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Tips for surviving a Monday morning when all you want to do is stay in bed

It’s Monday morning, and instead of feeling motivated and excited to start the week, you feel like staying in bed another day. Sounds familiar?

We all have those days when we don’t feel like going to work, but unfortunately, they often fall on the busiest day of the week. Here are a few tips to help you drag yourself out of bed and make it through the day.

Understand your feelings

You’re feeling down and out today, and the last thing you want to do is go to work. You’re tempted to call in sick, but you know that’s not the right thing to do. You force yourself out of bed and into the shower, but you can barely keep your eyes open.

So why are you feeling this way? Well, you may be experiencing Monday blues. This is when people start to feel anxious about the week ahead. They feel like they won’t have enough time to get everything done, and they feel swamped. If that is the case, then it’s good to take some time to relax and recharge on Sunday so you can start the week off fresh.

Get yourself organized on Sunday

With that said, make sure you have everything you need for work—including your outfit, laptop, and any other necessary documents. If you can, try to pack your brekkie and snacks on Sunday evening too, so you don’t have to worry about that in the morning.

Next, set your alarm for earlier than usual. This will give you a little extra time to get ready and hopefully make you feel calmer. Finally, try to take some deep breaths and remind yourself that it’s only the first day. It’s probably going to get more manageable as you ease into the workweek.

Go to bed earlier and wake up earlier

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We know it seems like the complete opposite of what you want to do, but trust us on this one. When you get more sleep, you’re going to feel more rested and energized. And when you’re feeling better, it will be a lot easier to drag yourself out of bed and into the work prep zone.

Another thing to keep in mind is that when you’re well-rested, you’re going to be less likely to get sick. So by going to bed and waking up earlier, you’re not only taking care of yourself mentally and emotionally, but you’re also taking care of yourself physically.

Take short breaks throughout the day

Try to take a few short breaks throughout the day. When you’re feeling overpowered or just struggling to keep your eyes open, step away from your desk for a few minutes. Get some fresh air, drink some water, or just take a quick walk around the office building.

It might help to set a timer so you know when to take a break. And if you can, try to avoid staying up late into the night. It’s not good for your health, and it’s certainly not going to positively contribute to your productivity levels.

We know how it feels to dread going to work on Monday. Well, try to get as much rest as you can on Sunday so you don’t feel as exhausted on Monday morning. Next, drink plenty of fluids and eat healthy foods to give yourself a boost of energy. It also helps to take some deep breaths and relax your mind and body. And finally, slip on something looser if feasible, it will certainly help with comfortability.

Why a four-day workweek may not be the best idea

You may be rejoicing at the thought of a four-day workweek, but there are some reasons why you may want to think twice.

While it may seem like a dream come true, a shorter workweek could have some negative consequences. For instance, a four-day workweek could lead to lesser efficiency. At worst, it could even lead to burnout and an increase in job dissatisfaction.

So before you accept that four-day workweek job offer, be sure to weigh the pros and cons.

You are more likely to get burned out

When you’re stretched thin, it’s hard to maintain your focus and energy level. You may find that you’re less productive overall when you’re working shorter weeks.

Another thing to consider is that you may end up taking on more work in the evenings and on weekends to make up for the hours you’re not spending at work. This can be taxing, both mentally and physically.

Finally, there’s the issue of flexibility. If your company transitions to a four-day workweek, but you still need to come in for occasional meetings or events on the fifth day, are you being penalized? Will you be able to take off-in-lieu during the week if needed?

These are things to think about before cheering too loudly for a shorter workweek.

You may be expected to be available 24/7

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Imagine this: You’re all excited because your company is considering or has already transitioned over to a four-day workweek. You think this is the best thing since sliced bread and can’t wait to tell all your friends.

But then you find out that even though you’re only working four days, you’re expected to be available 24/7 to reply to emails and text messages. What? That’s right, your boss wants you to be available on your days off given the break on Friday.

So much for having time to yourself! Suddenly, the four-day workweek doesn’t seem so extraordinary after all.

You may feel more pressure to work more hours each day

Here’s the thing—even if you get that coveted four-day workweek, you may find that you’re working more hours each day. That’s because you may feel more pressure to get everything done in a shorter period.

Now, we’re not saying that a four-day workweek is a bad idea. We’re just saying that you need to be prepared for the possibility that you may be working just as hard, if not harder. And if that’s the case, then what’s the point?

Although a four-day workweek may seem like a dream come true, it may not be as amazing as it seems. You may feel overwhelmed with all the work you have to do in four days and get burnt out by the end of the fourth day. Thus, instead of rejoicing over a four-day workweek, think about the downsides before you sign that contract.

