The WFH model is now an integral feature of virtually every white-collar professional’s daily routine. Freed from the daily grind of an energy-draining commute to the office, most knowledge industry workers report they are starting work earlier and fully engaged for longer hours. This would seem to be a recipe for added productivity, particularly when linked to new video communication technologies. But for many workers, the physical limits of Zoom-type technologies and the natural inclinations of bosses to ensure full engagement of dispersed teams can lead to WFH burnout.

Exploring these two powerful forces through the eyes of a multimedia expert working in a professional services environment can yield some surprisingly common-sense solutions. Patrick Convery, Senior Marketing Manager at MRINetwork, one of the world’s leading talent access organizations, addresses the challenge for employees from a technology and management perspective.

“Most of my professional life has involved work in front of and behind a camera – capturing vivid images and smart dialogue to drive training, internal communication, and B-to-B thought leadership content to build brands,” says Convery. “My background should have fully prepared me for the sudden transition to a full-time WFH situation driven by the pandemic. But I got caught in the trap between video technology and an overcompensation for the lack of quality face-to-face time with team members and clients.”

Technology-savvy Convery initially welcomed the elimination of a three-hour round-trip commute to the office and was excited about the added time to accomplish more work – both faster and more effectively. He soon found, however, that his new-found productive time was consumed by an endless series of video calls and his inability to protect those precious hours to accomplish critical tasks.

He created a path out of the technology and time trap through three axioms, which are applicable to almost any role in the new world of work.

Axiom 1:  Video calls are unnatural acts. Make them as natural as possible.

As user friendly as new Zoom technologies are, they all force participants to live in a one-screen, one-position environment. Patrick notes, “In normal, live, face to-face meetings, you can shift positions, move from side- to-side, cross your legs, and look pensively out the window as you absorb your colleague’s comments. Your listening skills are engaged and your body language is adding a communication layer to the speaker who senses your response to the dialogue.” Convery offers two key production tips:

• Use a camera angle that allows you to shift between sitting and standing. Controlled motion promotes more natural participation. Use a standing desk or elevate the position of the camera. When standing don’t hesitate to look off to the side as if looking out a window from time to time (even if it is an imaginary window). It provides a non-verbal cue expressing your interest in the comments to the speaker or the audience.
• Avoid the Brady Bunch effect – don’t try to look at all the participants at once for any length of time. Shift from the gallery view to speaker mode for a more natural focus on the speaker. Every so often, go to voice-only to allow for a brief stretching exercise.

Axiom 2:  Consider an old-fashioned phone call for quick routine exchanges.

You remember phone calls, right? Hassle free, simple to arrange, and easily managed to be short and concise. Don’t hesitate to turn down a video request and suggest a voice-only alternative.

Axiom 3:  Don’t suffer in silence.

If your schedule is overloaded with video check-ins, say something! Tell your boss that too frequent, lengthy, and often unfocused video calls are not productive for anyone. So far, technology hasn’t provided a solution for that important comment with a colleague traded briefly around the water cooler or as a quick question over the office partition. Until technology delivers that immediacy (and be assured it is being worked on right now), Convery notes, “You must be assertive and jealously protect that most precious commodity, time, to successfully get a job completed. If you need to block off your calendar to focus on executing tasks and guard against additional calls and meetings being added to your day – do it and don’t feel about it.”

If you’re starting a new job during the ongoing pandemic, it is likely that you won’t have the customary onboarding experience of even six months ago. Instead of spending a day or two in orientation, meeting your co-workers, picking up your laptop and being taken out to lunch, your introduction to your new job will almost certainly be conducted remotely. So, what can you do to successfully navigate the process and come away feeling ready to get started?

“Keep in mind that your new employer is also grappling with orientation difficulties, so be patient and flexible,” advises Nancy Halverson, SVP Global Operations. “Depending on policies at your new company and the current public health situation, logistics might be confusing at first so you might want to reach out ahead of time to find out what the process will look like in your case. Contact your recruiter, your HR contact, or your new manager to find out how they’re handling the logistics of onboarding during WFH.”

You’ll probably receive an onboarding packet that provides you with a list of tools, links, and systems and directions on how to access them, internal/external contact information for any issues that may arise, colleague contact information, and an organizational chart. It’s also likely that your new boss will send out a communication to your team members announcing your hiring, but you can also reach out to your co-workers and personally introduce yourself.

Halverson’s additional recommendations include:

Understanding expectations.  Your new job probably wasn’t intended to be remote, and since your manager and colleagues won’t be working in the same location, you can’t just drop by to ask a quick question or get clarification. “Take the initiative and make sure you fully understand your role and the tasks you’ve been assigned,” says Halverson. “Know when you’re expected to produce deliverables, for example, and how your boss wants to receive them. Don’t hesitate to ask for more information.”

Knowing what digital tools your team is using.  “This is really important,” says Halverson. “Remote working depends heavily on the use of digital tools for communication, meetings and project management. Take your time navigating the company’s training documents and onboarding materials. Walk yourself through each new tool – especially the ones that involve workflow and communication.” Once you know the preferences of your boss and your colleagues, you should be able to quickly adapt to a digital platform that allows you to work effectively with your team and collaborate on projects.

Cultivating a work friend or mentor.  “Remember that people who are working remotely miss the camaraderie and interaction they enjoyed in the office,” says Halverson. “Most would be happy to have a virtual one-on-one coffee chat with you, giving you a chance to build relationships and find helpful mentors.” You’ll learn about what they’re working on, and you’ll gain a better understanding of the organization and how it functions.

Tuning in to the culture.  Every organization has its own culture, and typically you absorb it through everyday interactions that are a normal part of being in an office. You hear conversations, have discussions about what other people are working on, and you pick up on what activities are valued and what styles of work are appreciated. “Now you have to create those interactions digitally,” says Halverson. “From them you’ll be able to determine a great deal about the values of the company and its leaders.”

