Blog

Work and home cannot be separated: go for tailored work happiness

Happiness is receiving increasing attention in science and in the workplace. For example, the multidisciplinary research and knowledge institute EHERO (part of Erasmus University Rotterdam) conducts applied scientific research on work happiness within an alliance of leading organizations in the service industry. Within this alliance Erik Bemelmans supports the participating organizations in the design and guidance of happiness interventions that measurably enhance (work) happiness among employees. We asked him, "What is involved?"

But first: why is there so much attention to work happiness these days?
Erik: "That's almost impossible to sum up in one answer. The industrial revolution gave us mass production, efficiency, profitability and unprecedented prosperity. But now we live in a service economy and information society in which other laws apply. We see that with an increase in prosperity, our happiness has barely increased proportionally in recent decades. What's more, in our quest for greater prosperity we are squeezing our planet. This realization does something to our sense of purpose.

The concept of Human Resources is coming under pressure. We have started to see people as a production factor, which we steer by means of assessment systems and job descriptions on...

5 tips for being less hectic

Does your work sometimes resemble a madhouse? Your company needs to grow, processes need to improve and we have high expectations of each other. But in the meantime working through all kinds of physical and virtual distractions is quite difficult. We get stressed, the work doesn't get done in the expected time and before you know it you open your laptop in the evening or at the weekend. Unintentionally, your stress seeps through to colleagues, the client, your family and friends....

Jason Fried and David Heinemeier Hansson describe in the book "It doesn't have to be so hectic at work" how it can be done differently. Because chaos doesn't have to be and shouldn't be the natural state of affairs. The tips below come from this book:

Tip 1: Stop comparing
We are driven by comparisons. This applies both to companies (who are our competitors? And what do they do?) and individuals (what do others do? What does this say about me?). A quote from Mark Twain reads, "Comparison kills your pleasure. The authors of the book 'It doesn't have to be so hectic at work' couldn't agree more. They run the software company Basecamp and state: what...

The unemployment rate drops to 3.3 percent in May

In May 2021, 309 thousand people were unemployed. That is 3.3 percent of the labor force. On average over the past three months, the number of unemployed fell by 10 thousand per month. The number of employed persons decreased by an average of 4 thousand per month over the past three months. This is according to the CBS on the basis of new figures. UWV registered almost 250 thousand current WW benefits at the end of May.
In May, 4.1 million people aged 15 to 75 were without paid work for various reasons. In addition to the unemployed, there were 3.8 million people who had not recently sought work and/or who were not immediately available for work. They are not counted as part of the labor force. Their number increased by an average of 13 thousand per month in the last three months, mainly because fewer people from the non-working population went straight to work. That number was lower than the number of employed people who left the labor force because they stopped working and did not look for work, or were not available.

Unemployment rate down further in May
To compare the cyclical developments...

Frequently Asked Questions about Outplacement

Have you been told that you may be laid off or have you been laid off in the meantime? Then outplacement may be something for you. The purpose of outplacement is to help employees who have been dismissed, or who are threatened with dismissal, to find a new job.

Why outplacement?
Due to the rapidly changing economy, companies are forced to adapt quickly. An employee is no longer in the right place faster than before. Outplacement ensures that this employee is guided to another job which is a good solution for both parties.

How does outplacement work?
In outplacement a job is not sought for you and you are not offered a new job. You have to look for a new job yourself. Normally outplacement lasts until you have a new job. In some cases the guidance also continues during the probationary period.

What is outplacement guidance?
Then in some cases you are entitled to outplacement. Outplacement guidance means that a specialized service provider helps the dismissed or resigning employee(s) to quickly find a new job or to start self-employment.

What do you need to consider in outplacement?
The most important thing when choosing an outplacement agency is that you have confidence in the...

What do stress and burnout mean? What is stress according to you?

Janet Mulder starts the master class with this question to the participants. All kinds of answers pass in review, including: wanting more than you can handle, an imbalance in your energy, too much tension, loss of control, a shortening of the fuse but also a form of alertness and in itself a healthy stimulus.

With these last additions the participants hit the nail on the head. We tend to interpret stress negatively, but it also has all kinds of positive functions. For example, it provides focus and structure and it helps us to get into a 'fight' or 'flight' mode, which causes us to act. This fact is also important for you to know: stress is not wrong. In fact, it is a healthy reaction to an unhealthy situation. A problem only arises when we do not allow enough recovery time and we can no longer balance our load and capacity. When more is asked of us than we think we can live up to.

Carrying load ↓                           
Stress                                         
Negative experiences                 
Vulnerabilities                             
Little support                               
Illness                                          
Hereditary load etc.                    

