4 signs you’ve found (or are) the right candidate!

How to know whether you’ve found (or are!) the right candidate for the job – a post for employers and job-seekers…

Last week, Onrec published a post that we knew we had to feature in our January series. It’s titled: ‘Think you’ve found the right candidate? 4 signs every employer should look for.’

While the piece is clearly targeted at employers and HR Managers, it also offers valuable reading for job-seekers. After all, one of the most vital tools in your job search is the ability to understand what businesses are looking for – allowing you to demonstrate your suitability for the role.

Onrec’s advice is perhaps surprisingly simple. You may think that each of these four signs would be a given when attending interviews. However, it’s the people who can do these things particularly well (and most genuinely!) who really stand out.

The 4 signs that you could be the right candidate are…

1. Exuding enthusiasm:

True enthusiasm can really help you set you apart from your competitors. This includes an enthusiasm about your experience to date, alongside the opportunity to bring your experiences into the role you’re discussing. The best bit? The Onrec article highlights how achievable this is, regardless of your interview nerves.

Tip: before attending any interviews, spend some time considering what you’re most enthusiastic and excited about at this point in your career. What’ve you most enjoyed about your previous work and what are you looking forward to doing next? Make notes and discuss with friends if this helps you to become more comfortable in expressing your positivity.

2.  You’ve swotted up:

You need to show that you’ve swotted up on each business you’re interviewing for. This isn’t just about proving you understand the company and its purpose, yet also showing you’re proactive and prepared.

Tip: even if it’s a last-minute interview request, you can have a good look at the company website. Keep a close watch for any mentions of company goals, aims, working ethos or similar. Got longer to prepare? Visit social media feeds, research news items about the company, industry trends and more. This tip also ties into the ‘Proactivity’ point in this post.

3. Seeing flaws as growth opportunities

The most well-rounded candidates can take an honest look at themselves and see how their downfalls can be used as areas of improvement. It helps if you can give real-life examples of times you’ve turned a flaw or failure into a learning and development opportunity.

Tip: try to brainstorm something other than perfectionism (the most popular weakness that’s become something of an interview cliche!). Think of a challenge you’ve overcome, which trait this represented, and how you overcame it and/or the steps you’re currently taking to improve. Again, express enthusiasm for your personal development rather than shame for being human in the first place!

4. Communicating well

Onrec’s final point also ties in well with the ‘Empathy’ trait in this article. You want to communicate clearly and positively with every person you encounter throughout your recruitment process.

This goes beyond your interview conversations and extends into any emails, calls and/or texts you exchange. Not to mention those non-verbal communications with anyone you pass in the interview building.

Tip: always give yourself space to re-read any written comms before firing them off to a prospective employer. You can also stand out by sending interview thank you notes – here’s some advice on how to do this if you’re working with a recruitment agency.

Catch up with the rest of our January series so far…

Don’t forget to keep popping back to our News page to see the latest instalments. You can also connect with us via Twitter, Facebook and LinkedIn



Do you need a career plan?

What would you say if someone asked you to outline your career plan? Are you the sort of person who can give a step by step account of the coming five years? Perhaps you’d struggle to outline the next five months! The question is, does it even matter either way?

If you’ve attended any interviews recently, you’re highly likely to have been asked some form of the career plan question.

For instance:

  • Where do you see yourself in the next year/five years/ten years?
  • What are your goals for the next year/five years/ten years?
  • What are your longer-term career goals?
  • What’s your dream job?
  • Tell me more about your career hopes or aspirations?
  • What are your future goals?
  • Where do you see yourself in your career and what’s next for you?

The wording is different yet the core meaning is the same. The interviewer is trying to establish your intentions, including how likely you are to commit to the opening they’re recruiting for.

They’re also attempting to gauge your level of ambition. Depending on the job role and company set up, they may hope to see that you’re open to internal development opportunities. Conversely, they may be trying to make sure you’re not planning to climb the ranks far sooner than they’d be able to accommodate!

How to answer this sort of interview question:

Before we return to the main focus of our post (namely, whether career plans really matter!), we want to share this blog post from The Balance Careers. It contains some fantastic tips on how to answer these interview questions, with example answers to help you hone yours.

Now back to those career plans. Do you really need one?

To quote Melody Wilding, writing for Forbes, “you can move forward confidently in your career without a five-year plan. You can still be successful while doing it from a place of agility and resiliency, not pushing and forcing.”