Starting a new job is always a challenge, never more so than now. However, if you are proactive in your efforts to acclimate, you’ll soon begin to feel more comfortable socially and to demonstrate your value more quickly.

As the COVID-19 pandemic drags on, the lines between work and non-work are blurring. Because the shift to WFH came about so suddenly, employees were forced into this situation without adequate preparation – or any choice in the matter. Most were not equipped to maintain healthy boundaries between their professional and personal lives. Faced with apprehension about the future of their companies, they may feel they have to work long hours to demonstrate their loyalty and prove their worth.

Although working remotely has long been applauded as a benefit to employees, allowing flexibility and saving time and money on commuting, work clothes, lunches and other expenses, it can also result in burnout. What was once a luxury is now a necessity, and many people report increased anxiety about missing a call or not responding immediately to emails being interpreted as not working as hard as if they were in the office.

About 45% of workers said they were burned out, according to a survey of 1,001 U.S. employees by Eagle Hill Consulting, as reported by Bloomberg. Almost half attributed the mental toll to an increased workload, the challenge of juggling personal and professional life, and a lack of communication and support from their employer. Maintaining employee morale has proved difficult, said two-thirds of human resources professionals surveyed by the Society for Human Resource Management earlier this month in the Bloomberg report.

“Weekdays blend into weekends,” says Patrick Convery, Senior Marketing Manager at MRINetwork. “Without physically leaving your place of work and closing the door behind you, you no longer have a definite signal that says it’s time to relax and enjoy your home life. That means you have to make a conscious effort to set boundaries and take care of yourself in order to avoid burnout.”

As an individual who is now working from home, Convery recognizes the importance of establishing routines and segmenting your day into your work life and personal life. ”Have a separate place for your home office and go to work there just as you did when going to work meant leaving your house,” he recommends.

Other tips for avoiding burnout include:

Crafting a daily routine with consistent parameters. Create a work schedule for yourself and stick to it as much as you can. Start at the same time every day, and check out around the same time. Eat lunch and take breaks at the same time, and try to keep your work schedule as consistent as you can. Routine is reassuring when you have to create your own schedule. You no longer have the rhythm of a commute and a set lunch time as schedule markers. It’s up to you to create a new routine so that you can normalize things as much as possible.

Redefining productivity. Working in an office building, productivity is often gauged by time at the office. WFH can make it harder to define productivity. Focus on the priorities of your job role. Establish goals with your manager to ensure realistic accomplishments and set healthy parameters. Integrate time for professional development and support into your work hours.

Making connection a priority. Reduced social connection in WFH is a definite challenge. Determine how you’re going to stay connected with your team, your colleagues and your friends. Use technology to facilitate connections, but don’t neglect opportunities to safely gather in parks or other places that allow for social distancing. Another way to stay connected is through broader networks, such as professional organizations. Use social media to initiate or access online connections, such as Facebook professional support groups.

“The bottom line is that working from home for extended periods can lead to burnout, and if you don’t take steps to deal with that burnout, your quality of life will be affected,” warns Convery. “Work will spill into the rest of your life, your work performance will suffer, and ultimately it will have a negative impact on your career and your life. So be on the lookout for signs of burnout and do what you have to do to improve your situation.”

To help you find a job in your industry, and especially if it’s in a niche role, having a strong working relationship with a recruiter can be crucial. After all, recruiters have key partnerships with companies and the organizations they represent. If you reach out to them, are personable and demonstrate your capabilities, the recruiter can effectively help you through the job hunting process.

“Working with outside recruiters is inevitable at some point in your career. The senior-most searches are often handled by executive recruiters to preserve the confidentiality of the search and to access the broadest pool of candidates,” according to Forbes. Plus, mid-level and entry-level searches are also tackled by recruiting agencies a lot of the time, and it’s helpful to form relationships with these people earlier in your career.

While it’s extremely important to develop a kinship with the hiring managers you work with during the job-hunting process, don’t forget the recruiters as well. Here are tips on developing a meaningful relationship with them:

First, it’s important to understand the difference among the recruiters you work with. “Get to know how recruiting works. There are two kinds of firms: contingent and retained. Contingent recruiters are only paid if a candidate they present is hired. Retained recruiters are paid to handle the search, regardless of where the final hire actually is sourced,” according to Forbes.

By knowing the difference, you can more effectively communicate with them about what you’re looking for as well as understanding the types of jobs these recruiters can help you find.

Second, you should always respond to a recruiter who reaches out to you. “The best way to get connected to a recruiter is when they reach out to you. So if you get unsolicited calls from recruiters, take those calls,” according to Forbes. “Yes, you want to vet the recruiters and if they are legitimate players, help them with their search – recommend people you know who are a fit. Recruiters remember candidates who are helpful.”

Finally, you should make sure to have a fully updated LinkedIn page so that recruiters have the most recent information on your career. This will help get you paired with recruiters who can help you find the best possible job, and lead to a strong jumping off point to get better opportunities in your industry.

Recruiters are essential to making a good next career move. By understanding their work, communicating with those who reach out to you and keeping up-to-date on social media, you can start meaningful relationships with recruiters that will pay off in the long term.

At some point in your career, you may find yourself working in an environment that’s less than ideal. Maybe your company is undergoing struggles or you have a manager or co-workers who simply don’t support you or others at the office. If that’s the case, it can be demoralizing and difficult to put your best foot forward and succeed in the workplace.

“Quitting immediately isn’t always an option so they have to find a way to stick it out. If this is you, and you are trying to make it last (at least for right now), then it is time you start being proactive about your work environment,” according to Huffpost in an article discussing how to survive and thrive in a toxic work environment.

To help, here are tips you can use to thrive in a difficult workplace (that don’t involve quitting and finding another job):

First, it’s important that you have someone outside of the workplace who you can turn to for support. “Having a support system is so key, especially if you want to follow tip #1. This way you can vent and release your pent up frustration without bringing it home with you,” according to Huffpost. “Ask a friend who you trust if they would be willing to let you vent to them once in awhile. You can even let them know you don’t need a response, but just a safe space to release pent up frustration.”

