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Career coaching is a whole gamut of different things involving upstream, midstream and downstream activities. The upstream activities have a lot to do with career clarification, career switching, identifying skill sets, strengths and figuring out which career path fits an individual the best. Surprisingly, only a small percentage of individuals will take advantage of career coaching services, maybe they don’t see the value it has to offer, but the truth is career coaches have no ulterior motive but to land an individual a job of their liking. Our work plays such a dominant part in our lives, most of us will be working 90 thousand hours in our lifetime or maybe even more, which equates to 10 solid years or more, so loving what you do becomes imperative. People who seek career coaching want one of the following things. Finding a new job or a new career that inspires them. Identifying your strengths and your weaknesses is important to know one’s self capabilities and what they want to pursue as a career. knowing your potential as it could be a person’s interest but not necessarily their potential, because there is nothing better than self-investment and self-development. Progressing to the next level in your career. A career strategist helps you to improve your social media profiles. They help you with interview questions and help you create a job search strategy from start to finish. They can guide you in improving how you sell yourself to prospective employers by providing you with the right tips & tricks to succeed in the more challenging working world. Improving one’s self-effectiveness. Career coaches help an individual develop skills that they already have and also help them to learn new ones, they focus on helping their clients decide which company they want to work, for which industry, which position they would be better suited if wanting to change directions in their career and help them set incremental steps to get to their major goal. Exploring new areas of talent that an individual might not be leveraging. An individual might want to change their functional role while staying in the same career for example you might have worked in the airline industry your entire life and your specific function applies only to finance and you want to switch because you feel you want to take a different course like a corporate strategy role, as you want to explore other natural areas of talent that you’re not leveraging. It is an easy switch to make because you know the industry well and you have the required skill set that applies to the job. Or you want to stick to finance but you want to switch the industry because you might feel that you have worked in the airline industry too long, but your role remains the same. Career coaches make the entire recruitment process easier with their specially designed platform, from application form review, CV review, Social Media review; all the way up to preparation for your job search strategy and interview approach. Career coaches can offer expertise that can give you very valuable advice in term of how to sell yourself to the best of our abilities. Career coaches focus on outcomes, actions and accountability. They can get you from point A to point B to ensure that you are satisfied with how your career is being planned out, so I can assure you that you should stop hesitating and get yourself a Career Coach immediately for your advancement! Written by: Girish Rohra Chawla Follow us on Social Media Platforms! FB: @millennialhrconsultant LinkedIn: @millennialhrconsultant Instagram: @millennialhrconsultant

When there is a balance between personal and professional life, the phenomenon is called work-life balance. The balance between personal and professional life may vary in certain circumstances based on your working institutions. Therefore, when you do not need maintenance and work too much in an organization setting. Failure to have the work balance is likely to cause behavioral as well as psychological problems, and this may lead to low productivity in the organization. According to studies, work-life stress is harmful to employees. Working too much causes an imbalance in personal and professional life. However, different techniques will help you in managing work-life stress and balancing your personal and professional life. Here are some of the methods that will help you in creating a work-life balance. Setting Priorities To maintain a work-life balance requires more time. It is, therefore, about figuring out what your priorities should be and not what you think they should. Therefore, the best way to figure out your preferences is by asking yourself if you want to focus on a specific thing in your life. Therefore, once you find the answer that will be your top priority. Ultimately, it is necessary to define all your priorities based on their value. Monitoring Your Time It is essential to track your time. Always find out the time you spend on things that do not have any importance as well as do not add up to your top priorities. In this way, you will wipe away the unproductive activities from your life and focus on essential matters in your life. Be present Always concentrate on one thing and devote your full attention to one task at a time. When you are doing some work still, give it your best by putting your heart and mind on it. For example, when you are with family members or friends do not reach to your phone to read emails and texts. Respect time It is advisable to remain always loyal to your work; however, that does not mean taking your family time for granted. During hour break or