Yes, this is excellent news for anyone who struggles to map out their future! That said, there are also some useful insights to make any existing career plans more effective.

Summarising some key points from Wilding’s feature:

  • None of us can predict our future – and that includes our future priorities and opportunities.
  • If you’re overly focused on one set plan, you may reject ‘important opportunities.’
  • You may see setbacks as failures and stop trying.
  • All in all, you may end up feeling ‘stuck’ in your career.

How to plan more effectively:

The above isn’t to say you shouldn’t consider your future plans at all. Wilding recommends:

  • Questioning whether the career path you’re on is your own or someone else’s (i.e. are you actually pursuing someone else’s idea of success? That someone else could be a boss, former teacher, partner, friend, family member…)
  • Questioning any ‘shoulds’ that crop up. For instance, saying you should pursue a promotion in your current line of work or you should want to gain managerial experience.
  • Considering the shorter term. What do you see yourself changing or not changing in the coming year?
  • Taking a more experimental approach; allowing yourself to make small changes that you can continually adapt and respond to, rather than pursuing a rigid five-year plan.
  • ‘Reframing failure as feedback’ and looking at what you’ve learned from the situation and what you can do next.
  • Reviewing your plans on a regular basis to make sure they still fit your current intentions.

What to do next:

Why not keep things simple and think about your coming year.

What are your priorities right now? Are there any non-negotiables for your next role? Is there anything that has previously been non-negotiable that you may now be open to?

Work through all of today’s questions in your own time and you’ll be ready for the career plan question…both from yourself and your future interviewers!

A reminder to bookmark, return to and share our News & Advice feed throughout January for more positive new year content. You can also connect with us via Twitter, Facebook and LinkedIn



The year of the pay rise!

How and when to ask for a pay rise this year…

If you’ve read any of our January posts so far, you’ll know that we’re dedicating this month to positive and supportive features to help you achieve your career plans.

You can catch up with our previous posts here:

  1. Our introduction to the series and why it’s so necessary
  2. The employee traits that could speed up your job search success
  3. Good news for beating the New Year blues and SAD

If achieving a pay rise is top of your new year plans, then this feature is for you!

Today’s story comes from Adzuna; as published by HR News. Adzuna has shared a four-step plan to help increase your chance of increasing your salary this year!

We’ll also share some tips from other experts on this subject.

Why January could be the best time to ask for a pay rise

The article states that the average 2019 salary actually reached its peak last January. Adzuna reports that salaries almost reached an average of £35,000 per annum during that period and for the only point that year.

For this reason, they suggest that this could be the month for you to get the process started. We’ll return to this topic in one of their steps below.

The four-step plan includes…

  1. Evaluating your performance
  2. Standing out from the crowd
  3. Careful timing
  4. Preparing for a ‘no’

Evaluating your performance:

  • Take the time to evaluate your achievements against your targets and responsibilities.
  • Select examples that clearly demonstrate business benefits.
  • Consider how your examples show that you’ve gone beyond your current role and have truly earned the possibility of a pay increase.

Standing out from the crowd:

  • Essentially, this involves finding ways to accept as many internal opportunities as you can – from training to projects – to show that you are more positive and proactive than your colleagues.
  • Also ensure to highlight your current soft skills and those you’re working on. Even if you’re not actively job searching, you can refer back to our post on these essential skills.

Careful timing:

  • Don’t think you have to wait for your next appraisal to open your salary conversations. Remember, January could be a prime time for such discussions.
  • However, you do want to make sure you’re ready to make a strong case. Aim to follow all of the above advice as thoroughly as you can before speaking to your manager or boss.

Preparing for a ‘no:’

  • As the article suggests, it’s vital to mentally prepare for your request to be rejected. And it doesn’t mean it’s personal if it is! The company may not be in the position to make any increases at this time, may have another date in mind, or may prefer to wait until they can offer pay rises to all team members.
  • Of course, there’s also the chance that your case isn’t quite strong enough right now. Seek out your manager or employer’s feedback.
  • You can always ask when an increase could be more realistic and/or whether there are any alternative rewards that could be negotiated at this time.

Some extra tips…

  • When considering your timing, don’t forget to review your situation so far. Are you new to the company and/or have you already received a pay rise within the past 12 months? One BBC expert recommends holding off if so.
  • Sometimes the biggest pay rises come from new employers. Resolution Foundation has found that employees who remained with their employer (in 2018) could predict a pay rise of ‘0.6% a year after inflation’. Conversely, those who make a job change can expect a typical rise of 4.5% in their first year following the switch – which is seven times the amount.
  • Focus on your productivity and inspire and encourage your colleagues to do the same. Resolution Foundation also found that it’s the times when Britain is performing productively that we receive the greatest pay rises!