Why being too friendly with your employees can backfire

You may be thinking about being friends with your employees, but before you make any decisions, it’s good to understand the possible risks.

Friendship is a two-way street, and while being friends with your employees might seem like a good idea, in theory, in practice it can boomerang. Read on for reasons why being too friendly with your employees can backfire.

You may be taken advantage of

Your employees might start to feel like they can take advantage of the relationship, and they may not feel the need to work as hard because they know you’re not going to fire them. They may also start to rely on you too much, and when you eventually have to lay someone off, it would be devastating.

It can foster a false sense of trust

You might be tempted to think that if you’re mates with your team, they will be more likely to go the extra mile for you. But the thing is, if you cross that line and don’t maintain some boundaries, it can have the opposite effect.

What often happens is that a false sense of trust develops, and employees may feel like they can come to you with any problem or complaint, without consequence. And before you know it, you’ve got yourself a dysfunctional work environment where people are unhappy and not performing up to their potential.

So it’s better to maintain some distance and not be all buddy-buddy. That doesn’t mean you can’t be friendly, but make sure there’s a clear boundary between personal and professional relationships.

It can make you seem unprofessional

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After all, you’re the boss, and you need to maintain a certain level of authority. When you let your guard down and act like a friend, it can undermine your authority and erode your verbal credibility.

Another reason why being too friendly can backfire is that it can create an atmosphere of informality that can build up chaos. Employees may feel like they can cut corners and take liberties with you. And when that happens, everything goes down the tubes.

So be nice, but remember that you’re still the head of the company!

It can make setting boundaries difficult

Imagine you’re the boss. You’re sitting in your office, and your phone rings. You pick up, and it’s one of your employees, asking for an early, urgent leave for the 5th time in a month.

Now, imagine the same situation, but this time, you’re good friends with that employee. It’s a lot harder to say no, isn’t it? When you’re friends with someone, it’s much more challenging to set boundaries and be the disciplinarian.

And that’s why being too chummy with your employees can backfire. It can make it tricky for you to be the boss your team needs you to be. You might find yourself constantly saying yes to their requests, and that’s not good for everyone.

You may be perceived as playing favorites

Playing favorites (even if you think you’re not doing so) can create tension and resentment in the workplace, and make it tough for other employees to feel like they can approach you with their concerns. Others may feel like they’re being “left out” or that they’re not good enough to get into your good books.

So how do you strike the right balance? Well, first of all, make sure that you’re being fair and consistent in your treatment of all employees. Secondly, try to be less personal and more professional in your interactions with them. And finally, remember that it’s crucial to maintain some social distance so the lines are not blurred.

While it can be tempting to be friends with your employees, you must maintain a certain level of professionalism. Being too sociable can backfire in several ways. As mentioned earlier, it can blur the line between boss and employee, which can lead to confusion about who is in charge. It may also make some individuals feel uncomfortable, for fear of offending you. Ultimately, it’s good to note that being too friendly with your employees can lead to overall confusion, and is best avoided.

What it really takes to thrive in startups

So you want to work in a startup?

It’s easy to be enamored by the idea of a more flexible workplace, the chance to be more creative, and the allure of joining a company on the rise. But startups are not for everyone.

In this post, we will take a look at the different working characteristics you need if you want to thrive in startups. We will also dispel some of the myths that often keep people from venturing into the startup scene. Let’s get started!

You’re flexible

If you want to work for a startup, you need to be flexible. Things change quickly in startups, and you need to be able to roll with the punches.

That means being willing to take on new tasks and assignments, even if they’re not in your job description. It also means being open to change, and not being afraid of new ideas or ways of doing things.

You like wearing many hats

Do you have a wide range of skills and a willingness to try new things? Then you will fit in perfectly at a startup. In startups, the team is small and everyone wears many hats. That’s just the reality of the situation. So being adaptable is a vital skill to have.

But it’s not just about being able to wear many hats. It’s also about being able to work long hours and be okay with ambiguity. Because in a startup, things are always changing and evolving. There’s no room for ego or complacency. You have to be willing to go with the flow when necessary.

You need to be a self-starter

a lady drinking tea while using her laptop

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If you want to work for a startup, you need to be a self-starter. That means you can’t be someone who needs constant hand-holding or someone afraid to take risks.

You need to be comfortable working in a fast-paced, constantly changing environment, and you need to be able to hit the ground running. In other words, it’s best if you’re not someone who needs a lot of training or someone who can’t work without clear-cut directions.

Startups are all about innovation and creativity, so if that’s not your thing, then it’s probably not the right place for you. But if you’re up for the challenge, then startups can be an incredibly rewarding place to work for.

You need to be okay with change

In a startup, the rules are always changing. The company is growing and evolving at such a rapid pace. Things are always moving and shifting, and you need to be okay with that.