Second, you should do your best to maintain a positive mental attitude even if it can be difficult to maintain at times. “Perhaps there are professional development opportunities that could help train you for a future position. Take advantage of those and think about how this job is just a stepping stone to something more. Find any positive ways to make your job a positive and only focus on that,” according to the news publication.

Another piece of advice? You should create boundaries between the toxic work environment and your personal life in order to protect your mental well-being, while also being able to focus on the tasks at hand. “This one is a real challenge for most people. Learning to say no can be really difficult,” as noted by HuffPost.

So, what are examples of successful boundaries? It can be mean everything from simply taking your lunch break to ensuring that you don’t take any work with you after the day ends. “Boundaries are not only healthy for you, but also for the people you work with. You can set an example for others and show them that it is okay to take care of yourself and let your job come second,” according to the publication.

In sum, a challenging work environment can make it difficult to succeed for a variety of reasons. By having people you can speak with, maintaining a positive attitude and creating boundaries, you’ll be able to thrive no matter what.

If you’re an older employee with a younger boss, it may be difficult to work through generational differences. After all, there are varying attitudes toward work depending on age and it could be uncomfortable for both parties to work with one another.

As Forbes notes, for example, “Working for a younger boss – while becoming more common in today’s multigenerational workforces – tends to go against certain basic social and psychological norms most of us are used to.” While that’s certainly the case, there are potential benefits as well. For example, when older employees and younger managers work together effectively, there can be opportunity for creative synergies and learning new skills and abilities.

To help, here are tips you can follow if you report to a manager who’s younger than you:

First, it’s crucial that you’re respectful above all. This is important because even though you’re older, you want to express that you are willing to work with your manager and won’t push aside their feedback or recommendations simply because of age. “As the older subordinate, you must always show respect to your boss. They are in the role for a reason. Respect and sincerity always go a long way. Especially, if you may need a letter of recommendation someday,” according to Forbes.

In addition to being respectful, you should consider managing up in your role as the older worker to a younger manager. This can mean offering your “life experience” and advice to your boss, who may willingly accept it, according to Forbes. “The younger boss may often feel awkward too,” as noted by the publication. “But the good emerging leaders that have been put in management roles will willingly accept advice from anyone on the team – the best crave it.

A final piece of advice that may seem counterintuitive? According to Forbes: Don’t skirt around the issue and tackle it head-on if you feel like that would help your working relationship with a younger boss. “If you feel there is an elephant in the room and some tension based on the age gap, just get it out there. Make a joke out of it,” as noted by the publication. “Be confident in the fact that you have been hired to bring value to the team – regardless of your age – so get over it and give it everything you’ve got.”

This is powerful advice because it will instantly ensure that the relationship between worker and boss starts on a strong note. By putting both parties at ease from the get-go, you’ll find the age difference isn’t an issue.

In conclusion, an older employee and a younger boss can work together effectively if they take the right steps to ensure the working relationship begins on the right note. By being respectful as an older employee, managing up and tackling the question of age right away, this won’t be a problem, but rather a strength for your team and your career.

In order to attract and retain the best talent, companies want to keep their employees happy and engaged. After all, job openings outnumber skilled professionals, so employers need to help their workers growth their careers, in order to retain these individuals in their organization.

Since successful business operations hinge on performance, employers are placing more focus on performance reviews. But as a study from MRINetwork found, many workers simply don’t find these reviews to be useful.

In fact, the 2018 MRINetwork Performance Management Study found the majority (54 percent) of employers are putting more of an emphasis on performance reviews with their staff, but interestingly, most employees don't feel the same.

When respondents were asked whether they see their employers placing more focus on performance reviews, only 13 percent said the importance of reviews is increasing, compared to 65 percent who indicated the emphasis on performance evaluations has remained the same.

Regardless of how your organization conducts performance reviews, it’s important for you to leverage these meetings as a way to gain insight about your performance, as well as how to propel your career within the company. Here are a few things you can do to make the most of these reviews:

Seek out a mentor

It’s always important to have someone at your organization to consult for advice or help when you have a question about something, or just simply want to bounce an idea off someone. According to Forbes, there are three different qualities to look for in a mentor, which can significantly enhance your performance at work.

These include: “a desire to develop and help others,” “current and relevant industry or organizational knowledge, expertise, and/or skills” and a “growth mindset and learning attitude.” By finding a mentor with these qualities, you’ll be continually learning and challenging yourself to drive your performance at work.

By asking a mentor for advice, especially ahead of a performance review, you’ll be more prepared to have a strong and valuable conversation with your manager. Plus, you’ll have increased confidence about your own skills and abilities.

Do your homework before your review

While performance reviews are typically thought to be one-sided meetings, they shouldn’t be. Instead, they should be more of a conversation, where you and your boss discuss your overall performance throughout the year, outline areas that can be improved and set new goals for the coming year. After all, this is the time when you can ask your boss questions, bring up concerns and more.

To get started, make a list of the things you'd like to discuss - in order of priority - and go from there. Just make sure that the items you mention are things that can help you perform more effectively or would be an asset to your team.

Seek out new projects and opportunities to illustrate your growth potential

In addition to working with a mentor and making the most of the performance review, it’s also important to be proactive and collaborate with others. Whether it's a major initiative or just providing some assistance based on your skillset, make note of when you've offered a helping hand, so you can point back to these instances in your performance review.

By doing so, you’ll be able to get strong feedback in your performance review for taking initiative, while also inspiring your manager to give you more responsibilities that could ultimately lead to a promotion and/or raise.