Don’t forget to keep an eye on our jobs page so you can benchmark your salary against the latest openings. Regularly reading job descriptions can also help you better understand the skills and expertise that you’ll need to take you to that next salary level!



Most-wanted employee traits

Introducing the employee traits that could speed up your job search…

As per yesterday’s post, we’re dedicating all of January to positive news items to support your career goals. Today, we’ll take a look at the six top traits that can enhance job search success.

Each of these attributes has been selected by recruiters, so you know they’re qualities that employers are genuinely looking for.

We’ll also share our own pointers throughout this post to help you get the most out of the information provided.

A reminder before you read on…

You don’t necessarily need to possess each trait to find a new job! When reading articles such as these, look out for those characteristics you already have and consider how you can best highlight them.

As for any remaining qualities, there’s always the chance to build these in future.

Six of the most-wanted employee traits

1. Proactivity

  • This quality earned a unanimous vote from the recruiters. It could also be referred to as ‘initiative’ as the description details the ability to prioritise, alongside working ‘independently and unprompted’.
  • Brainstorm examples of when your employers have benefited from your initiative and/or proactive nature. Weave these into your CV and interview responses.
  • Really want to prove your initiative? Consider the ways you can go beyond your job-seeking competitors. For example, by taking your interview research a step further and suggesting ways you can help achieve company goals or overcome business challenges.

2. Adaptability

  • Again, this attribute could come under another name: ‘flexibility’. Employers are looking to see that you can adapt to any changes that occur – whether these are changes to your everyday working role or larger organisational happenings.
  • As above (and for each of our subsequent tips!) start by brainstorming some of your finest practical examples. What changes have you faced and overcome at work?
  • You can also ensure to remain outwardly calm and positive regarding any surprises or changes that occur throughout your recruitment process. Whether that’s being interviewed by additional team members or being set an unexpected task. Often your attitude to taking on the task is a key part of the decision-making process.

3. Communication

  • Effective communication skills are vital. This isn’t just about your workplace conversations, yet rather each of your verbal, non-verbal and written cues. 
  • Convey positivity and respect towards each point of contact you encounter during your job search. That’s everyone from the receptionist you meet while waiting for your interview to the prospective colleagues you’re introduced to.
  • Don’t think your written communications have to stop at your CV and cover letter. Interview thank you emails offer another opportunity to demonstrate your writing skills. What’s more, there’s nothing to stop you from producing a document that showcases some of your recent projects or other working successes.

4. Commercial sense

  • A strong sense of business savvy or ‘commercial awareness’ can set you apart from your job-seeking competitors. This includes, yet is not limited to, an awareness of relevant industry trends and business opportunities.
  • This takes us back to that need to research beyond the business basics. Investigate industry and economic news reports, watch out for patterns and trends, and consider how your skills could be of benefit.
  • Ask interviewers questions about industry opportunities and challenges. Listen carefully to the responses and, where possible, tell your interviewer why you’re best placed to support them.

5. Empathy

  • Who wants to work with colleagues (or companies) who fail to put themselves in others’ shoes? The ability to be tactful and sensitive is prized and may just become one of the most valuable skills of the future.
  • There are many ways to communicate empathy during your interview. It starts by treating your interviewer like the individual they are. Find out more about what they enjoy about working for the company and the primary challenges they face within their role. Acknowledge their viewpoints.
  • Express empathy when discussing former colleagues or business challenges you’ve faced. Your empathy should also extend to your former employer. What’s more, you should remain mindful of giving away sensitive company information. You also want to convey trust!

6. A positive mindset 

  • The ability to focus on the positives of a situation tells employers you’ll always look for the best in things – something that can really help when faced with future challenges.
  • Let’s return to that old adage about never speaking negatively about colleagues or employers during interviews. It can be tempting to speak too freely about tricky bosses or unpleasant working environments. Instead, spin negatives on their head and discuss the positive outcomes. For example, a brief mention of a challenging role which has helped you foster X and Y skills.
  • Remember those non-verbal communication skills; keep your body language open, smile, and tell your interviewer what would excite or inspire you about working for them.

We hope this post has helped you identify some of your strengths and how to express them. Don’t forget to keep returning to our News & Advice feed throughout January for more support.