You also need to be okay with chaos. Because in a startup, there’s always disarray. It’s part of the process. You have to not get too attached to any one idea or way of doing things.

If you can’t handle change and disruption, then a startup likely isn’t a suitable place for you. But if you’re okay with those things and you’re ready for a challenge, then a startup could work out to be a great place for steep growth.

You need to be able to respond to swift feedback

When you work for a startup, you need to be comfortable with giving and receiving feedback. This means being able to respond quickly and decisively to any change that comes your way.

In a fast-paced startup environment, there’s no time to waste. Things are always moving quickly, and you need to be able to keep up. If you’re not able to respond to swift feedback, then you’re going to find it challenging to succeed in a startup.

To thrive in startups, you need to be comfortable with ambiguity, enjoy wearing multiple hats, and be okay with a constantly changing environment. You also need to be proactive and take the initiative to make things happen, rather than waiting for someone else to tell you what to do. If you can embrace these working traits, you are likely in good shape to work for a startup and help it grow.

What to do when your colleague won’t admit they’re wrong

You’ve had it. You’ve tried being patient. You’ve tried reasoning with your colleague, but they just won’t admit they’re wrong. What do you do now?

While it can be challenging, stay professional. Don’t let your emotions get the better of you, and don’t stoop to their level. Here are a few tips on how to handle the situation.

Understanding the situation

It can be frustrating when someone you work with won’t admit they’re wrong. Maybe they’re defensive and always have to be right, or maybe they just don’t want to take responsibility for their actions.

But whatever the reason, it can be tough to get anywhere when they’re not willing to listen. You might feel like you’re constantly banging your head against a wall, but don’t give up! There are a few things you can do to try and get your colleague to open up and admit their mistakes.

First, try to understand why they’re finding it so hard to admit they’re wrong. Maybe they’re afraid of looking bad in front of their peers, or maybe they just don’t want to be seen as incompetent. Once you understand where they’re coming from, you can start to build a case for why admitting their mistake is the right course of action.

Then, ask them how they would like to fix the situation. This shows that you’re willing to work with them, and it also takes the pressure off of them. Finally, stay calm and persistent. It might take a while, but eventually, your colleague will see that admitting their mistake is apt for everyone involved.

How to have a conversation

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So you’ve tried to talk to them, but they just won’t listen. Or worse, they act like they don’t know what you’re talking about. It’s infuriating, right?

Well, there’s a way to have a conversation with this colleague, and it starts with assuming that they’re not trying to be difficult. The next time they do something that bothers you, wait until they’ve finished what they’re doing and then approach them.

Calmly say “I need to talk to you about something.” They may be taken aback at first, but give them a moment to collect themselves. Then, start by describing the situation and how it made you feel. Use “I” statements as much as possible.

Next, ask them for their point of view. Be prepared for them to give you a runaround at first, but ultimately, they will give you an answer. Once you have their answer, express your opinion and see if they’re willing to listen. If not, well, at least you tried.

When to involve your HR manager

If you’ve tried to talk to your colleague about the issue but they just won’t listen, it’s time to involve your HR manager. Remember to stay as calm and factual as possible in your report. After all, you don’t want your manager to think that you’re the one with the problem.

Here are a few points you can make:

Explain the situation and how it’s been affecting your work
Point out that your colleague is refusing to admit they’re wrong
Say that you’ve tried talking to them a few times but it’s not working
Suggest a formal meeting with your HR manager so they can help resolve the situation

Your manager will likely want to talk to your colleague privately, to get their side of the story. They may also try to mediate between the two of you. If your colleague still won’t admit they’re wrong, leave it to your manager to take any disciplinary action.

Next steps after speaking with your HR manager

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So you’ve talked to your manager about the situation, and they’ve agreed to speak with your colleague first before setting up a meeting. Great! But is there anything you can do in the meantime?

Well, here are a few suggestions:

Stay professional. Even though it’s frustrating, it’s crucial that you maintain a respectful relationship with your colleague. This means no yelling, no sabotage, and no name-calling.
Continue to document everything. Keep a record of all the times your colleague has made a major mistake, as well as the times they’ve refused to admit they were wrong. This will help your manager build a case against them.
Speak up if they continue to make mistakes. If your colleague continues to make the same blunders after your manager has talked to them, voice out. Let them know that you’re keeping track of everything and that their behavior is inappropriate.

It can be incredibly frustrating when one of your colleagues won’t admit they’re wrong. Not only are they refusing to own up to their actions, but they’re also preventing the team from moving forward. In this post, we’ve looked at the steps you can take to resolve the issue. Give it a try and see if it works for you.