Carrying capacity ↑ 
Resilience 
Support 
Positive experiences
Good relationships
Meaning
Health etc.

If the overload and stress last longer, and we...

What is the drama triangle?
The drama triangle, designed by Stephen Karpman, is a visual representation of communication patterns between people. This triangle is characterized by the fact that you are, as it were, 'caught' in it and then always have the choice of three possibilities, namely: assuming the role of the Rescuer, the Accuser or the Victim.

These three social roles complement each other and produce fixed patterns in communication. The remarkable thing about these three roles is that the persons concerned are not aware of the way in which they keep themselves and the other person, as it were, 'trapped' in a negative emotional game and thus avoid healthy and adequate behavior.

The victim cries 'help' but does not really want to be rescued, the rescuer wants to save and the accuser blames the rescuer or the victim for not doing well. People who communicate from these positions will not talk to each other purposefully and efficiently. They regularly feel that they are not getting anywhere and that they are repeating a pattern with each other in almost predictable ways.

The drama triangle: what is it and do you break it?

How do you recognize the victim?
The...

As a manager, are you now managing your home-based team remotely? Then the question has probably arisen in your mind as to how you fulfill your role as manager in this context and best keep in touch with your employees. How do you increase motivation, for example? How do you promote cooperation? And how do you deal with difficult situations?

Create safety and trust
You can start monitoring your employees, asking them about their work and having them dial in at mandatory times. But that doesn't exactly increase trust and motivation. Moreover, some people are in difficult circumstances, for example with young children or needy family.
Accept that the days will be different than usual and give your team freedom and confidence. Ask about what people are struggling with, listen carefully and think about solutions. Be transparent in what happens in the organization and how you experience it. People need clarity and something to hold on to.

Let people make comparisons within themselves
It is in our nature to compare ourselves with others. For example, we are strongly inclined to look at how long someone else took to do something or in what way. As a manager it is important not to go along with...

From quality logos and recommendations by others to statements like "only 1 left! Numerous influencing techniques tempt you every day to make certain decisions. Last September, we attended a seminar where, among others, persuasion guru Robert Cialdini shared his principles for convincing others. We picked up 10 tips that everyone could use:

Tip 1: Use expert opinion
One of Cialdini's principles is authority. If an authority or expert says something, we tend to believe it. See if you can support your viewpoint or opinion with a testimonial or statement by an expert in that field. Can you cite scientific research that supports your ideas and that no one can ignore?
Your reasoning will be most convincing if you open with this statement. Your target group can hang everything that follows on this thread.

Tip 2: Create a favour factor
If you treat someone well, chances are they will treat you well too. This idea is in line with the sympathy principle, which states that people like to say yes to people they find sympathetic.
Suppose you have a customer who experiences problems with his received product or service. You listen to them and reply: "Oh, I'm sorry that this has happened to such a nice customer...

How do you leave a good impression, for example at a job application or at another important meeting? Professor of social psychology Roos Vonk wrote a book about how first impressions work and how people try to make a good impression. We picked out 10 practical tips to help you make a good impression.

The 10 tips

Tip 1: Understand how people make a first impression
In most cases a first impression is made automatically, without thinking about it. For example, we quickly know whether someone is confident or shy, spontaneous or closed, friendly or unfriendly, impulsive or indecisive. We deduce these things, for example, from what people do and say, the way they move and talk, their appearance and clothes. Our impression of a person is the result of an interaction between stereotyping, vague intuitions based on body language and external features and conscious reasoning and consideration. We are also influenced by the context and our interests, wishes and goals. And we take into account that people sometimes pretend to be something other than they are.
The fact that we do this so imperceptibly also has its drawbacks. We can of course be wrong about someone. Often we do not even realise it....

As a manager you fulfill three different roles: that of leader, manager, and coach.
A leader has a vision. A manager converts that vision into practical goals. And a coach helps employees develop to their full potential. It makes sense to regularly think about which role you want to use to achieve your goal. Below you can read what the roles entail and which reflexes and pitfalls you can avoid.

The role of the leader
As a leader you inspire people with your story. You carry out the mission, vision and strategy. You know the values of your organisation and put them into practice. You also enthuse and connect employees with this. storytelling can help you get your message across more effectively. A story is good if it is passed on.
If you want to take people with you, it is important that you make them share in what you want to achieve with the organisation or department. Make sure the subject is regularly on the agenda and check what your employees think the goal is, for example by paying attention to it during team days.

Pitfalls
- You do not take enough time for the strategy, you do not believe in the current strategy, or...