A year of big change & a positive start!

2020 looks set to be a year of big change for employees and businesses.

We’re dedicating the next month to a number of positive news posts to help inspire your 2020 career plans. We’ll explore everything from personality traits to coping with SAD, pay rises, career changes, and the value of career plans themselves.

Before the series officially launches tomorrow, we’re going to focus on why such a focus is necessary…

Big change is ahead!

The latest findings suggest that:

  • Around 1/2 of British employees plan to change jobs this year.
  • This could come at a cost of approximately £195 to businesses each day.
  • In addition, businesses are already struggling to recruit with unemployment levels remaining exceptionally low.

As for the customer services industry…

  • Almost 40% of customer service professionals intend to find a new role.
  • January is considered the worst month of the year for this group’s happiness levels.
  • As a result, 5% of respondents will leave their customer service job this month alone. This figure may not sound vast, yet could cost UK businesses £201,757,500 in January!

Employers are already worried:

  • Only last month 2/5 of business leaders reported a ‘constant battle’ with staff retention.
  • Almost 1/2 of HR professionals expect to lose 10% of their team during any business year.
  • What’s more, 14% of the nation’s new recruits leave their roles within their first 30 days, and 39% do so within the first six months.

Let’s turn to some positives…

If more professionals make these job moves as planned, more candidates will be available for existing and new job opportunities. This could help to shake up the skills shortage the UK has experienced over recent years.

What’s more, the research data also presents some additional (and valuable!) insights.

  • The study that said 1/2 of British people will change jobs this year also identified the number one employee retention tool – working for a company with a purpose. Or ‘the positive reason the organisation exists, what drives it forward and what it stands for.’
  • A separate study found that 90% of employees working for businesses with ‘clearly defined and motivational purposes’ feel engaged at work. That’s 58% more employee engagement than companies that don’t have clear and positive purposes!
  • On the customer services side, it’s found that employee retention levels can be enhanced through ‘regular and timely feedback, non-financial rewards, and healthcare and flexitime.’ Pay rates also hold influence for 53% of these respondents.

If you’re reading this as a current or prospective job-seeker…

  • This sort of research data has multiple benefits for your job search. Firstly, it’s helpful to know what other employees prioritise as it can help you understand and clarify your own goals.
  • You may also feel it’s time for you to seek out a company with a greater purpose, or you may be looking to work with more likeminded people, increase your salary, and/or seek experience in a new sector. There are no rights and wrongs – these are your career goals!
  • In addition, knowing that application numbers may increase can you help you focus your efforts on those roles you are most interested in.
  • Visit our jobs page to apply for the latest opportunities. You can also upload your CV here.

If you’re reading this as an employer or manager…

  • You can also use this data to your advantage. Even if you know your business serves a positive purpose, you need to find ways to clearly communicate this to your team (and any customers or clients you serve).
  • It’s helpful to review your staff retention levels and strategies as a whole. Ever high or increasing employee turnover levels often indicate something is going wrong – whether that’s down to an unhappy working environment, absent staff retention strategy, or even recruiting the wrong people in the first place.
  • Even businesses used to steady staffing levels will likely see an increase in employee departures if the above stats ring true. This knowledge can help you get prepared and proactive in your recruitment plans.
  • Be sure to find a trusted recruitment partner to support you. For further advice, please call the office on 01225 313130.

We hope you all enjoy this month’s features and it helps you start your own year of big changes! 



Appoint Christmas Opening Hours & Festive Reading Ideas

Looking for our Christmas Opening Hours? You’ll find all the details here, alongside our festive reading round-up!

Appoint Christmas Opening Hours 2019:

  • Mon 23rd Dec: 8.30am – 5.30pm
  • Tue 24th Dec: closed
  • Wed 25th Dec: closed (Christmas Day Bank Holiday)
  • Thu 26th Dec: closed (Boxing Day Bank Holiday)
  • Fri 27th Dec: closed
  • Mon 30th Dec: 8.30am – 5.30pm
  • Tue 31st Dec: 9.30am – 2.30pm
  • Wed 1st Jan: closed (New Year’s Day Bank Holiday)
  • Thu 2nd Jan: open as usual

Festive reading suggestions…

We hope you’ll enjoy some time off to relax and recharge this Christmas break and that most of your reading will be of the leisurely persuasion.

