What is the Result of all these Performance Appraisal Comments?


Maybe some of you remember my article of June 2015 titled: Performance Appraisals – why people hate them. My first sentence read that these reviews should be gotten rid of. Fast forward to now, the beginning of 2019, I am happy to tell you that more and more companies tend to move away from these monstrous annual reviews. After all they are only one of the many boss’s tricks in their arsenal, serve only them and do not form any constructive medium for the employees.

This has been set in motion in the past few years as a consequence of the numerous comments on performance appraisals. So, where are we now? What is the result of making all these negative performance appraisal comments?

Recent developments

Do you still have an annual moment when your performance is assessed? At the end of the year or right now, at the beginning of the next year? Well there is hope, as this is changing for more and more people: the traditional assessment interview is declining. Large companies in many countries already quit the annual discussions in which the performance of employees was discussed.

One example: recently a large Dutch insurance company called Achmea was in the news with the confirmation that they stopped the annual appraisal interviews for all 12,000 employees at short notice. Management feedback is now to be a logical part of the work at times that it suits. Their employees indicate that they need frequent feedback: they want to learn and ask for clarity and transparency about their development regularly. With this new assessment system, they can request feedback throughout the year that helps them to develop.

Another example: During 2016, one of the largest companies in the world, Accenture, has done all of its employees and managers an enormous favor: It will get rid of the annual performance review. It will implement a more fluid system, in which employees receive timely feedback from their managers on an ongoing basis following assignments. In this ‘massive revolution’, Accenture is joining a list of major corporations that have had enough of the reviews.

More flaws of the old system

Though many major companies still haven’t taken the leap, most are aware that their current systems are flawed. In the USA, a management research firm  found that 95 percent of managers are dissatisfied with the way their companies conduct performance reviews, and nearly 90 percent of HR leaders say the process doesn’t even yield accurate information.

Employees that do best in performance management systems tend to be the employees that are the most narcissistic and self-promoting, this firm found out. Those aren’t necessarily the employees you need in order to be the best organization going forward. Brain research has shown that even employees who get positive reviews experience negative effects from the process. It often triggers disengagement, and constricts our openness to creativity and growth.

Many companies are still hiding their unwillingness to pay their employees what they deserve by manipulating the outcome of these assessments reports as they seem fit. This has been one of the main critical points of annual interviews.

Looking at employee’s needs

Employees no longer want to be approached once a year, but increasingly want to be in conversation with their superior throughout the year. In general, you can say that appraisal interviews are seen as an obligation and employees need good feedback several times a year. They want to know where they stand, how they can go further. People prefer to talk about developments and opportunities. In other words, the traditional assessment interview no longer meets the needs of employees. And right now, with a tight labor market, it’s good for employers to listen to their employees.

Incidentally, this does not only apply to young people – who are often more open and free – older employees too often have the feeling of falling between the cracks, according to a survey carried out recently. A representative survey in the field showed that fifty percent have an appraisal interview and older employees more often have fewer assessment moments than their younger colleagues. Those are people who have worked for twenty years and know that they have to continue for twenty years and want to know how to deploy their talents in the coming years.

Atmosphere of openness

In the companies where the assessments have been abolished, other feedback systems often take the place – such as the so-called 360 degree feedback – in which several colleagues are asked to come up with points for improvement, or a continuous dialogue at the moment that one is really need by boss or staff. Easier said than done: because if it’s busy on the shop floor, that could just cannot happen, you might think. However, you have to build that up with each other. By organizing meetings where employees and managers talk to each other and talk about what is going on. You can then make agreements with each other. Then it becomes something of everyone. Not just from the manager. 

And such a conversation between employee and manager will only be a success if there is involvement. To each other, to work and to the organization. People really appreciate it when there is attention for each other. Also important is openness. If necessary, you also have to show what really is on your mind, without holding back. In practicing this turned out to be a very fruitful exercise. People were not used to talking to each other and said afterwards: we have to do this more. It is also up to employees themselves to be active there and to explain to each other and of course their manager, what they find important in their work. 

My conclusion

I would suggest here and now that performance appraisals are indeed a thing of the past. Companies still using them, should really scratch their heads, whether these annual monstrosities contribute to the well being of their employees and consequently to the health of the company.

Now the time is here to ask your bosses for feedback the moment it is needed and not wait until an evaluation which may only come so many months later. What good would that be for you, your manager or your company? Nobody is going to benefit from festering problems, disgruntled staff and unsolved issues.

If your boss is not interested in giving you positive advice the moment it is needed, even when you ask for feedback and guidance, you might want to conclude that you are with the wrong company. I would applaud it and greatly respect it if you would confront your bosses with your dislikes. And if you would have to leave that jungle, so be it.

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How to Deal with a Toxic Boss?


Everyone of us can change as an individual. We can make an effort to improve those sides of ourselves that we do not want to keep. This is something we really should not forget when dealing with toxic bosses. 