weekends always ensure to use the time correctly. Zoom in on your personal habits and lifestyle To achieve a work-life balance, you should always incorporate a good keep pattern, hence a healthy diet, and have exercise time in your life. Despite what you do, it is necessary to pursue a hobby. This will help you to feel content in your work-life experience. Ask for help Asking for help does not mean you are incapacitated. Nevertheless, it means that you are learning more. You can ask for help from your boss, colleague, or even family members. Everybody needs help at a given time. It is crucial to rely on a supportive network to ensure you are not running to the ground to deliver tasks. Overall, achieving work balance is not an ending process; however, it is crucial to track your moves always. Set some time aside in a month to ensure you are living a life that you wished for. Written by: Girish Rohra Chawla Follow us on Social Media Platforms! FB: @millennialhrconsultant LinkedIn: @millennialhrconsultant Instagram: @millennialhrconsultant

WHAT IS A PERFORMANCE APPRAISAL? Performance appraisal is a process of assessing the performance of an employee on an allotted job. It can mean the evaluation of an employee’s performance in the past and in the present relating to their performance guidelines. WHY ARE PERFORMANCE APPRAISALS IMPORTANT? Strong performance appraisals are the backbone of effective performance management system as this includes: Clarifying job responsibilities and expectations Enhancing individual and group productivity Developing capabilities through feedback by providing a basis of making HR decisions Improving employee-manager communication channels AIMS OF PERFORMANCE APPRAISALS. Performance appraisals guide the process of determining how well employees do their job. Thus, it is reviewed by the manager to identify the strengths and weaknesses of the employees, so the employee knows where improvements are necessary and how they need to be resolved. Over the years there have been many new types of assessments which have aided how appraisal systems are used in today’s ever-changing business world. As far as it is concerned the evaluation can be done not only for promotions, salary raises or bonuses but for an employee’s growth and development within the role and for the department or organization. The management review employees progress by setting smart defined objective in order to track their progress over a period. For example: - If managers and employees at the start of the financial year sit down by working together to list out these smart defined objectives and ensuring that they are evaluated against each goal based on their outcomes in the course of the mid & year end appraisal process. Another example of evaluation that many corporations utilize is the rating method. A rating scale is one of the most used method where a supervisor rates an employee on a numerical scale of 1-4 based on defined set of behaviors, traits, competencies and completed projects. This method delivers a high functionality and is quite simplistic to use. Other ways of evaluation can include via collection of data from peers, supervisors, and even external parties such as customers and suppliers. The nature of utilizing this method is to bring in a broad multidimensional picture of performance that cannot be influenced by favoritism and it is also a great way to ensure that employees are evaluated fairly and accurately. As a matter of fact, it doesn’t matter which type of the evaluation method (360-degree appraisal system or others) is used. The main goal is to foster communication between managers and employees to make the performance reviews as productive as possible. Depending on companies/industries or the knowledge the HR professional brings to the table; the type of performance appraisals system will vary. HOW DO PERFORMANCE APPRAISALS INFLUENCE THE EMPLOYEES PERFORMANCE? A manager is dependent on its employees, so if the employees work hard and achieve their goals the team is appreciated by management and if they perform poorly, then he is to be criticized. To put it in simple words a manager’s job is tied to its employees; how well the employees perform to a large extent attributes to the success of the department itself, so then a managers aim should be to motivate the employees to work hard and continually improve their performance. As clearly witnessed in today’s employment era; performance management are so important as it helps in evolving action plans so that teams can improve their performances. A universal approach to performance management will help managers answer questions such as: How can I best measure performance? What is the best way to give my employees feedback on their development? How should I communicate to employees? How to manage poor performance? Implementing a regular or systematic performance appraisal system; it is recommended that a system is developed in consultation with peers, workers and managers (if there isn’t a system in place). It is highly critical that there are defined linkages between appraisals, rewards and outcomes. Written by: Girish Rohra Chawla Follow us on Social Media Platforms! FB: @millennialhrconsultant LinkedIn: @millennialhrconsultant Instagram: @millennialhrconsultant

