*I would love to hear what you’ve started to eliminate from “I say no to things that I don’t want to do” and how it’s changed your life. *
Hi, I am Patti Oskvarek of Coaching For Inspiration with Patti. I’m a Leadership, Work-Life Balance, and Life coach who helps individuals achieve their dreams, goals, and aspirations and live more purposeful, balanced lives outside of work.
In these monthly podcasts, we (Patti and Lynn) talk about everyday situations that can arise.
Two friends who have known each other for four decades want to share fun life adventures, life experiences, and life lessons to bring positivity into the world.
In this episode, we share about New Year’s Resolutions.
Do you make New Year’s Resolutions?
*According to a study published in the Journal of Clinical Psychology, only 46% of people who made New Year’s Resolutions were successful.*
We shared the list of the top *10 New Year’s Resolutions* with Patti and Lynn’s point of view.
What is your New Year’s Resolution?
Lynn shares funny New Year’s Resolutions.
Patti shares Tips on How to Succeed with Your New Year’s Resolutions.
What’s your New Year’s Resolution action plan for 2025?
Comment on the name of the traveling plant.
🎙️ Don’t forget to like, subscribe, share, and comment.
As a manager and supervisor, are you experiencing your employees silently quitting?
I came across an article on LinkedIn about the rising trend of quietly quitting and thought this is a good topic to explore.
Silently Quitting, which can contribute to a lack of enthusiasm, decreased productivity, or a reluctance to take on new tasks, has increased due to workplace burnout, dissatisfaction, and blurred lines between work and personal life. Many employees feel overwhelmed by expectations and find themselves doing just enough to meet their job requirements without going above and beyond.
Dealing with employee disengagement is not a passive task. It requires a proactive approach, and let’s explore why.
Here are some strategies for managers and supervisors:
Be a safe environment where employees share their thoughts, feedback, and concerns while creating a healthy work-life balance by respecting personal time and encouraging breaks. Flexible work arrangements help. Ensure employees understand their roles and responsibilities. Monitor workloads to ensure they are manageable, that employees are calm, and that they have the resources they need. Demonstrate engagement and positivity in your work. Your attitude can influence the team’s morale.
Having strategies can help create a more engaged and motivated workforce, reducing the likelihood of silent quitting.
Silent quitting can have several effects on the workplace.
When employees disengage, this creates an unpleasant atmosphere. Employees not invested in their work are slow to complete tasks or may not complete them. Employees who feel undervalued or unmotivated may seek other opportunities, leading to turnover rates and the costs of hiring new staff.
Addressing the issues that lead to silent quitting—such as lack of recognition, limited growth opportunities, or poor work-life balance—can help mitigate these adverse effects.
“Silent Quitting,” where employees disengage from their work without formally resigning, can significantly affect managers, supervisors, and employees.
Managers and Supervisors may see a reduction in team performance. If some members are visibly disengaged, the overall team morale can suffer.
They might have to take on extra responsibilities or redistribute tasks to accommodate less engaged and disengaged employees.
If silently quitting becomes the norm, Managers may need to implement these strategies.
To address silent quitting, managers can foster open communication, provide support, and ensure employees feel valued, engaged, and safe.
Question:
How have you experienced silent quitting, and how did you handle it?
If you are struggling with the daily grind and feel alone, a leadership, life, and work-life balance coach like me can help you overcome those everyday challenges and continue moving forward to where you want to be.
What are your opinions on the changing employee and company loyalty trend and its impact on company behavior?
Employees used to be more loyal to companies. This shift in loyalty may be due to a perceived lack of company not being loyal back.
There’s a growing perception that companies need to show more empathy towards their staff, treat them well, and support them in front of others.
Layoffs and retail store closures are happening to people who have worked for companies for decades, and employees who are more recent and making less money appear to keep their jobs.
What are your opinions on the changing employee and company loyalty trend and its impact on company behavior?
Let’s explore this together.
What do you think are the primary reasons people are not staying in companies for their entire careers or lifetimes as they have in the past?
Is it?
Lack of positive recognition and feeling undervalued.
Businesses not offering pensions or laying off staff before they reach their retirement date for a pension?
Lack of growth opportunities, passed over for promotion by a colleague who needs a better work ethic.
Working with less, excessive workload, and career burnout.
A toxic work environment or frustration with their manager or company work culture, mission, or values.
Management tolerates lousy behavior and the terrible work ethic of staff.
Policies change, workload changes, or job duties change.
Low pay or no raises in years.
Lack of clear direction or training for the job position.
Employees who don’t feel safe will start looking for something new.
Turnover and training new staff can be costly to the company’s bottom line, and what about losing knowledge, experience, and customers?
Customers tend to stay as repeat customers when they feel appreciated and have built a good relationship with an employee within the company.
Are there other ways to cut costs, see what’s working and what’s not, and try new strategies other than eliminating positions or closing stores?