Many people prefer to walk away from toxic people, which is probably most advisable. But actually we do not always have a choice especially on the work floor. So the best thing we can do is look for a smart way to tackle this issue. Because poisonous people always find a way to spread their negativity. They want to infect others with it, create a bad atmosphere and destroy the good times.

Dealing with a toxic boss is not going to be easy. However, with the right attitude and following a number of tips, you might be able to deal with such a boss. And if you are not successful, I will give other ways to opt out below.

Some bosses have few people skills

Unfortunately, managerial incompetence often occurs. That is because too many companies promote people who do have the right technical skills or can present good results, but  do not necessarily have the right ‘people skills’ that a manager also needs.

How do you handle it? Take the reins yourself!
You can be totally discouraged by an incompetent chef, or you can use a different tactic where you focus more on the matters that you do have control over yourself.

Try to understand the incompetence of your boss

Before you judge your boss, you first have to look at yourself. Ask yourself if you are not jealous of his or her position in the company. Or maybe you have difficulty with authority by nature. Your assessment of your boss’s incompetence can therefore be unjustly influenced. Thus, try to show some empathy for your boss, so you can view his incompetence in a different way. Perhaps you can then understand better under what pressure your boss is. This is a valuable point, most bosses being under tremendous pressure, however, this can never be an excuse to treat your staff in a bad way. I would see this as a sign of weakness. 

Ask help from outside

Ask advice from colleagues or people outside your work that you trust: you can express your anger about what you see and you can talk about how it affects you and your work. That is not to work together against your boss, but to check your vision. Other people may be able to give a fresh view of the situation. Make sure you ask the right people like family, friends and professionals in business.

Focus on the broader picture

Think about the mission of your company and the well-being of your team. It is the job of every leader to feel what the office or organization needs, and what the needs of the customers are. If your boss does not bring this to a good end, it offers opportunities for you. You do not have to cover up your boss’s mistakes, but focus on what is best for the organization and the team, and how you can contribute to that.  Believe it or not, leadership comes from below as often as it comes from the top.

Do not handle the boss of your boss rudely 

When you work for a chef who does not do his job well, it can be tempting to go to the boss of your boss or another manager in your company. This is a real possibility, but keep in mind the possible consequences before you do this. Hierarchy is no empty concept: realize that your boss has more power within the organization than you, and can feel threatened by you. In extreme circumstances, you obviously have a duty to do something, for example if your boss is involved in a crime. Make sure you can prove your story with proof.

This last thing is of the utmost importance. If you come with a clear case about your direct boss, especially when your boss’s actions or non-actions have negative impact on the work, your possibility to succeed will improve considerably.

Take care of yourself!

Working for a toxic boss can also be bad for your health. Experts propose to define your psychological boundaries and protect yourself from emotional damage. We tend to focus on our bad boss who ruined our lives. However, do not forget that you can decide for yourself whether you will continue to work for him or not. You can always give your resignation or request another job. Focus therefore on what makes you happy in your work, not on what makes you sick. You are more likely to have a productive and fun day if you focus on the things you control and on other fine colleagues. If they are not there, well, then you should consider drastically changing the company.

Ignore the toxic bosses 

Negativity, cruelty, playing the victim, are some strategies that toxic bosses use. But they always provoke a state of stress in the brains of others. To make this disappear, a smart emotional approach is needed. The key to this is developing the ability to direct your feelings and stay calm under pressure. One of the important qualities of people who know how to deal with stress is actually their ability to neutralize the effects of toxic people.

So, do not fall into the trap. Ignore your boss. You know that he or she will try to attract your attention. He or she will try to provoke you. Do not let this happen. Avoid getting involved in this. You do not have to accept that he tries to chase you with his interruptions, actions or comments. Be benevolent. Be patient. Give him as little attention as possible. Bite your tongue if necessary, so that his poison does not touch you. Be assertive when it comes time to set limits.

Set your limits and defend them

You must know that an attack by a toxic person does not undermine your dignity. In fact, your dignity can be attacked and ridiculed. But you can never lose it unless you give it out of your free will. You do not have to participate in the discussions that a toxic person carries. But you have to set clear limits.

If you go into the defense yourself, you show that you can be insulted. When you set limits, you make it clear that he or she can not attack you. When you are dealing with a toxic boss, his reason and statements are worth nothing. But it is important to be very clear, wise, but firm. Make it very clear that you have the authority over the decisions that are your right and responsibility.

Also keep in mind that you have to set a limit in a conscious and proactive way. If you let things happen just like that, you will constantly get entangled in difficult conversations. When you set limits, you will be able to control most chaos that is caused by a toxic person.

Final thoughts

When you are dealing with a toxic person, you can go on the attack or you can just ignore it. But it is not always necessary to do any of these things. Actually it is sometimes useful to be friendly to toxic people. Because maybe they will have a difficult period in their lives. They may not succeed in dealing with an emotional situation.