According to Forbes, it may be helpful to review your email ahead of a review in order to figure out what’s best to highlight. “Reflect on your successes over the past year.  If you’re stuck, look through your email and find all the of ‘thank you’s’ and notes of appreciation from coworkers, clients and your supervisor. Did you decrease time and increase efficiency on a project? Start a new initiative? Bring on new clients?” the publication notes.

In sum, these tips will help you make the most of your performance review, while also setting you up for success at your organization in the years to come.

The job interview is the first opportunity for job candidates and employers to get to know one an-other in person. It's a critical step in the recruiting process because it gives employers the chance to learn more about a candidate's strengths and weaknesses, while also enabling the candidate to see if the job they're applying to is the best fit.

However, when these initial conversations don't go as planned, both candidates and employers point to the same issue as the primary cause: poor communication. That's according to recent data revealed in the 2018 MRINetwork Performance Management Study. When employers were asked to identify the biggest shortcomings among candidates they'd interviewed, a lack of communication skills (41 percent) was the most commonly cited response.

Notably, when candidates were asked a similar question - What are the greatest gaps or short-comings of companies where you've interviewed most recently? - they also cited bad communication, particularly after final interviews, as the biggest problem of all (according to 36 percent of the individuals polled).

To communication more effectively during interviews, here are tips that both candidates and interviews can leverage:

1. Explain yourself during the interview process and be authentic when doing so. "Be you from the start. Interviewing is a two-way street. The organization wants to see if you are going to be the right fit. Take advantage of the interview process to see if the organization is going to be the right fit for you, as well. The only way you will know it is a good fit is if you are your authentic self. Make sure you can bring your whole self to work to ensure that you can be most effective in your new role," according to Forbes. This applies to both the candidate and the interview.

For candidates: Talk about your skills, experiences and abilities as accurately as possible. Don't lie in any way as that will be evident to the job interviewer and can likely come back to haunt you in the future. Instead, tell stories that express your abilities and your interest in the company you're applying to in a genuine way.

For interviewers: Don't sugarcoat the position or the company in order to win over candidates. Instead, be real about the job's responsibilities, the company culture and what's needed from a candidate to be successful in the position.

2. Do your homework and let that come through in the job interview.

Candidates: For job candidates, you should feel prepared by researching the company and interviewer(s) as much as possible ahead of time. This will allow you to answer questions and speak confidently. Asking questions is another important way to communicate interest and being naturally inquisitive about the direction of the company demonstrates a strong sense of engagement for the position.

Employers: Job seekers devote time, money and energy into establishing their credentials and their work experience. Their dedication deserves recognition. As an employer, you should come to the interview having looked over the candidate's resume, and at least a few questions to probe deeper into the applicant's background. Asking questions about certain aspects of their education and/or experience can show genuine interest in their expertise and serves as positive affirmation that they are being considered for the role.

3. Make sure that you stay in touch after an interview concludes.

Candidates: Sending a thank you note is not only courteous, but it shows that you're highly interested in the job for which you've interviewed. Enthusiasm is a crucial component of landing a position. Thirty-seven percent of employers in the MRINetwork poll referenced lack of enthusiasm about the job as one of the top shortcomings among job seekers they'd evaluated.

Employers: Not knowing whether they got the job can be unnerving for candidates, especially when they feel like the interview went well. It's also disrespectful of the time and effort the applicant has invested. Try to keep them in the loop even if you don't extend an offer. Approximately 1 in 3 candidates in the poll cited little to no communication after the interview as their biggest frustration.

In sum, communication is a two-way street during job interviewers. By being authentic and doing research, conversations between candidates and employers will be more effective and lead to stronger hires and better job fit in the long run.

Through various incentives and strategies, employers are doing their best to ensure employees are happy and engaged. Much of this is being driven by the need to attract and retain employees in the executive, managerial and professional labor market, which is largely candidate-driven across many industries. In this environment, job openings outnumber skilled professional, putting applicants like you at a distinct advantage.

Since successful business operations hinge on performance, employers are placing more focus on performance reviews. But as a recent study from MRINetwork found, many workers aren't finding these reviews especially useful.

The 2018 MRINetwork Performance Management Study found the majority (54 percent) of employers are putting more of an emphasis on performance reviews with their staff, but interestingly, most employees don't feel the same. When respondents were asked whether they see their employers placing more focus on performance reviews, only 13 percent said the importance of reviews is increasing, compared to 65 percent who indicated the emphasis on performance evaluations has remained the same.

Employers are aware their staff may feel this way. In fact, their workers' dissatisfaction is part of the reason why they've sought to change their processes. Try as they might, these attempts have occasionally come up short due to other tasks and responsibilities taking precedence. In other instances, improved processes may be in place, but lack follow-through or adequate resources.

"My current company has only given me one review after three months of being on the job," said a candidate who participated in the MRINetwork study. "I'm now at over 18 months, and have not had another one since."

Here are a few things you can do as an employee, to maximize your growth potential and get the most out of performance reviews, so everyone - your employer, your co-workers and you - stand to benefit:

Seek out a mentor

Depending on how long you've been with your employer, you probably know a co-worker you can turn to, such as when you have a question about a task or need guidance. Consider this person your mentor. He or she has likely been with the company for a while and clearly has established a mindset and method of operation that's allowed him or her to succeed. Talk to them about what they do to improve themselves so that they're always improving in a way that is noticeable to your company.

Make a list

Performance reviews are often one-sided, but should be more of a conversation, where you and your boss discuss your overall performance throughout the year, outline areas that can be improved and set new goals for the coming year. This is the ideal time to let your manager know about what's been on your mind. Before your review, make a list of the things you'd like to discuss - in order of priority - and go from there. Just make sure that the items you mention concern things that can help you perform more effectively or would be an asset to your team. For example, if there is a work process or protocol in place that you feel is unnecessary, explain why that's the case and what might be done as an alternative. Additionally, if you would like to learn a new skill, that would not only benefit you, but also expand your team's capabilities, discussing it during your review shows that you're serious about wanting to improve and are actively engaged.