Career planning is the process of developing human resources to manage people to obtain optimum results and this can only be accomplished by integrating individuals as well as organizational needs. Organizations attempt to design career plans which have a progressive outlook and without which organizations cannot prosper. Through career planning the employees not only develop their career goals but also identify the ways to achieve these goals. This helps individuals to remain competitive in the evolving labor market by constantly upgrading competencies as part of their objective fulfillment efforts. Career planning acts as the basis of guidelines for tracing the career progression an employee achieves during his tenure within an organization, hence it enables the organization to foresee the future by identifying competent employees to occupy the most key critical positions. There are innumerable professions in the world labor market and along with that there are a variety of talents available in abundance. When someone sets on the journey of self-discovery; one of the most important thing that comes to their mind is the question of what they should do, that will ensure a sustainable future for them. In our growing society and education system, the biggest hurdle what comes during career planning are the standards set that organizations consider it to be a benchmark without considering each person’s individual capabilities and limitations. CAREER PLANNING IS A COLLECTIVE RESPONSIBILITY Career planning is the collective responsibility of the organization and the concerned individual, the process of evaluation of the different aspects of an employee are: work performance and efficiency self-worth personality lifestyle and career goals form the major part of career planning AIM OF CAREER PLANNING The main aim of career planning is to help the employees achieve career progression within the organization. Career planning assists in finding those who could be progressive and can notch higher positions in the future. INDIVIDUALLY CENTERED CAREER PLANNING Organizational changes have altered career paths for many people. Individuals have had to face career transitions whereby these transitions have emphasized the importance of individually centered career planning which focuses on the individual’s responsibility for a career rather than the organizational needs. Individuals focus on opportunities that help them in the future to achieve their goals, which helps them create a logical career path. EFFECTIVE CAREER PLANNING Effective career planning focuses on both organizational centered and individual centered perspectives. Organizational centered career planning aims to provide progression between people and the organization therefore a good career planning program includes talent management and succession planning. Career workshops are conducted to educate the employee about opportunities and help them with their planning. The approach an organization uses to enhance careers should provide opportunities for individual growth and development. The organization should now follow a hierarchical structure and should try to involve more innovative ways for employees to move through jobs whether it is upward or it’s a lateral move. Employees are often feeling stranded which can lead to frustration and disappointment. As a matter of fact, employees are to be shown possible routes to fulfillment so that organizations have more satisfied workers. In simple terms career planning means to premeditate something before materializing it, the reason to do this is to minimize the risks and to maximize our advantage to define a path which will help us in achieving our career goals. Written by: Girish Rohra Chawla Follow us on Social Media Platforms! FB: @millennialhrconsultant LinkedIn: @millennialhrconsultant Instagram: @millennialhrconsultant

A company’s culture is a collection of instinctive repetitive habits and emotional responses that show a collection of self-sustaining patterns of thought, belief system, behavior and feelings that determine the way we execute tasks in an organization. CULTURE AN EMOTIONAL STIMULATION Culture is an emotional energizer that motives the employees to advance the strategic operational priorities of their company; culture can also lead to undermining long term success if it becomes a drag on productivity and emotional commitment that is why its important to strike a balance and truly understand the needs and limitations of employees. If the concentration is shifted to changing the behaviors because they are more tangible and measurable a behavior pattern can be established, which when applied to a significant number of people can positively impact and influence the growth and productivity that in turn will enhance the business performance in the long run. CULTURE INSTILLS PURPOSE Every human organization creates a unique culture of its own, from a small family business operating from their hometown to a large global corporation spanning cultures in different timeline zones, each culture has its own identity. Corporate culture has become more important than ever in an organization. Employees expect corporate culture to help guide them in their jobs and give them a sense of purpose and encourage competition. THE ROLE OF HR Organizations are cohesive organisms which learns to adapt or find better ways to create a responsive environment to increase the productive capacity of the business which depends on. Capital resources Physical resources Human resources The purpose of HR is to bring enhancement to the performance of the people involved, which will ultimately lead to the improvement of the organization. Successful HR professionals know that to win in the current competitive marketplace they must learn how to attract, develop and retain talented and productive individuals. The roles of HR include holding the privilege of taking care of thousands of employees working for the organization as they take care of their