All things considered, that does not mean that you have to let it happen or accept it. In the end we all have our own problems and demons. But when dealing with these situations, try to trade with compassion and forgiveness. It is important that you set limits and let them know that you obviously do not play their game. 

How did you handle your toxic boss? Let us know here.

Whatever you do, you might not be successful and need to find another company as described above. There is another way to avoid very bad bosses: become your own boss and work from home!

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What are the warning Signs of a Toxic Boss?


A toxic boss is someone who misuses his position and the power that this position provides him. Psychological studies focused on work situations indicate that good relationships between colleagues lead to better productivity and more progress. Despite these studies, however, there are still enough bosses who use methods and behavior that are detrimental to their employees and companies.

These kind of ‘leaders’ carry a sort of feudal heritage with them. They have an autocratic idea of power. That is why they do not worry about their behavior, however harmful it may be. They see the company or organization as a machine that must function properly. Their subordinates are only gears in that machine. Toxic bosses are more focused on the results than the process.

Researchers discover time and time again that positive leadership leads to greater efficiency on the work floor. Recently coaching leadership has come to the fore and in the long run, democratic and horizontal models generate more respect and thus productivity among employees. An authentic leader exerts his moral authority above all. He is not dependent on coercion or punishment to ensure that his employees are committed to the business objectives. Instead, he motivates and rewards them. This encourages a sense of belonging and motivates employees to be more involved in their work.

Below I will discuss some of the main warning signs that these toxic bosses exhibit.

A toxic boss is arrogant

Toxic bosses believe that their power makes them better than everyone else. It does not matter how they ended up in their position, they always feel superior. Moreover, they believe that they have the right to treat others as less important, just because they are the boss.

This arrogance manifests itself in body language, their way of talking and their style. Toxic bosses want to be intimidating. They interpret the fear of their employees as something positive. Their arrogance is always more related to uncertainty and lack of confidence than true superiority.

I always called this management by fear, although I did not exactly understand why. Now I do.

He does not know how to listen or communicate

One of the most obvious signs of a ‘poisonous’ boss is how difficult it is for him to listen to others. These types of bosses believe that listening to their employees makes them unjustly important. They assume that if they listen to their subordinates, they will take their power over them.

Toxic bosses also do not know how to communicate. In fact, their instructions can be unnecessarily complicated. They do this on purpose to make an impression or even to intimidate their employees. A poisonous boss speaks in absolute terms in an attempt to emphasize that he has the last word about everything. It is common that poisonous bosses do not appreciate what others say. They can do this with indifference or by doubting their employees in a disrespectful way.

He is controlling and not flexible

Toxic bosses do not understand the difference between maintaining and controlling. They are also unable to see the difference between guidance and orders. They do not trust the people with whom they work. That is why they think that micro-management is the best strategy. They assume that their job is to control and punish what they find inappropriate behavior. Find out more about a micro-managing boss here.

The toxic boss is yelling at his employees

Toxic bosses are also not at all flexible. They see situations completely in black and white. They believe that strength is the same as inflexibility, and if they are not extremely strict, people will see them as weak. That is why you can not question their orders and they hardly explain their ideas. Their employees have to do everything exactly as they say, otherwise they will be punished.

He does not know how to deal with conflicts

These types of bosses see anger as something favorable. They believe that bad moods and irritability are signs of a serious and responsible employee. So they interpret these qualities as expressions of dedication and solidity. That is why they often sound annoyed when they give orders or ‘solve’ problems at work by shouting. They think they have the right to give their employees a scolding.

If they have a problem with an employee, it is their solution to impose new orders or to give a kind of punishment. It does not matter to them whether the people they work with feel uncomfortable. If other people do not follow the rules, they get angry and they see these people as weak. A poisonous boss creates a tense and oppressed working environment. He thinks that this will encourage his employees to work harder. However, quite the opposite is true.

He rejects the initiative of others

Taking the initiative is a sign of autonomy, strength and skill. That is why a toxic boss feels threatened by an employee who takes the initiative. They may even think that these types of workers are going beyond their limits and challenge the authority. Toxic bosses reject everyone with ideas for innovation or improvement.

And in their performance assessment they will still claim that you are not pro-active!

He can not deal with time

Good time management is essential to guide staff and prevent problems. One of the things that makes someone a bad boss is bad time management. This includes poor planning and prioritization of activities.

Bad time management creates a chaotic workplace. Employees often have to finish their work in record time. Or there will be times when they have nothing to do. In these cases, the workplace feels unstable and disorganized. As a result, employees feel stressed and tense.

He does not know what his employees need

Bad bosses have no idea what their employees need. In fact, they have no interest in finding out. They believe that personal things are inappropriate or even irrelevant in the workplace. They see the personal life of people as an obstacle to getting work done.