Seek out new projects and partnership opportunities

One way to demonstrate your growth potential and ability to collaborate is to take on new projects, especially those that provide the opportunity to partner with team members or other departments. Whether it's a major initiative or just providing some assistance based on your skillset, make note of when you've offered a helping hand, so you can point back to these instances in your performance review. Working with other people can also help you identify areas where you might be able to improve, such as patience, trust or a willingness to learn. This serves as a vehicle for ongoing feedback that can help you self-reflect.

Whether more regular performance reviews are already in place or not, the above tips can help you get more out of these discussions, by taking proactive measures to improve your work outcomes and ultimately your career advancement.

You've just accepted a great new job offer. The only problem is now your current employer is offering an enticing counteroffer to make you stay. As many industries struggle to find the qualified candidates they seek, businesses are increasingly fighting to retain key staff members by making counteroffers. However, just because they're willing to do so doesn't mean it's in your best interest, a truth that employees should consider if faced with this situation.

Approximately 4 in 5 employers say they're likely to make counteroffers to valuable employees in an effort to encourage them to stay put, according to findings from the MRINetwork 2018 Performance Management Study. However, close to 30 percent of employers in the MRINetwork poll said there's a stigma placed on people who stay as a result of a counteroffer.

Candidates, it seems, largely expect their current employers to make these retention attempts, with nearly two-thirds considering it more probable than not, the study found.

Employers who make these offers often do so begrudgingly. What's more, in instances where workers decide to accept these counteroffers, they rarely solve the issue that led to their wanting to go elsewhere.

Here are a few reasons why counteroffers do more harm than good:

Employers' hands may be tied

There's no denying that it feels really good to be wanted, particularly in business settings. Counteroffers show, at least on the surface, that your current employer doesn't want you to go. While this may be true, it's important to keep in mind that there may be more to these offers than meets the eye. For example, hiring new workers drains company resources. According to a recent CareerBuilder poll, the loss of a good hire averages $30,000 per worker. In short, dollars and cents makes retaining current employees - even average ones - a safer bet than going with an unknown quantity.

Bridges may be burned

Counteroffers are a clear indication that current staff members aren't happy in their current roles. As a result, business owners may feel they can't trust that person quite like they used to, so whatever reasons he or she had for seeking alternative work arrangements may never be addressed due to resentment.

Counteroffers are temporary solutions

Much like a Band-Aid on a severe cut that requires stitches, counteroffers mask the underlying reasons that workers want to leave in the first place. As noted by Society for Human Resource Management CEO Johnny Taylor, there are usually many reasons for why people want to seek what they perceive as greener pastures, and rarely are they resolved by higher pay alone.

"While your company may decide to counteroffer because it wants to keep you, your employer likely will label you as someone who is ready to jump ship," Taylor explained, writing for USA Today. "Having that reputation won't bode well for you and your future at the company."

Ultimately there's nothing wrong with wanting to pursue other opportunities. Should your current employer make a counteroffer to get you to stay, it's important to evaluate them with your eyes wide open, recognizing their attempts may be long on promises but short on substance.

Top workforce challenges that employers will be prioritizing in 2019 include attracting and retaining top talent, training and employee engagement, according to the 2018 MRINetwork Performance Management Study. With increased focus on these areas, the MRINetwork poll revealed that many of the best programs employers have to offer are the same ones that workers desire. The issue is that candidates are not always sure how to access company incentives that have the ability to engage and retain them, or how to approach management or human resources about these motivators.

When employer respondents were asked about the best incentives they were likely to offer to retain talent, 48 percent stated performance-based bonuses most often, the poll found. Ongoing training, non-performance related bonuses, career pathing and merit increases rounded out the top five.

Interestingly, when candidates were posed a similar question - what incentives would be the most likely to make them stay with their company - they cited virtually all of the ones employers referenced, with 51 percent pointing to merit increases, 49 percent referencing non-performance related bonuses and career pathing, and 45 percent most valuing performance-based bonuses.

So how can you as an employee take advantage of the best incentives your company has to offer? Here are a few recommendations:

1. Know what's available

It would be one thing if your wish was your company's command. That's rarely the case. So it behooves you to find out what offerings are on the table and go from there. Talk to current or former employees about what's available, or speak with your manager or human resources department.

2. Establish a plan

Whether it's a bonus, ongoing training or a merit increase, you need to present an informed plan to access your desired incentive(s). Do some research to determine key selling points that can move your discussion forward. You may even have colleagues or friends who've been in a similar situation. Listen to what tactics or arguments they've used to gain approval from their manager. Taking their feedback into consideration, your plan of action should reflect your personality, needs and capabilities.

Keep the momentum going

Assuming you're able to access the incentive(s) you seek, it's important not to rest on your laurels. Some self-reflection is necessary to determine what will keep you motivated. Be honest in assessing your weaknesses. In what areas can you improve that are measurable? Get some feedback from your manager about the areas in which you can improve. This will show him or her that you're engaged and earnestly interested in becoming better in your role, which will likely make it easier to access future incentives.

The worker-to-employer relationship is one of give and take. By understanding this and going above and beyond toward the fulfillment of your responsibilities, your employer is that much more likely to do whatever it takes to make you stay.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Workers enthused about what they do for a living tend to be happier and perform their best work. Yet as several polls suggest, many Americans can't help but feel disconnected in their occupations - a problem exacerbated by overbearing bosses, or poor leadership from the president or CEO.

An estimated 85 percent of employees consider themselves "not engaged" or "actively disengaged" at work, according to a 2017 State of the Workplace analysis conducted by Gallup. Many factors contribute to workplace engagement - or the lack thereof - including advancement opportunities, positive work-life balance, sense of purpose and belonging.

A chief contributor to employees' detachment from their duties is their supervisor. Indeed, a separate study from Gallup found that just 30 percent of employees received recognition from their bosses within the past week for a job well done on a particular task, and only 20 percent agreed with the statement that their supervisors managed in a way that inspired them to work to their best ability.