If you are eager to get a head start on your career plans and/or job search this Christmas, the following articles may help…

  1. Christmas: some quality time off or time to job hunt? Helping you consider your options this festive break.
  2. How failure can benefit your career: vital reading for anyone who’s just experienced a career setback (and really doesn’t want to talk about it this Christmas!).
  3. What is meaningful work? The article to read if you’re not sure whether your job has meaning…or where to find it in your next role.
  4. How to handle job rejection: a fresh way to consider any recent rejections – whether they’ve happened once or multiple times.
  5. Do connections matter more than talent? What the research shows, plus how to increase your confidence when you’re lacking ‘connections’.
  6. The happiness, productivity & success connection: essential knowledge for anyone weighing up whether to stick things out in a miserable job that may bring success!
  7. Your job skill of the future: the one job skill that most experts believe we’ll need in a more automated career landscape.
  8. Voluntary work: benefits for employers & job-seekers: why you’ll want to start volunteering in 2020.
  9. Leaving a job without another job: is this a wise move for your January return?!
  10. Doing more of what you enjoy: why we could all benefit from doing more of what we enjoy both in and out of work.

And a bonus suggestion..!

  • Planning to send your CV over the Christmas break and don’t know what to include in your cover email? This post is for you!

We’d like to take this opportunity to wish you all a wonderful break. With thanks for all the support in 2019 and sending you all the best for the New Year. We’ll look forward to working with you in 2020. 



How failure can benefit your career

Think your early career failure will ruin your future? Think again, it could be the making of your success!

December can be a trying time of year for anyone who isn’t where they want to be in their career. This could be due to missing out on a promotion, not getting invited for a second interview, or even accepting the wrong opportunity.

It’s one of those months where you’re more likely to be meeting up with people you haven’t seen in a while – and answering all sorts of questions about your life and work!

Don’t let this play on your mind. Instead, think about how your recent failures could benefit your future.

How failure can lead to success:

A University study has found that early-career failure can lead to greater success in the longer term. Providing as the person who’s experienced the setback makes the effort to give things another go!

The research pool consisted of scientists about to embark on their careers. Each participant had previously sought funding and the pool was divided into two groups based on their outcomes. One group had just missed out on funding, while the other group had only just achieved the funding.

Each group was followed for a 10-year period, which greatly enhances the validity of these findings.

The ‘near-miss’ group went on to publish as many research papers as their ‘just-made-it’ counterparts. However, most impressively, the near-miss participants also went on to have more hit papers.

Even though this study focused on early career failures, we hazard a guess (from many years of working with clients and candidates!) that the findings will apply broadly throughout the work context.

What is failing forward?

We learned of this study via Stylist magazine, who also explore the concept of ‘failing forward’. This is when you use your failures as a chance to ‘learn and progress’.

As the article suggests, we’ll all fail at something at some point in our career. We just need to learn how to keep going. Hopefully, you can keep this in mind throughout your Christmas conversations.

Struggling to get over a spell of job rejection? Here’s another must-read post.

Ready to find success in a new role? Visit our jobs page.



What is meaningful work?

What does meaningful work really mean? Research suggests it could be much more accessible than you might think…

The term ‘meaningful’ often brings to mind jobs that save lives or at least make a great difference to the community and/or the environment. This is probably why so few people perceive their role as meaningful.

A 2019 CIPD report stated that almost 1/4 of people don’t think their job ‘contributes to society’ and 1 in 10 don’t even think it ‘contributes to their organisation!’

Yet most people can obtain meaningful work in reality…

ServiceNow has found that the top three factors that contribute meaning actually include:

  1. ‘Being part of a team’ (43%)
  2. ‘Learning new skills to advance your career’ (42%)
  3. And ‘having your contribution to the business recognised by colleagues and managers’ (39%)

Employers may feel reliant upon their business leaders to create this sense of meaning – a great reminder for anyone who is managing a team.

Currently, only 28% of respondents believe they’re part of a team, 17% think they have the chance to progress, and 18% feel ‘recognised’.

What can you do to bring more meaning to your job?

There are some changes you can make to improve each of the above factors.