The toxic boss does not respect his employees

A toxic boss believes that the personal needs of his employees have nothing to do with his responsibilities. Because they see everything in black and white, they assume that personal problems are just an excuse that employees use to justify a missed day or incomplete work. Toxic bosses find it very difficult to see their employees as ‘complete’ people.

Employment law around the world is trying to protect workers, but the reality is that there are many bosses who push the boundaries of what is legal. They subtly ignore the rights of their employees and hide their offensive attitude behind the unpredictability of human relationships.

Final thoughts

A toxic boss depends mainly on fear. This is the tool that a toxic boss uses to ensure that his employees adhere to business goals. Although this model works in the short term, it will lead to a stagnating organization in the long term. In addition, employees will feel frustrated and ready to leave as soon as the opportunity arises. A toxic boss is harmful to the organization as a whole.

Toxic bosses are in abundance in times of crisis. They know that they can cross the border and that most of their employees will not say anything about it because they are afraid of losing their jobs. Nevertheless, all employees must know their rights and be aware that they can say something in a respectful way if they feel that they are being treated unfairly.

In my next article I will inform you how to deal with a toxic boss, which you can access by clicking here.

Is Coaching Leadership the Future?


There is leadership and then there is leadership. And what do you think about this one: you are no longer just in control, but more like coaching your employees in their development in order to achieve the desired results. That is the essence of a new phenomenon called coaching leadership, which is on the rise. Recent studies conclude that a majority of companies provide some form of coaching for their employees, it appears.  And you know what, you can also learn it, or better yet, you should. If you read on I will explain coaching leadership and what it takes to master this capability. Coaching leadership is the future or not?

Let’s start with the definition of coaching

You can distinguish 4 ways to teach a person something: framing (telling something), training (knowledge transfer), mentoring (sharing experiences) and coaching. By making that distinction, you can already see what coaching is not. Coaching is the process whereby someone acts as a guide who challenges another person to realise his potential. You help him set free the good things in himself. As good business management is to use people (and resources) efficiently, coaching is meant to induce an individual to make the best of what he has to offer. From this it follows that the coach must be convinced that a potential not yet realised asset is present, and that the other person must be open to coaching. The latter condition is not always fulfilled. 

Coaching is not a therapy. As a coach, if you really look for it, you can often get close to the inner core of the coachee. As long as it is clear that there is sufficient self-regulating potential, you can continue with coaching. If this self-regulating factor is lacking, the person may need a therapist and the coach should step down. 

What types of coaching are there?

Whoever wants to, can endlessly invent many types. On Google Wikipedia they have defined some 15 of them. For the purpose of this article on the work floor it will be on coaching on behaviour and skills, on performance, on personal development or executive coaching. The first two – behaviour/skills and performance – are often entrusted to internal coaches. Development coaching is rather for external supervisors, because often issues arise which people do not like. As to executive coaching, top people involved in strategy and long term policies have additional reasons for external coaching; these reasons have to do with confidentiality, hierarchy and the professionalism of the coach. 

What is a coaching leader?

Simply said, a coaching leader leads, without playing the boss as many managers take the course to become just that. Why do they want it? Because the old-fashioned way of management, in which the director or manager mainly plans, coordinates and controls, no longer fits into a world that is changing rapidly. As a leader you can not keep up with that pace on your own, so your employees also have to keep on developing themselves to be able to respond to change independently.

Moreover, talent does not like to be guided in the old-fashioned way. If it is only about KPI’s and not about their own development within the projects for which they are responsible, employees are gone. That is why it is so important that you as a coaching leader pay attention to all employees: not only attention for those who do less well, but also – or perhaps precisely – for the good performers. Then the chances are much better that you keep talent on board.

And included as a bonus: as a coaching leader your work will be a lot more fun. The responsibility for planning, coordinating and monitoring lies with your employees and you experience much more involvement with the organisation and your people.

What does it take?

The principal competence of a coach is interest for the other person, for the coachee who is facing him. The other indispensable competence is relational skills. Successful coaching has to do with the quality of the contact. Good coaching gives hope, gives enthusiasm to go to the fullest. Sometimes this means that you help the coachee to find the courage to step out of his or hers comfort zone. 

I realise that above mentioned two principle competences in a coach will not be available in every leader or manager, in fact quite a number of supervisors will simply not be geared to that. And if it is a personal thing, it will not be easy to learn as well.

How to become one

But what do you have to learn to become a coaching leader? Of course there are books and videos about this subject, but you can only become a coaching leader by practising. Okay, you no longer only look at KPI’s, but how do you motivate that employee to achieve a result? And if that does not work: why is that? Is it lacking an employee with a certain skill, or was he or she not motivated to perform the task? If you want to become good at this, you have to practice with different situations. And realise that it needs those two competences described above as a necessary basis.