Like anyone else, bosses can have their bad days now and then. However, when they regularly fail to lead, set unrealistic expectations or contribute to a toxic work environment through their mannerisms and interactions the effects can be devastating on company morale, and more specifically, your desire to magnify your role. Your boss' bad temper may originate from senior leadership, i.e. the CEO or president, which is proof of the cascading effect that poor leadership can have on morale.

Although it may be more challenging, the enthusiasm you have for your work doesn't necessarily depend on your boss' or the CEO's inability to lead. Here are a few ways you can remain positive and not be adversely affected by managerial incompetence:

1. Seek meaning

Few payoffs are more rewarding than a highly satisfied customer. No matter what you do for a living, chances are that it somehow makes a difference in the lives of other people. Meaning inspires engagement. Reflect on any praise you've received from clients or customers. Try to replicate the same work you did for them so you can make life a little bit easier or more enjoyable for future clientele.

2. Diagnose your lack of engagement

Unengaged or being actively disengaged may not be attributable to your boss. It could be that you feel like you're spinning your wheels in your current position or in one that's not putting your best skills to use. Or maybe it's because you're being asked to do something different. Whatever it is, get to the bottom of why you feel unengaged and determine if it's possible to overcome your discomfort. If so, create an action plan to address these issues.

3. Take a break

We all need to get away from the daily grind now and then, even though many Americans seem to be burning the candle at both ends. According to data from the U.S. Travel Association, a majority of Americans - 52 percent - ended 2017 with unused vacation hours. Utilizing personal time off allows you to refresh and re-evaluate your work situation. It may be just the thing you need to rediscover what motivated you to work hard when you first signed on with the company, or might find an alternative source of inspiration. It can also help you map out a long-term strategy, whether it's with the company or not.

4. Make it fun

Your attitude can be a powerful source of inspiration. A great way to induce engagement derives from finding fun in the work you do. Whether it's making use of your problem-solving talents or interacting with co-workers in a team environment, seek out enjoyment to turn a negative situation into a positive.

5. Talk to a mentor or parent

Disengagement isn't a battle you need to wage alone. Odds are a mentor, close friend or parent has experienced what you're feeling. Talk to someone you feel close with to gain a third-party perspective. People whose opinions you value may be able to offer suggestions on how to become more engaged, or offer insight on what they've done to counter the side effects of poor leadership.

By undergoing some self-reflection and tapping into your available resources, you can re-ignite your occupational ambitions, and potentially avoid leaving your role, solely because of poor leadership.

More than a quarter of the way through 2018, well over 750,000 jobs have been added to the nation's payrolls, according to the Labor Department, providing both those out of work and individuals looking for a fresh start with plenty of employment opportunities. Add to that an unemployment rate of 2 percent among managerial-level professionals. Many candidates have taken advantage, and according to data compiled by the ADP Research Institute, between 60 and 70 percent of employee turnover is voluntary.

While job postings provide job seekers with a sneak peek into what a potential employer is all about, it really isn't until the interview that they get a better view. This sentiment was captured in the 2018 MRINetwork's Reputation Management Study, where 64 percent of job candidates said the interview process revealed a fair amount to a lot about the company's culture. Employers subscribe to this belief as well - to a more significant extent - with 3 in 4 saying the interview helped to demonstrate the company's brand.

Yet, just because interviews are a traditional part of the hiring process doesn't mean that they will automatically help you learn more about your potential employer's culture. There are strategies you can use to better tap into its brand so you can determine if it's a good fit. Here are a few suggestions:

1. Know what you want

Before the interview begins, take a moment and consider the type of workplace culture you'd like to be a part of. For instance, while teamwork is a key component to camaraderie and success, there's something to be said for independence, where workers are empowered to rely on what they've learned and the experience they've collected. In short, whatever culture you hope to discover in your job search, determine the ideal before the question-and-answer session ensues.

2. Ask plenty of questions

The interview is primarily thought of as a way the employer learns more about the candidate, but in reality, it's a two-way street, especially in the candidate-driven labor market that exists in many industries. As such, you should feel free to ask the hiring manager questions that will help give you insight into what the company's culture is all about. Employers like it when candidates come to the interview with well-thought-out questions, because it demonstrates initiative, engagement and a love of learning.

3. Pay attention to body language

Nonverbal communication is universal, as we all demonstrate various mannerisms and sentiments based on body language. According to a survey conducted by Harris Poll, nearly 70 percent of hiring managers and human resources professionals said failure to make eye contact was one of their biggest body language pet peeves, more so than not smiling (38 percent), or an inability to keep their hands still (36 percent). If an interviewer's body language suggests they're uninterested or impersonal, it may be symptomatic of the workplace culture.

4. Look for clues of inclusion

A diverse and inclusive workplace is important to many of today's workers, Millennials in particular. According to a poll conducted by global communications firm Weber Shandwick, roughly half - 47 percent - of Millennials pointed to diversity and inclusiveness as key characteristics they wanted in a potential employer. This compared to 33 percent of Generation X and 37 percent of Baby Boomers who felt similarly.

5. Ask to meet potential co-workers

Employees serve as the face of a workplace and learning more about them and their personalities can be both revealing and illuminating, personally as well as professionally. Speaking to Fortune, human resources expert Jason Hanold says this somewhat unorthodox question is usually welcomed.

"It shows that you're doing due diligence, and you're being selective about your next job," Hanold explained. "Never forget, you're interviewing the company every bit as much as they are interviewing you."

The interview is all about give and take, a delicate dance that fosters discovery and disclosure. Implementing these strategies can help you make the most of question-and-answer sessions so your potential new employer’s brand rings loud and clear.

Whether you're just starting out with a new company or you're a seasoned veteran looking to demonstrate your value, few qualities have the same impact as strong leadership.