  1. Unless you work entirely alone, you can take a look at the way you work with others. Are you open to receiving offers of help or ideas shared by colleagues? Do you remember to offer yours in return? Could you ever create a small project group or duo (management approval allowing!)?
  2. Where possible, approach your manager/s with suggestions for skills that would benefit your role and -vitally- the organisation. If you receive a firm ‘no’ but there’s something you really want to work on for the benefit of your career, see how you can build this skill in your own time, while respecting your personal time and budget constraints. You can always take your new skills to your next employer!
  3. Seeking recognition is perhaps the hardest element to ‘DIY!’ It can help to remember that your managers may be noticing and appreciating more than they share; it could just be their personal style. That said, there may also be times that they don’t know quite what you’re working on. If you suspect the latter, don’t be afraid of using small opportunities to share your progress and achievements. After all, your progress and achievements also directly benefit the company.

Still seeking greater meaning at work? Visit our jobs page to see the latest opportunities.



Social media: a reminder to check your feeds!

Another reminder to check your social media feeds if you’re looking for a new job…

No doubt you’re already using your social media within your job search. It’s such a convenient way to watch out for new and urgent vacancies and to keep up-to-date with the latest in career news and advice.

(Tip: you can find us on Twitter, Facebook and LinkedIn for all of the aforementioned!)

However, even if you’re not actively using your feeds to research new jobs, your prospective employers may be using them to research you! What’s more, there may be multiple ways you’re putting them off…

When social media stops candidates from getting the job:

The Muse has shared 8 times that real-life candidates have been rejected from a role due to something they did or said on their social feeds.

In summary, the examples include:

  • Social media arguments
  • A clear case of lying
  • An offensive profile picture
  • Resharing items from inappropriate feeds
  • Swearing and expressing anger about personal interests
  • ‘Antithetical’ viewpoints (those in contrast to the company’s)
  • Derogatory doodles
  • And sharing plans to ‘party all summer’…having just accepted a summer job

Each example is elaborated upon in the piece. It’s also important to note that these aren’t the only reasons someone could lose out on a role due to their social persona.

That’s the key:

Your social media profiles offer a glimpse into your public, personal and professional personas. As for the good news, this means that there are also ways that you can use your feeds to create a positive impression:

  • Take another look at your profile photos. Even if your account is set to ‘Private,’ prospective employers may be able to see this part. What do your pictures say about you?
  • Consider using the Private mode for your more personal accounts. Particularly if you’re yet to review these.
  • Review and delete any conversations that could be taken offensively or out of context. You could always ask a trusted friend or associate to help you with this part.
  • Watch out for contradictions: for example, if you always promote your energy and enthusiasm in interviews yet regularly post about your exhaustion and boredom.
  • Try to use your social feeds to share more meaningful content that better represents you within your target industry. This could include sharing business and/or cultural news, promoting positive projects, discussing your personal development activity (books, courses, etc.), supporting others, and generally engaging in helpful or beneficial conversations.

We’ll leave you to review your feeds! Don’t forget to regularly check in with our Twitter, Facebook and LinkedIn posts, alongside our jobs page



Are you experiencing burnout syndrome?

What is burnout syndrome and how do you know whether you’re affected by it?

This year, the World Health Organization (WHO) expanded on its definition of Burnout – which they only officially recognised last year.

Please note: it is listed in the ‘International Classification of Diseases’ as an occupational phenomenon or syndrome rather than a medical condition or disease.

WHO defines burnout as:

“A syndrome…resulting from chronic workplace stress that has not been successfully managed.” It comprises three aspects…

  1. ‘Feelings of energy depletion or exhaustion.’
  2. ‘Increased mental distance from one’s job or feelings of negativism or cynicism related to one’s job.’
  3. And ‘reduced professional efficacy.’

In this case, burnout only applies in an occupational context. In other words, any non-work overwhelm or exhaustion isn’t taken into account.

WHO will soon develop guidelines to help boost mental wellness at work.

Career considerations:

Certain roles and working environments place you at greater risk. Harvard Business Review describes a number of possible factors. These include:

  • ‘Unrealistically high workloads’
  • A poor sense of job control
  • Bullying and ‘incivility’
  • ‘Administrative hassles’
  • Poor social support
  • Reduced business resources
  • Stressed business leaders
  • Alongside negative ‘leadership behaviours’

If this all sounds far too familiar, you may want to read their article in full. After all, it includes a number of questions to help you decide whether to stay in your role. As they suggest, sometimes a new job is the best solution.

Further burnout resources…

  1. More symptoms (alongside the many ways burnout can affect your health and relationships).
  2. Four prevention tips.
  3. How remote and flexible working can contribute to the syndrome…
  4. And burnout’s relationship with ‘guilty vacation syndrome.’

Feeling there may be a better role to suit your career goals and lifestyle needs? Start your job search here.