Many leaders are used to managing on output. They only look at results and conduct a progress interview at set times. These are the so-called deadly performance appraisals, which you can read about here. As a coaching leader you do not have these conversations by appointment, but you continuously look at the competencies of the employee and how he or she applies them. You also ask whether he or she can still use support. Occasionally you watch. You do not take work into your hands, but coach the employee in his or her work. 

Certification is necessary but not enough

Something like that only works when it clicks between coach and coachee. So it is clear that a certificate alone is not a condition for good coaching and no guarantee. But there should be a decent education, with possibly corresponding certification. It separates the wheat from the chaff, and gives organisations the assurance that the coach has been given a quality development path. But it is not a constraint for a successful coaching process. Studies show that there are as many successful coachings by coaches who have not followed specific training, then by coaches who do have a diploma or certificate. More often than one would think, people mask their deep thoughts and intentions, and yet you have to see that as a coach; you have to ask deeper questions after the predictable top-of-mind answers. You can learn those methods. But those questions will only be answered if the relationship between coach and coachee is good. 

Final thoughts

The usefulness of coaching in a business environment is no longer under discussion and an accepted fact. Thus that phase is behind us and organisations that are not applying it today will probably never take the step, which is a pity for their employees. 

But the emergence of the phenomenon has a downside. They see coaching becoming more and more a kind of container concept for everything that is interaction between people. While coaching does require a solid education and knowledge, it also needs some inherent characteristics as we have seen.

I personally wish that during my 37 year career in companies, I had encountered more of the coaching type of leaders and managers as mentioned above. I hope that many of you will meet with them. However, not every company will apply these principles in which case employees invariably suffer.

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If you have any questions, please fill out the comment box and I will come back to you within 24 hours.




Why Disruptive Innovation is heavily Overrated


You may or may not have heard about it. Disruptive innovation is a phrase used by some entrepreneurs whenever it fits the bill, and is often associated with tech start-ups that topple bigger companies. Yet the man who invented the theory of disruptive innovation, Harvard Business School professor Clayton Christensen, says the term is “widely misunderstood” and commonly applied to businesses that are not “genuinely disruptive”.

Right here I will try to shed some light on what to expect from disruptive innovation, by explaining what it is and what it is not. And if you truly do not like all this fuss in your working environment, I will give you a perfect solution at the end.

What is disruptive innovation?

The theory goes that a smaller company with fewer resources can unseat an established, successful business by targeting segments of the market that have been neglected by the already existing entity, typically because it is focusing on more profitable areas.

As the larger business concentrates on improving products and services for its most demanding customers, the small company is gaining a foothold at the bottom end of the market, or tapping a new market the incumbent had failed to notice.

This type of start-up usually enters the market with new or innovative technologies that it uses to deliver products or services better suited to the incumbent’s overlooked customers – at a lower price. Then it moves steadily upmarket until it is delivering the performance that the established business’s mainstream customers expect, while keeping intact the advantages that drove its early success. This could then slowly disrupt the big player’s market.

Perfect example

One of the best examples is Kodak, which only stubbornly adhered to old-fashioned film rolls. And then came the area of the digital camera and that blew out the fairy tale, especially if you know that Kodak owned this digital technology itself, but left it for too long to adapt.

And so a story was created based on fear: Do not let Kodak happen to you. ‘There are all kinds of small start-ups at the gate of your company to rattle your cage. This led to people thinking you will have to disrupt your own company, because otherwise someone else will do it for you.’ Let us look at another, entirely different example.

Joe’s case

Believe it or not, Joe was ordered to attend a seminar on this very subject of ‘disruptive innovation’. Once there, he got to hear a rather frightening story that the world as we know it would never be the same again. What was hammered in his head was that we no longer live in a change of era, but in an era of change. In other words, disrupt or be disrupted. He returned rather impressed, to say the least. But should Joe and his boss really worry so much?

Is change necessary?

Although the story of Kodak is from 1997, it is still extremely popular. Thus says a company director echoing many others: Disrupt or die. If some employees say, “We’ve been doing it this way for years,” you’d have to do things differently by definition. Even trend explorers like it.” If computer guys enter your market then they will disrupt everything ‘.

And so people like Joe, working as a buyer at a retail business, get to hear that everything could go wrong. Whether you work in education, a supermarket or sell tickets at the funfair: just start disrupting your business, otherwise the end of time will approach. I personally do not like fear mongering.

More examples

Take Uber: a company that is often referred to as an alarm for disruptive innovation because of its huge impact on the taxi-cab industry. However, according to Christensen the ride-hailing app isn’t an example of true disruptive innovationDisruption happens when the incumbent’s mainstream customers start taking up the start-up’s products or services in volume. Think Blockbuster and Netflix.

These upheavals occur, according to Christensen, not because established companies do not innovate (they do), but because they’re focusing on making good products better for their existing customers. (This is called “sustaining innovation” and it is different from disruptive innovation). “These improvements can be progressive advances or major breakthroughs, but they all enable firms to sell more products to their most profitable customers,” Christensen et al write.