There may be no other alternative. Have different strategies been considered? Hopefully, yes, and it was the last option.
Some companies have maintained loyalty. What do you think are some of the factors for this?
Employee loyalty and retention may have a combination of factors, many of which revolve around how employees feel about their work environment, the organization’s culture, and the value placed on them as individuals.
Today’s podcast Affirmation I strive to maintain employee retention!
If you are struggling with the daily grind and feel alone, a leadership, life, and work-life balance coach like me can help you overcome those everyday challenges and continue moving forward to where you want to be.
In today’s fast-paced work environment, managers and supervisors often feel overwhelmed by the need to implement new procedures. Whether it’s a new project or a change in the sales process, employees can resist these changes, making the task even more challenging.
In the latest episode of “Exploring Life and Work with Patti,” leadership and work-life balance coach Patti Oskvarek offers invaluable insights into navigating these turbulent waters.
The episode’s core focuses on delivering new procedures to staff, especially when you know they won’t be accepted with open arms. Patti highlights the emotional complexities involved in such situations, from feeling overwhelmed by the task to dealing with the lack of immediate positive outcomes. She stresses the importance of understanding the employees’ perspective, which can invoke empathy and improve communication.
One of the key strategies Patti discusses is the importance of understanding the “why” behind new procedures. This understanding can empower managers to share the change confidently, even if upper management has not provided all the details.
Practicing delivering the news and focusing on potential positives are crucial steps in this process.
Patti encourages managers to present data to support their perspectives, communicate openly, and seek collective solutions with colleagues.
The episode also touches on the importance of self-care for managers. Patti advises regular exercise, a healthy diet, and activities that help relax and unwind, such as Reiki sessions. She reminds listeners that seeking support is not a sign of weakness but a strength, providing reassurance and a sense of unity during times of change. Throughout the episode, Patti’s empathetic approach shines through. She understands that dealing with new procedures can be emotionally complex, involving a mix of concern, empathy, and the pressure to adapt.
Managers can navigate these challenges more effectively by focusing on what can be controlled and maintaining a positive mindset.
In conclusion, “Exploring Life and Work with Patti” offers practical advice for managers struggling with implementing new procedures. By emphasizing open communication, empathy, and self-care, Patti provides a roadmap for creating a more positive work environment and achieving a better work-life balance.
This episode is a must-listen if you’re a manager facing similar challenges. Tune in and discover how you can turn chaos into calm.
Have you faced this situation, and how did you handle it? Did any of these strategies help your situation? Share your situations and strategies in the comments to help others facing similar challenges.
If you are struggling with the daily grind and feel alone, a leadership, life, and work-life balance coach like me can help you overcome those everyday challenges and continue moving forward to where you want to be.
We shared that balance and harmony create abundance. In leadership work takes over, Patti Oskvarek and Lily McNamara discuss mastering balance work/life/relationships and how the big picture is the focus.
I was a guest on the Nope Podcast with Suzanne Culberg and shared about Work-Life Balance. We discussed practical strategies to help people say no to unwanted commitments, freeing up time for things that truly matter.
Patti shares insights on creating a balanced life, identifying joyless tasks, setting boundaries, and rediscovering hobbies.
The conversation emphasizes the importance of self-care, scheduling rest, and understanding that balance looks different for everyone.
00:00 Introduction
00:24 The Art of Saying No
02:43 Identifying and Prioritizing Joyful Activities
06:08 Creating Space for Hobbies and Self-Care
09:36 Scheduling and Protecting Personal Time
15:21 The Importance of Unplugging and Recharging
18:41 Adapting Work-Life Balance Throughout Life Stages
Thank you, Silvia Leva, at Colorful Foresight, for having me on your channel.
(For Your Entertainment Purposes Only)
Personal Note: All the videos in the Colorful Foresight YouTube channel are for entertainment purposes only. Please follow your own intuition and path regardless of what you hear, see, and receive through this channel with Colorful Foresight. Thank you.
COPYRIGHTS: FAIR USE, Title 17, US Code (Sections 107-118 of the copyright law): All media in this video is used for the purpose of review & commentary under terms of fair use. All footage, music & images used belong to their respective companies.
Angela and I were guests on the Colorful Foresight YouTube Channel on the playlist of Woo-Woo Time with Silvia Leva, where we shared about work-life balance and intuition on the Colorful Foresight playlist of Woo-Woo Time with Silvia Leva Episode #72.
Personal Note : All the videos in the Colorful Foresight YouTube channel are for your entertainment purposes only. To follow your own intuition and path regardless what you are hearing, seeing and given through this channel with Colorful Foresight. Thank you.
COPYRIGHTS: FAIR USE, Title 17, US Code (Sections 107-118 of the copyright law): All media in this video is used for purpose of review & commentary under terms of fair use. All footage, music & images used belong to their respective companies.