jobs. CULTURE AND HR Culture is a perfect dilemma in HR, because it’s all about teaching the employees how to bring the best out in them and the best way to do that is through culture by creating an environment that makes them highly driven to deliver. This can be done by understanding the competencies and the deficiencies of the employees using HR and culture to derive performance. As an HR manager it is your key role to ensure that the employees live the culture of the organization, which means that it is your responsibility how the employees orient themselves to the culture of an organization. If the culture is properly defined every individual will understand of what the culture means, proper time, energy and resources need to be applied to teach the culture of an organization to elevate the principle of what the organization truly stands for. Rewarding the employees that follow the culture, behavior and values of an organization will set a positive example for the rest to follow, and in the long run this will motivate them to strengthen to the culture of the organization. Written by: Girish Rohra Chawla Follow us on Social Media Platforms! FB: @millennialhrconsultant LinkedIn: @millennialhrconsultant Instagram: @millennialhrconsultant

1:1 meetings are powerful tools for management of any size of an organization. It is, therefore, essential in making sure that the employees know what they are expected to do and do it in confidence. At 1:1 meetings one will dedicate spare time in the calendar for an open-ended conversation between the employee and the manager or any other senior staff. 1:1 sessions are a crucial part of the development of employees because they help them in securing the context of their daily operations. The meeting creates a platform where teammates and leaders interact regularly. During 1:1 meetings the manager and the team members get aligned so they can address more significant issues and allow immediate feedback, hence promoting a 2-way open communication. Even though managers may be busy to hold 1:1 meetings, it is necessary at some time to create time and get to interact with their employees. This can be achieved by setting aside an hour on a bi-weekly basis with your team members. It does not, however, need to be in an office or a conference room, you can always choose to have this over a lunch or coffee break and talk. The commitments give employees the morale of doubling their efforts at their respective positions at the same time as working under maximum support. Managers have different orientations and meeting schedules with their employees. Some may prefer a whole day set aside for 1:1 interactions, while others may prefer having a full week of communication. This is important in creating a maximum mental presence of all the team members. Having a meeting on the same day is essential for setting yourself up with everything that is happening in the team. Therefore, as a manager, it is crucial to figure out and set your schedule so that you can return the best results. Organizing for a 1:1 meeting has no specific way. However, they are many factors that determine the best structure of the meeting. Therefore, considering the relationship and the experience of the team member’s level is essential. The most significant element of 1:1 session is the creation of space regarding the mind. The meeting is generally for employees, and their participation is crucial to the organization. The most striking aspect is for the manager to listen to what employees are saying. Thus, as a manager, always ensure that employees feel heard, empowered and safe. Once you have fully understood them, you should be a facilitator of the solution. Discuss their excitement and ways that you can mentor them to performing their best at work. You can engage employees through the following tactics: ● Affirming their perspectives ● Disclosing your weaknesses where you have fallen ● Being considerably on their side when giving them feedback ● Respecting them as a person and treating them as peers Overall, checking in with your reports as a manager after every few weeks is a motivating factor. This will help in checking out the reaction of the 1:1 meetings and reaching a verdict. Written by: Girish Rohra Chawla Follow us on Social Media Platforms! FB: @millennialhrconsultant LinkedIn: @millennialhrconsultant Instagram: @millennialhrconsultant

As the economy is recovering, employee experience is the largest pool that companies will consider while recruiting. Hence for companies to hire competent and skillful people, they need to consider the talent acquisition of the employees. However, securing the best-talented employee into the company many are not enough. You should have a vision on how to utilize the skill sets the employees possess and forming it into a talent program. Therefore, below are some essential talent development program ideas that needs to be taken into account. Devoting Time Finding an employee with specific skills for your company needs is a challenging role. Some employees may not be ready to learn new skills even though they have the potential, while others without power may be ready to learn. However, training employees who are willing to learn doubles the organization's effectiveness. Hence, before recruiting, it is essential to consider the database experience of the employees. Mentoring and Succession Planning A mentoring program is the first step in identifying successful candidates in an organization. With the company's impact and time span, the transition will be significantly reduced. The specific roles are filled with capable and qualified