Meanwhile, disruptive companies are exploiting technologies to deliver new or existing products in radically different ways. (Netflix moved away from its old business model of posting rental DVDs to customers to streaming on-demand video.) Their offerings are initially inferior to the currents’, and, despite the lower price, customers are usually not prepared to switch until the quality improves. When this happens, lots of people start using the product or service, and market prices are driven down.

Some critical remarks

However, there are people who question this theory. First of all, Christensen’s research is of a doubtful level. The good man has chosen 77 companies in a disorderly fashion suiting his theory, something that you certainly cannot call representative. And when other scientists started researching, only 9 percent of his examples met his own definition. Companies that would die of disruption according to Christensen turned out to be alive and well. Or there was simply bad management.

For the record: of course ‘disruptive innovation’ occurs, like what Kodak. Whatsapp has overthrown the SMS earnings model. Thanks to Netflix, the video store has disappeared from the streets. And there will always be new innovations that will disrupt existing businesses.

How can companies survive disruption?

Google is developing self-driving cars, Amazon is experimenting with drones to deliver shopping articles, and there’s a chance that in future we could 3D print medications in our own home. With these potentially disruptive innovations on the horizon, how should existing companies respond?

While the catchword “disrupt or be disrupted” may strike fear into the heart of many a large firm, true disruptive innovation is surprisingly rare. Companies need to react to disruption, but they should not overreact, say Christensen, Raynor and McDonald, for example, by dismantling a still-profitable business. The answer is instead to bolster relationships with key customers by investing in “sustaining innovations”.

In addition, companies can create a new division tasked with going after the growth opportunities resulting from disruption. “Our research suggests that the success of this new enterprise depends in large part on keeping it separate from the core business. That means that for some time, present companies will find themselves managing two very different operations,” they write.

“Of course, as the disruptive stand-alone business grows, it may eventually steal customers from the core. But corporate leaders should not try to solve this problem before it is a problem.”


The image that disruption is the order of the day in all sectors is grossly exaggerated. The share of large companies as a percentage of GNP has been increasing for years. For now, start-ups are only doing well according to some media. In practice, it appears that only a very few disruptive companies per year can make a piss-up in a brewery. And if they threaten to do so, a larger company usually buys them. To say that an army of disruptive innovators is ready to overthrow your business is like saying to the USA that they need to prepare for an invasion of Andorra.

So Joe and his boss should not be too worried and stories about disruption are easy to disrupt in practice. Joe has therefore already advised his boss that the strategy ‘keep doing what you are good at’ makes a lot more sense than ‘go at your business like crazy’. But what if his boss does not agree, which is altogether possible?

Then Joe has two options: he takes another job or starts for himself. In option number 1 he could encounter another annoying boss, but in option number two he would be his own boss! So here it is.

My recommendation 

Becoming your own boss, which is the dream of many people, has become much more feasible with the development of the internet and search machines like Google, where possibilities are virtually indefinite. What you need is a scam free, reasonably priced training program that teaches you how to become a successful internet business owner. One of the best, if not the best, in the world is Wealthy Affiliate, which is doing this business since 2005. Read here my full review of how WA works and how you will become an affiliate marketer. And the best thing is, you can start this training immediately in your free time (next to the job you don’t like).

If you have any questions, please do not hesitate to ask through the comment boxes at the bottom. I will reply within 24 hours, as I am online every day.




How to Ask for a Salary Raise – 8 Tips


We all find that we should earn more than we are actually getting. So, it is time for a salary increase. But once you sit at the table with your boss, stress will show its ugly head. But be aware, requesting a salary increase from your manager is a stressful moment for most employees. In order to reduce that pressure, you should ensure a good preparation so that you will feel more at ease. Improvise too much and that salary increase can look a remote possibility. I would like to help you here in preparing for this conversation. Read on and I will explain how to ask for a salary raise in 8 tips.

1. Choose the right moment

If you want to receive a higher salary within your current job, timing is of the essence.

The most convenient time for a salary increase is of course if your job changes. And that does not really have to be such a big change. You can also use a small adjustment or additional responsibilities to enter into a salary interview.
Your annual assessment interview can be a suitable moment. Then you’re already sitting around the table to talk about your performance. If your manager is very satisfied, you immediately have a good basis to start on. Often there is already a standard increase linked to a certain rating of a few percent, but that does not necessarily prevent you from broadening the conversation.
If you really can not wait for the above moments, you can of course choose a moment yourself. If you find it difficult to invite your manager to a salary interview, call it a discussion about your terms of employment. Then it sounds less like it is just about making money (which it does not always have to be).

2. Know what you want

If you do not know in advance what you want to get, there is little chance that you will receive a salary increase that you are satisfied with. Do not put your destiny in the hands of any other person, but indicate for yourself what you think you are worth. That is much more powerful and convincing.

