again, this will vary from person to person. In some cases, other factors may have to be kept in mind, such as work deadlines, emergencies, or your colleagues, if you are working with a team. However, at the end of the day, the goal is to have control over your own time.

3. Find a company that fits you

Aside from proper planning on your part, it is equally important to work in an organisation that focuses on its people. Work-life balance can be challenging to achieve if the company you work for does not prioritise employees' well-being.

Organisations may offer employee benefits such as allowing off days on special occasions, allowance to spend on wellness products like gym memberships, off in lieu for overtime, or flexibility in work arrangements.

Some companies may not be able to offer a lot of employee benefits and that is understandable especially if it is a small or new company. Therefore, regardless of benefits, the least any employer can do is to not contact you on your rest days and not contact you about work outside of work hours.

Even if it is a company with long working hours, make sure it has proper policies of caring for and valuing its employees’ work-life balance.

Manage your work and leisure time effectively

Once your priorities and boundaries are in order, it is vital to effectively manage your work and leisure time. Improving work efficiency and taking adequate breaks are two of the best ways to improve your work-life balance.

4. Improve your work efficiency

Becoming more efficient at work may feel easier said than done. You can use simple tips and tricks to boost your productivity at work, allowing you to free up time for your other priorities and personal endeavours. One way is to prioritise the tasks that you have at hand.

Ideally, you should be given a set of KPIs by your manager. Prioritise your tasks according to the KPI given. Ask yourself, which task helps you hit this KPI? When completed, which tasks will help me hit my KPI sooner rather than later? This will allow you to see the order in which tasks need to be done and help you get maximum returns for your effort because you are now prioritising tasks that are of the most value to your company.

Technology is also an increasingly helpful tool to use to improve your efficiency at work. Many apps and tools allow you to better organise your work processes and help you get through the checklist much faster. Tools such as Monday.com, Evernote, RescueTime, Any.do, and Trello can be beneficial to explore.

5. Manage your workload

Job satisfaction plays a significant part in achieving a healthy work-life balance. If you have a huge workload and have problems coping, it is crucial you speak with your immediate supervisor to find the right balance. And if your managers are unable to help you find solutions and achieve balance, then it may be time to look for another job.

It is one thing to keep a positive outlook and to want to impress your bosses by completing a long to-do list, but it is quite another issue if your employer disregards your health and well-being or if the amount of work consistently eats into your personal time.

6. Manage your breaks well

A balanced life is more than finding the middle ground between your work and your non-work life. Aside from setting clear boundaries between work and play, it is essential to take into account your physical and mental well-being. Mindful habits, such as eating at regular hours, staying hydrated and getting enough sleep, contribute significantly to your overall well-being. And that creates more balance on the “life” component of the work-life balance equation.

Taking breaks during work hours also contribute to better work efficiency and help you stay productive throughout the day instead of falling into a lull as the day wears on.

To improve work efficiency, try the Pomodoro Technique, a time management method that involves taking a five-minute break for every 25 minutes of work.

Do not be shy to make full use of your allotted leaves as well. Consider taking vacation time where you can use the time to prioritise your well-being. Allow yourself the time and space to relax and recharge.

At this time, do your best not to get involved in work-related tasks. It is an essential aspect of work-life balance not to let your professional life overlap with your personal life.

Burnout from poor work-life balance is real, but it can be avoided if you start thinking about your well-being. Ultimately, maintaining good work-life balance is about being conscious and intentional about your decisions, and setting priorities for life outside of work. You can devote time to work-life and still make time for your interests and passions for a great work-life balance.

Need more assistance? Contact a Michael Page consultant here, or search for current job opportunities.

Simone Wu

happiness at work

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7 reasons why employees lose motivation

Anonymous — Tue, 16 Aug 2016 00:53:11 +0000

7 reasons why employees lose motivation Anonymous (not verified)

As an employer, you have a certain amount of responsibility for the motivation and well-being of your workforce. For a team to function to the best of its ability, all members must be fully engaged and fully committed. It’s important to recognise that true engagement will mean different things to different people and to understand what really drives an individual’s motivation.

Really listen and respond to your employees’ needs to ensure high levels of engagement throughout your company. Spotting the warning signs of a disengaged employee early and addressing them quickly can help encourage retention.

If you fear that one of your employees may be lacking in motivation, here are seven common causes that could be at the root of the issue.

1. Lack of career vision

Money is merely one part of an employee’s motivation. Most people want clear career objectives in place to feel that there’s progression for them within their organisation. Career visioning can be a useful process in setting clear, long-term goals for an employee so that they can proactively work towards projected outcomes.

2. Job insecurity

Following on from the above point, a lack of career vision can give rise to feelings of insecurity. All employees want to feel a sense of security and longevity in their roles and an employer must help facilitate this with regular coaching and objective setting.

3. Feeling under-valued

If an employee feels that their efforts are not being recognised or appreciated, they’ll soon begin to lack energy and commitment in their role. It’s important to celebrate successes and give credit where it’s due. Try to make sure that achievements are rewarded – even if it’s just with a pat on the back.

4. No development opportunities

Regular training and development opportunities can help boost employee motivation and engagement. Most employees will value the opportunity to expand and improve their skills and knowledge. If a workplace feels stagnant, non-progressive and uninspired, your employees’ motivation levels will soon dwindle. Get regular feedback from your team to see where increased training or development opportunities would be best placed and appreciated.

5. Poor leadership

Effective leadership is an essential factor in motivating your staff. If strong leadership is lacking, some employees may start to feel demoralised. Leaders must have a flexible, inclusive approach when it comes to managing a team and be able to communicate clearly while instilling confidence and focus.

6. Conflict

Conflict in the workplace is hugely detrimental. Healthy debate is often productive, but it’s important to keep an eye out for any workplace intimidation or bullying. Some employees may feel worried to come forward about issues relating to a fellow colleague - which is why an anonymous employee survey may help to reveal any problem areas.

7. Unrealistic workload

It is important to keep a check on the expectations and demands that are being placed on your employees. If someone feels overburdened by a large, impossible workload – they can soon become disillusioned, stressed and lose motivation. Equally, if an employee has a workload that’s too light or not varied enough, they might quickly lose interest.

If you would like advice from one of our specialist recruitment consultants, please get in touch today.

Michael Page

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