individuals. Constant Feedback It is essential to ensure every training session is followed with continuous feedback from the employee. When the training involved is about improving computer skills, then a pre and post-assessments test is essential. Hence most training companies offer this type of information to their employees. Showing Off The talent acquisition program demonstrates the skills learned in meetings or other verbal communication. For instance, somebody can mention about the new techniques they learned in the talent training program while reviewing all that you learned with the group. Quantify It is essential to develop while monitoring key performance indicators. This is necessary because it ensures the programs are returning the investments. Some metrics used include the turnover ratio, performance ratings as well as absenteeism. The best way of improving your business is by breeding the culture that is rich in learning and investing in positive, motivated individuals. There are many ways that you can use employee engagement programs for your company. However, you should first find the best way of measuring the results that work for you as this should not be time-consuming. There are some simple processes like carrying of customer surveys, measuring client levels before implementing the employee engagement strategy. To promote employee engagement within your organization, you need to express professional skills. Employees should see you as understanding, supportive as well as credible. Hence you should focus on demonstrating listening skills and ready to take board suggestions and comments. Finally, nurturing employee experience in an organization requires regular staff engagement sessions. The organization meetings can be done through one on one or through a town hall engagement. Based on the size of the organization, you may opt to one on one session with employees. As a leader in any organization, it is essential to focus on listening and encouraging an open discussion. In this way, you will realize and promote culture within the organization. Written by: Girish Rohra Chawla Follow us on Social Media Platforms! FB: @millennialhrconsultant LinkedIn: @millennialhrconsultant Instagram: @millennialhrconsultant

Data analytics is the act of detecting and interpreting data patterns. Data analytics is an important technology that offers additional opportunities for achieving targeted results, such as cost reduction and optimization. Those who successfully use data analytics do not rely on intuition and prefer results based on data analysis. In an ideal scenario, business leaders create an objective and impartial methodology and thus get results without biased opinions and experience. Why Use Data Analytics in Your Organizations? Recently, analytical tools provide a wider transformation of business conclusions through automatic updating and automation of the processes of detection, cleaning, and publication of data. Business users can work on any device with context, receive real-time information, and achieve results. Below are some of the uses of Data Analytics tools for any organization. 1. Data Analytics Helps in Improving Organizational Data Quality and Security. The nature of business is changing with new directions of competition. Today, employees are well versed in technical issues and do not want preparation for work to take a lot of time. Data analytic tools provide your users with the necessary speed and convenience in maintaining high standards of data security and quality. It is prudent for your organization to set up a centralized analytics platform to act as a business intelligence strategy. The key to successful innovation is a combination of projects carried out by business units and IT. 2. Allows You To Perform Data Manipulation. Data analysis tools give you a wide range of capabilities to manipulate your data with the aim of predicting business trends. Modern data analytics tools allow you to identify hidden data models thanks to the capabilities of forecasting, self-learning, and adaptation. These technologies are intuitive and include amazing data visualizations that help you instantly analyze millions of rows and columns. Modern analytical solutions are convenient and can be used on mobile devices. You can access the right data at the right time with a minimal mastery of the principles of work and even without them. 3. Enhance Data Visualization Data analytics provides a clear picture of the business situation. By analyzing personal, corporate, and big data, you can quickly understand their meaning, share with colleagues, and do it all in a matter of minutes. 4. Make Informed Business Decisions In the ever-evolving market for data analytics, significant changes have occurred. Previously, business intelligence programs were led by the IT department, but now IT and business units make decisions together, and this is becoming the new norm. Undoubtedly, analytics has already become a strategic resource for most companies, which has caused a wave of new consumers and new expectations. As we have witnessed in today’s era is how decisions are made in real-time has changed significantly. The staff is changing, and at the same time, approaches to organizing the workflow are changing. Gone are the days when office workbooks were commonplace, modern employees want to get started quickly. Although availability and speed are essential, business executives still expect high standards of data security and quality. A centralized Data analytics platform, where IT experts play a vital role, should always remain to be a fundamental part of your organization's data analysis strategy. The key to successful innovation is a combination of projects carried out by business units and IT. What tools does your company utilize to extract Data Analytics? How is Data Analytics important for someone operating in a HR Function? Written by: Girish Rohra Chawla Follow us on Social Media Platforms! FB: @millennialhrconsultant LinkedIn: @millennialhrconsultant Instagram: @millennialhrconsultant