To make a reasonable estimate of your value, you can compare your salary with others in the same business on the internet You can also ask colleagues with similar positions and work experience what they earn. People are no longer so reluctant to share this nowadays. You can also submit your question very well within your network or at a forum in your field. The more input you have, the better you know what is reasonable.

3. Determine your arguments

You do not get a salary because you are so nice, but because you deliver added value to the company. If you want an increase, you will therefore have to prove that your value has increased or in any case why it is not in line with your salary. It is important to clarify these arguments beforehand and put them on paper. Consider the following possibilities.

4. You have been given more responsibilities

Your level of knowledge has improved (through a course or training) so that the quality of your work has improved.
You have not had an increase for a while whilst your work (quality, productivity) has been improved through your experience.
You have noticed that your salary is not in line with the market. This is not the strongest argument, because nothing has actually improved for the employer, but if you have no further points – and if it is indeed the case – you can seize it. Especially if you combine it with a good assessment.
Please note: a new house, a baby coming or a partner who has started working less are no arguments for a salary increase! It is not about you needing it, but you deserving it.

5. Also think about objections!

Just as well as you have to collect your arguments, you also have to think about possible objections from your boss. Make sure you already have a good answer to them.

6. Take the correct posture 

Taking the right attitude applies both literally and figuratively. In a literal sense it helps if you do not sit right in front of each other during the conversation, because it can also feel as if you are figuratively opposed to each other. Try to choose your place so that you sit in a ’10 past 2 ‘ position and not in a fighting one like illustrated.

In a figurative sense, it is important to enter the conversation openly and not immediately put the other person on the chopping block. Do not threaten to leave otherwise, because that disturbs the relationship and does not improve your chances. A manager also understands that there is a chance that you will look around when you are not satisfied with a possible outcome. You really do not have to emphasize that.

Furthermore, listeners are the best negotiators. So do not just tell yourself what you want and how good you are, but let the other person tell you. Ask open questions and listen carefully to the answers.

7. Do not be fooled by platitudes

‘We never do interim increases’, ‘an assessment interview is not meant for salary talks’, ‘sorry, I do not decide on this’. Do not be put off by this kind of platitudes and always keep pushing. For example: “You say management decides on this. How do you think we can convince management together? “Or:

“You say that the regulations do not allow an interim increase. Since when do those regulations apply and how hard are they? “

… but also be flexible
If a salary increase really does not happen for budget reasons, you can also check whether you can be compensated in another way. Maybe you can get extra vacation days, an afternoon free or a training allowance every two weeks. Be flexible and think about anything else that you can be happy about.

You can also draw up a plan so that in a few months you can get a salary increase or a salary increase in steps whereby you and your manager adjust what you have to achieve in order to get more salary.

8. Practice beforehand

Prepare your conversation well! My second tip was: know what you want. But that alone is not enough! It is also very important that you practice beforehand so that you are prepared for all counter-arguments. You can end up in a stressful situation, and without good preparation you lose the focus on your goal: wage increase. Practice your arguments in advance in the order in which you want to bring them up. That way you will not forget anything during the conversation.

You can even practice with a friend in the role of employer.

Final thoughts

Remember, there is nothing unusual to request a raise, as it is your right to ask.

Your manager will try to confuse you, but whatever happens, do not forget why you wanted to talk to him/her, keep the focus on your goal.

Do never be tempted to blackmail, and keep your private life out of this conversation.

If it is not a good time for your question because the results of the company are not that good, for example, try to schedule a different date for the discussion. You have to be determined, but also be reasonable!

Another possibility

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If you have any questions right now, please leave them in the comment box and I will be back to you within 24 hours.


9 Things you Never talk about at Work


I bet you will probably know some people that everyone hates at work. Why would that be? Simply because they say the wrong things, at the wrong time. I am certain you will do your best to avoid meeting them as much as you can.

And if you worry that you might be that annoying person in the office, then here is a reassuring thought: you are not, because people who are really irritating do not think much about their own behaviour. Even if you have come to the conclusion that some colleagues might be allowed to say anything they like, there are still nine things that you should never talk about at work, neither to your colleagues, nor to your bosses. Finally I will also give you my ultimate solution to bad bosses and self serving colleagues. So, here we go.

1. Your relationship issues

You may think that everyone around you at work is also really mature, but a lot of people stop growing up just after finishing their education. This means that if everything goes well in your love life, frustrated single colleagues do not want to hear about it. But if your love life collapses, then it takes only one person to hear something about it and then announces it to the whole community. Suddenly you are the talk of the town and not in a positive way.

You should also realise that gossip about a relationship gets worse and worse with every person who hears it. It starts with telling your friends that you have some problems with your girlfriend, and before you know it, you will be summoned by human resources for domestic violence.

Unless you get married or you get engaged, the status of your love life does not interest anyone outside yourself.