Leadership qualities--such as introducing new strategies or energizing staff to feel more connected with their work--lead to positive results that can be evidenced in a variety of ways, such as increased productivity or improved work satisfaction. While roughly a third of Americans don't aim for leadership positions, according to a CareerBuilder survey, it's safe to say that most aim to possess the leadership qualities that affect change and make a difference in the lives of the people with whom they work.

Here are a few ways you can demonstrate leadership and drive influence in a non-management role.

1. Learn what motivates your fellow workers

Great leaders know how to create buy-in with team members, which makes those individuals more willing to contribute. The best way to determine what inspires people to perform at their peak is by making a conscious effort to interact with them on a daily basis. You can do this by taking advantage of brainstorming sessions and analyzing themes from their responses. You may also want to connect with them through other communication channels to determine what makes them tick.

2. Actively seek out opportunities to lead

Workers who seek an upper management position don't always have to wait until something opens for them to apply. Demonstrating initiative and offering solutions to problems can drive leadership opportunities. Oftentimes, new roles or positions formulate when individuals exemplify leadership.

Sangeeta Bharadwaj Badal, principal scientist of entrepreneurship at Gallup, said one way of seeking out leadership opportunities comes from knowing what you do well.

"Pay attention to what you like to do because you'll be most successful when you're working within your talent set - your natural patterns of thoughts, feelings and behavior," Badal recommended. "Talent accelerates your engagement with a task or an activity." Signs that you're using your talents can include a greater sense of alertness, ease of performance or genuinely enjoying a task you're engaged in, Badal added.

3. Communicate yourself clearly

Leaders - and, by extension, workplaces - thrive when workers know exactly what's expected of them. People who can communicate a clear message make for ideal leaders, but it's an invaluable trait in non-management roles as well. "Many substitute communication for clarity, but communication is dependent on clarity," wrote Mike Henry of business advisory firm Lead Change. "Unclear communication confuses, frustrates, and demoralizes...Clarity simplifies communication over time and helps everyone work together."

Mahaffey in Forbes touched upon the importance of ensuring your message is understood by encouraging questions, such as in a group or team situation when offering instructions or presenting a particular point of view.

4. Adopt a leadership mentality

If you want to demonstrate leadership capabilities, you have to think like a leader. For example, if problems develop that require brainstorming sessions, initiating a conversation about how to come up with a solution helps gets the ball rolling.

True leadership requires more than donning your thinking cap or encouraging others to do the same. Encourage feedback by asking others to express their opinions about a proposed strategy, and come to a mutually agreed upon determination of how to proceed with a project or initiative. Then, map it all out in a project plan or PowerPoint deck, demonstrating your plan of attack.

Leadership comes in all shapes and sizes. By adopting some of these behaviors, you can prove to your bosses that you're not someone they can afford to lose and willing to do whatever it takes to succeed.

Organizational and business strategy changes are an integral part of the working world. Revising workflows, modifying strategies and hiring new talent are all necessary adjustments that are parts of the ebb and flow of any successful company. Ultimately, change is the means by which organizations keep up with advancements in technology, variations in the job market and competitors in the industry. In fact, change is indicative of progress, as a stagnant workforce often leads to a decline in creativity, production and innovation.

Although essential, these periods of turnover, change or modification, can have an impact on your production and motivation at work. Here are several considerations for keeping your head up and remaining engaged despite the adjustment(s):

Embrace change

The first step to remaining motivated during times of change is to embrace it. As Dr. Spencer Johnson, author of "An Amazing Way to Deal with Change in Your Work and in Your Life" told The Thriving Small Business, so many employees are quick to resist change. Most often this resistance is rooted in fear or anxiety of not knowing what comes next, which is perfectly normal.

As Johnson advised, try to discern the reason behind your organization's decision to modify a process or bring in new talent. Allow yourself to accept that the board members of your company did not do this to punish you: Understand that the move was most likely intended to improve the company's bottom line. Moreover, the end result could in fact benefit you personally or professionally in the long run. For some, reaching this point of embracing means asking questions of management. Others will find that focusing on the positive or leaning on fellow peers is what will help them.

Though it won't happen overnight, changing your mindset to one of embracing rather than shunning can really help with productivity.

Challenge yourself

If you think back to your first day at your new job, you were likely overly eager to dive right in and learn all the ropes of the company right away. After all, that enthusiasm, passion and drive was probably a big part of why you were hired in the first place. Between the lackluster nature of your daily work and the stress of structural change, it's easy to lose sight of that ambition. While that initial tenacity may be clouded by change, your overall impulse to improve didn't simply disappear.

One way to break out of the funk and challenge yourself, as well as your fellow coworkers, is to request ongoing employee development and trainings. Citing a 2016 Pew Research Center survey, Forbes contributors Jeffrey J. Selingo and Kevin Simon reported that 87 percent of employees desired continued training throughout the entirety of their career. The response found that workers consider training and development as necessary to progress and to keeping up with the evolving industries and workplaces of today.

Not only will it feel good to learn new skills and enhance your existing areas of expertise, but inquiring about these trainings can demonstrate to your manager that you're invested in the company as well as furthering yourself in your career.

Focus on what you want out of the job

Have you taken the time recently to truly think about what you want out of your job? What exactly is it that drives you to show up to your desk each day?

Take this time during change or uncertainty at your workplace to think about what inspires you. Then differentiate between the motivators that will bring only immediate and temporary bursts of determination and those that will truly deliver long-term success, explained The Balance. In some instances, you may be looking to be more challenged in your everyday work or maybe you may want more freedom for creativity. Perhaps it is simply that you yearn for recognition every once in a while. The key is to determine the one thing that will bring you long-term satisfaction in your role.

Once you know what that is, you can move forward in finding the resources that you need to reach your full potential.

By choosing to embrace change, challenge yourself and find your focus, you'll be highly driven and motivated every day of the year.

