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Let’s start off on the right foot

“Life is tough, my darling, but so are you.” –Stephanie Bennett-Henry

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The skinny

Roughly half of HR leaders responding to a recent survey said they're burned out, and a similar number said they are looking for a new job.

Happy two-year anniversary…

Hold the cotton balls. March 11 marked the day the WHO declared COVID-19 a global pandemic. And needless to say, this long period of loss and change has negatively affected HR.  

More so than the rest of us?

Well, in a way. If you think about it, disruption and change had to hang their hats somewhere and that somewhere was the workplace—more specifically, HR’s—hat rack. They were one of the first departments asked to completely shift and implement unprecedented WFH policies.  

Not to mention essential workplaces.

So true. But in a lot of ways, the issue is kind of a double-edged sword. HR is becoming more essential in assisting other departments with long-term business planning—so essential, that many HR professionals aren’t citing the pandemic, but other reasons entirely, for feeling burnt out.  

Like what?

Regularly being asked to perform duties outside of HR tasks. In addition to keeping the magic candle of company culture alive and dealing with the Great Resignation, it’s no wonder they’re feeling the burn.  

Sick burn.

Yeah, not good. But HR pros can combat burnout in a variety of ways. For example, outsourcing day-to-day tasks to make room for more strategic duties. 

That’s smart.

Very. Actually, it’s a new hiring strategy that is currently #trending for those in the know. A flexible or open talent model that relies on freelancers could be the answer to burnout across the board.

Freelancers for the win.

Or even gig workers. Two great ways to help HR, and potentially other departments suffering from overwork, lighten the load and get back on track.

Date with data: Respondents to a survey who had worked with or hired independent staff in the last year said that, without the external help, they would have done the work themselves (35%) or asked their teams to do it (28%)—options that could contribute to burnout. 

For you: 5 subtle signs you’re headed for burnout.

Further reading: Remote work has opened the door to a new approach to hiring.


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The skinny

Focusing on attention management is better than time management to get more done.

What’s that?

Basically, attention management is prioritizing your work day to address the people and projects that matter rather than focus on the sheer number of tasks you are able to get done. Basically, quality over quantity.  

Interesting.

Yes. Instead of focusing on the time a task takes, a better option is focusing on getting things done for the right reasons, in the right places, and at the right moments.  

But how do you stay on task?

By noticing where/when you get things done and leaning into that. Fun fact: Bad weather is notoriously good for productivity since there are fewer distractions, like thinking about that perfect happy hour patio on a sunny afternoon.

Apps!

No, see, focus back. Many of us struggle with boring repetitive tasks that take time. But a better way to GSD is to start with a moderately interesting task and then shift to the boring one, then reward yourself with a task that interests you. It’s not about time; it’s about timing.  

Great, it’s 5 o’clock somewhere.

Still thinking about HH? Well, I’ll leave you with one more tip. Pay attention to your circadian rhythm. If you’re a morning person, do your focused “head’s down” work in the morning and brainless tasks in the afternoon. If you’re a night owl, do the opposite.  

Hoo hoo.

Who doesn’t want one more tip? Separating days into “maker days” and “manager days” is also a great way to separate tasks.  

Totes quotes: “I arise in the morning torn between a desire to improve (or save) the world and a desire to enjoy (or savor) the world. This makes it hard to plan the day.” –E.B. White, American writer

For you: Why you procrastinate.

Here’s something to…



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COVID-19 two years later: 6 hard-learned lessons.