Organizational change can be defined as the process of mastering a new idea, a type of behavior, or as any relatively independent modification of one or more elements of a management system. Examples of major changes can be the development of improved technology, the creation of a new product needed by the market, the improvement of the organizational structure, the formation of an appropriate organizational culture with new values, traditions, and management style. Reasons for Organizational Change In addition to the continually existing factors of the external and internal environment of the organization, which have a direct or indirect impact on the process of organizational change, one can also identify several factors that are potentially the causes of changes. These factors include: 1. Crisis Situations When a problem situation arises, the organization is forced to implement organizational changes aimed at returning to stability or restoring liquidity. Most often, such organizational changes are operational, carried out at high speed and do not meet significant resistance from the organization personnel. 2. Stage of Company Development At each stage of development, the organization makes the changes necessary for moving forward and moving to the next stage. Such organizational changes usually occur at the strategic and tactical levels and involve the redistribution of powers and responsibilities between company employees by creating new levels of structure and management and changing the management mechanism. 3. Personal Influence The cause and factor of organizational changes can be changes in the personnel composition of the organization, the appearance of new people in managerial positions almost always leads to changes that lead the organization to a subjectively better state. Innovation always cause collective resistance, often perceived by employees painfully. The solution is the purposeful development of employees and organizational structures, continuous training, and the creation of a culture of change in the organization. With the introduction of new values and norms, the transition to new regulations always require changes in the organizational behavior of employees. Organizational behavior cannot be changed only by orders and directions. Ensure that you follow the following organization change steps to maintain a smooth organizational change process. Stages - How to make an organizational change: 1."Defrosting" This stage is characterized by the appearance of an imbalance between the driving and stabilizing forces in the organization. At this stage, it is necessary to find and combine the driving forces of the organization and to determine and minimize the constraining forces. 2."Change" (the formation of a new state) It is characterized by an active breakdown and transformation of values and norms of activity. At this stage, the involvement of key employees (active minorities) in setting new goals and developing reform programs, as well as training the passive majority of employees, is characteristic. 3."Freezing" It is a fixation of the state of the organization at a new level. The new state of the organization should become relatively stable and protected from accidental changes (otherwise, the situation may return to a personal state). The organization's culture is always acceptable for a certain period of the organization's life cycle and external conditions. Changing these conditions, rapid economic changes and changes in legislation require the organization to adapt to new conditions. Is your company going through Change Management? How is it being addressed within your organization? Written by: Girish Rohra Chawla Follow us on Social Media Platforms FB: @millennialhrconsultant LinkedIn: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant

Why do competent employees leave sometimes? It is not because of the coffee breaks being too short, or they are not allowed to take a smoke break, or the lunch break isn’t long enough, studies reflect that properly engaged and motivated employees are not leaving jobs they are simply leaving bad managers. Every business that has ever reached excellence has one thing in common great employees who are happy and comfortable in their work environment, that’s why it’s important to understand how management can create a culture to incorporate that flexibility and trust within their company. As a result, caring about the workforce and driving them to bring forward their potential and work to the best of their abilities. Everyone needs a pat on the back every now and then and when an employees work is not recognized and there is no concept of raising the significance of a person, the work environment can become a living nightmare, but there’s light at the end of the tunnel and most of the things that increase work related stress can be avoided. FOCUS ON THE POSITIVE. Always look at the positive, maybe your boss isn’t so bad maybe they are just tough or maybe you can grow from the learning experience that they have to offer no matter how unappealing it may sound now. ALWAYS BE A STEP AHEAD. Take time to understand all the parameters of your job, if your boss is micromanaging, then you need to ask yourself if your