Not every single day on the job is going to be life changing and as such, it's easy to fall into a lackluster routine in your career. However, motivated and happy employees are often found to be the most successful. Even if a promotion or raise is not in your immediate future, remaining engaged at work can help position you for upward mobility and career advancement down the road.

Consider the following ways to stay motivated:

1. Find a mentor

According to General Motors CEO Mary Barra, the key to a successful career is a network of mentors, Entrepreneur contributor Lauren Entis explained. As a mentee, Barra was able to recognize talents and attributes that would have otherwise gone unnoticed. Some mentors encouraged her to take on challenges, while others led by example when it came to reminders for the professional world. As a whole, these mentors helped motivate and shape the leader Barra would become.

In fact, the American Society for Training & Development found that within Fortune 500 companies, 71 percent utilize mentor programs for top performers within the workplace. These industry gurus and trusted advisors serve as catalysts for helping these high-performing employees to reach their full potential. Companies that foster these internal relationships demonstrate that they are invested in each employee. Likewise, positioning yourself to learn from a seasoned individual in your office is a great way to stay motivated.

2. Set timely goals

Do you aspire to be CEO of the newest technology company one day or lead a research team in the latest healthcare investigation? Career aspirations start with small milestones and goal setting is an effective way to stay actively engaged in your day-to-day affairs and projects.

Consider setting yearly, quarterly and even monthly goals for yourself. Collaborating with your manager can be a beneficial way to set timely, attainable goals that will help further your career. Findings from a Gallup research paper confirmed that those who feel that setting goals is a team effort between themselves and their manager are 3.6 times more likely to be engaged than other coworkers.

3. Let HR work for you

At the end of the day, it is your career at stake. If you are still struggling to remain motivated at work, consider talking with a manager about better retention strategies. Leading companies in Silicon Valley have not only discovered the key to retaining happy and motivated employees, but they have also earned the funds to afford these strategies, according to an article by insurance industry expert Michael Rogers published on Business.com. Moreover, what major tech companies such as Google can't afford to lose is people like you: the top talent helping to drive their company.

While you may not work at the likes of Amazon or Apple, your talent deserves to be recognized and it's likely your company can't afford to lose you. Let that work in your favor by addressing your concerns during a feedback session with management. Maybe a 401k match program will keep you motivated, or perhaps it's an industry seminar or tuition reimbursement that will encourage you to put your best foot forward each day. Whatever it may be, don't be afraid to speak up and ask for what you want. Most often, companies will work as hard as they can to meet these requests - as long as it means they'll retain your top talent.

Incorporating the above practices can encourage motivation in your career that yields long-term results. The key is to strategize how to leverage these methods to continually move your career forward.

Did you know that 75 percent of employees prefer increased benefits rather than a raise? If you're someone who finds more value and motivation in things like employee development, tuition reimbursement and even wellness programs, these figures from Glassdoor's Q3 2015 Employment Confidence Survey probably don't come as a surprise. However, if you are someone principally driven by the promise of a salary increase, perhaps you haven't fully explored how incentives can increase your motivation and engagement on the job.

Consider how you can use the following perks and benefits to drive production and improve your career:

Healthcare insurance

According to the Glassdoor survey, health insurance was the No. 1 desired benefit at a company, as 40 percent of respondents indicated that it was more important than a pay raise. And contrary to popular belief, that figure doesn't drop all that much among the millennial generation. A survey from Fit Small Business found that 34 percent of millennials view healthcare as the top priority when it comes to benefits. Less than 10 percent of the young workforce ranked office perks such as fitness classes and free food as the most important.

As Dawn Leijon, Executive in Residence at the Kogod School of Business at American University, told the source, benefits like health insurance can help drive commitment to a company. Research from the university confirmed that millennials crave the stability that traditional benefits can deliver, likely because of the shaky economy they grew up in.

That sense of security helps release unnecessary burdens in this part of your life, which can free up more energy to focus on important deadlines and initiatives at work. However, even if your company isn't able to provide top notch benefits, there are other ways to feel driven at work. As Samantha Reynolds of A Plus Benefits told Fit Small Business, it's not about out-of-the-box benefits and freebies.

"The appeal of 'the next Facebook' for millennials isn't about the perks, it really is about experiencing growth with a company and contributing toward that growth," she said.

Flexible hours and remote work

In the last decade, the perk of remote work has skyrocketed to the top of the benefits list for many companies, especially tech and startup organizations. If you've ever worked for a company that allowed several work-from-home days per work or negotiable hours, this is likely one perk you won't want to give up. As one such company saw, remote work produced strong outcomes. Cloud solutions company ConnectSolutions conducted a Remote Collaborative Worker Survey that found 77 percent of employers noted higher productivity when working from home.

One third of respondents indicated that they were able to accomplish the same work in less time, while about one quarter reported increased work productivity in less time.

When executed properly, remote work can help you thrive in the workplace and even encourage motivation. By switching up your daily routine and altering hours to fit your needs, you may even be willing to work additional hours to accomplish even more, as 23 percent of ConnectSolutions employees reported.

Culture and lifestyle perks

When you feel as though you are a valued member of a team and a part of something bigger than yourself, you're that much more likely to stay with a company. In many cases, even if the salary isn't quite at the level you'd like it to be, it may just be that those free bagels on Fridays, the friendly company-wide competitions held each month and the annual summer party are what keep you coming back. Ultimately, it's the sense of community that drives you to show up and do your best each day.

As Inc. explained, perks like catered lunches during busy season and wellness classes can go a long way. In addition to feeling like your efforts and hard work are being recognized and appreciated by management, you can also take into account the money you're saving on lunch and fitness packages. When a company makes the effort to improve company culture and offer these kind of perks, you feel valued.

Where as salary will always be there, these additional benefits can help drive you to focus your energy, accomplish more in the same amount of time and feel appreciated, all of which continue to motivate you as your progress in your career.