boss is constantly correcting you so maybe you are missing out on something? You can eradicate this problem by just being a little step ahead of things for example creating an outline of your job responsibilities or produce templates for certain projects and set up frequent meetings in your initial 90 days. EFFECTIVE COMMUNICATION. Always ask questions and remember to communicate, it allows the other person to get a glimpse of the work you have been doing and you don’t go unnoticed or unheard. An honest conversation with your boss can really help and you can tell them how your constant calls and emails come in the way of your work and you can both agree on a more amicable way of having communication. For e.g. like creating a weekly meet up or daily email where you can fill them in on your progress and receive constant feedback. By bringing the issue to their attention you give them a chance to correct themselves and you are also standing up for yourself in the process. Emotional intelligence is swiftly becoming a powerful tool in the workplace. SELF ANALYSIS. You can start by putting yourself in your boss’s shoes and if you pinpoint any short coming because of which your boss needs to micromanage you, you might be able to find better solutions. There are always going to be unexpected challenges at the workplace by initialing the process of getting to know more about each other you are highlighting the importance of having a great professional relationship. Not letting impolite comments get to you will actually help your emotional state and turning that rage into compassion can be a healthier option because there is always more than what meets the eye, empathizing with your boss and realizing that everyone faces different traces in their daily lives can give the opportunity to the other person to do the same for you. How many of us are facing the same issue of dealing with a wicked boss? How does one tackle such a difficult situation? Written by: Girish Rohra Chawla Follow us on Social Media Platforms FB: @millennialhrconsultant Linkedin: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant

At some point, you may feel there is nothing you can do to control your stress levels. The realization that you are in control of your life is the begging of stress management. Hence stress management is all about taking charge of your life, emotions, surrounding environment, and how you handle different difficulties. The main goal is to have a balanced life relaxation, fun, time for work, and the capability of coping with pressure and getting ahead of challenges. Stress management begins with the identification of the source of stress. This is because the authentic sources of stress are not the obvious things. It is easy to overlook some things in life, which ends up being the primary source of stress in your life. For instance, you may be worried about accomplishing a deadline at work however your procrastination leads to constant stress. Here are the common benefits of stress management: Stress Management Finds the Root Cause of Stress It is not easy because stress is what people think. Waking up in the morning and getting into your day to day activities is not stress. Although you have believed that this is the root cause of stress, it is among the most straightforward solution that defines stress. In such a situation, it is only a professional qualified specialist who can define the root cause of the stress. You can also speak to a subject matter expert and outside your social circle. Coping Techniques in Future Getting to the bottom of stress is an essential part of controlling stress. However, the central part of the process is finding the methods of managing stress in the future. Usually speaking to a professional qualified specialist may be of great help in relieving present stress. But it will be of no use if the person is going to get stressed in the future. Therefore, finding a long-term solution is learning the techniques that will help deal with stress in the future. Hence stress management provides means of providing skills to everybody in relieving stress. Consequently, stress management skills are not only used in the present but can be incorporated in the future. Creates Confidence Sometimes it is difficult to speak to a family member or a close friend. This maybe because of the fear that a family member will console you and tell you whatever is happening does not matter because they love you. For the case of friends, they may be biased, and they may speak to other friends who you may want to share your problem with. Sharing your issues with the people you do not trust may put you into more stress because they may spread the information to other sources. Therefore, the best way to manage stress is speaking to professional qualified specialist confidentially. Professional qualified specialist is the best because your information will be classified. This helps one to be more open about the problem. A qualified stress management professional will be neutral and saying anything that will upset your friends, family member will not affect them. In this way, you will be free to say anything that may be annoying to a family member or friend. Overall, stress management is an affirmative action that will help you to live a life free from stress. How do you cope with stress at any given point of time? What causes stress in an individual? Why should workplace stress be managed by employers? Written by: Girish Rohra Chawla Follow us on Social Media! FB: @millennialhrconsultant LinkedIn: http://linkedin.com/in/millennial-hr-consultant-486551194 Instagram: @millennialhrconsultant