2. Health problems 

Talking about your health problems for twenty minutes at a time can be very curing to you. But what would you say if you had to listen non-stop for half an hour to a problem that does not concern you at all? It may be tempting to open up to the first person you meet about your chronic bronchitis, but most people do not really care, even when they ask for it politely. Unless it’s your friends, you’ll only annoy them with your stories and be unpleasant to them.

So, keep it to yourself, unless it really puts a heavy burden on your performance at work. And if you make a small health problem unnecessarily big and stay home, you could become the most irritating employee in your office.

3. Religious beliefs

Religion is still a subject that deeply concerns many people. As a result, it can also cause a lot of division and it can very easily and quickly change into a heated discussion.

I know that the temptation to convert your colleagues to your way of life is great, but you should refrain from this. If you are a zealot, you will only make people unhappy. Keep religious conversations limited to your home environment, unless you share the same belief with a colleague.

4. Your sex life

This should be self evident, but it is good to repeat again. Never talk about sex when you are at work. Never. Not even if you are with your trusted group of colleagues. Nothing makes people, who happen to have not much of a sex life, run faster to human resources than your stories about your hot nights and secret indiscretions. And that is difficult to explain to the people in the HR department. No matter how you turn it, you will always come across as a big ass-hole.

5. Your personal finances

Of course you will be aware that not everyone does equally well. We do not have the same income or spending pattern or sudden and unexpected expenses. So if, at some point of time, you are strapped for cash (which happens to the best of us), deal with it in a mature way and do not talk to anybody about it.

On the other hand: if you are lucky enough to have a good full income, no need to show it off. Those who are not in the same financial situation will hate you for it. You may think that you make an impression on them (and you almost certainly do), but secretly they wish you the worst.

6. How much you earn

This is a subject that should not be a taboo anymore, but unfortunately it still is. You may think that something has to be done in the company for too large salary differences between you and your colleagues. But the reality is different: people are really sensitive about this. A simple conversation with a colleague about an annual salary can quickly get out of hand and then find its way up the ladder. It is up to you whether you want to sacrifice your reputation at work to show transparency in salaries, but I would advise you not to do it.

7. Strange hobbies

It is not so bad to discuss your love for science-fiction and action movies with your colleagues. But if you really have a deviating hobby, such as collecting ecstasy pills or tattooing cars, you can better keep that to yourself.

That is especially true if you are new to the company. A slip of the tongue and your status could immediately change from “new employee” into that of “guy with weird hobby”. This is unfortunately how our societies work.

8. Conflicts and gossip at work

If you tell everybody that you do not like gossip at all, then you are being economical with the truth. A good gossip circuit is the lifeblood of any office politics. But participating in this (sometimes very fun) pastime is a great way to instantly make enemies and start a lot of trouble. If you have any ambition to be popular and funny at your company, do not interfere in corporate gossip, but leave it to the Gossip Girls of this world.

9. Your plans to leave

Do you really want to antagonise your boss? Here is the perfect plan. Tell him or her as loud and clear as possible about your future plans to leave the company! The immediate reaction will be that you do not like it there ( you might even like your job but have a plan to leave anyway).

I hope you did not assume that you would still receive a bonus or perhaps some extra days off. And the next time you report sick? It will not be taken easily. And if you have a boss who is really hateful, you may suddenly get all the crap jobs nobody else wants to do.

In short: just let your boss know that you are leaving at the moment that you really have to. Respect your notice period, but pretend you will stay with your employer for the rest of your life.

Conclusion + recommendation

If you recognize one or more of the above things, it might not be too late. Start by apologizing to anyone you might have offended with your big mouth. And then start slowly with rebuilding your reputation. Unless you really messed up: go look for a different work environment. Hopefully you learn from your mistakes.

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What do you Do when your Boss is a Nightmare


Ruthless, unpredictable, mean and craving for power. Thousands of employees are being harassed by a disastrous boss. I would suggest that anyone with a career in companies will sooner or later encounter a terrible supervisor. What can you do about it? Some labour experts performed a survey amongst employees to find out the opinion about horrible bosses. You will think some of their sayings are unbelievable. Some of the expert’s  advises might actually work. Read on and find out what to do when your boss is a nightmare.

Want out of the rat race anyway,  and become your own boss, then click here.

Not good for anybody

I am quoting one participant: “Indeed, my boss is a disaster: he is crap, without vision, no support. I always feel that I am losing weight, that I have to put in a terrible effort and still do not well enough. I’ve been struggling for over a year now and it takes so much emotional energy from me. Every day I come home exhausted. ” The call from experts to people who have experiences with nightmare bosses provoked many distresses and fierce reactions: ‘If I could shoot him I would do it’, someone openly confesses over his now ex-boss.

Anyone who has ever had a tyrannical manager will recognize these desperate stories. A manager who shows utterly unpredictable behavior, regularly outbursts in anger, conducts a divide-and-conquer policy, constantly shows he is the most powerful. Such a person can spoil every pleasure in your work.

It is certain that disastrous bosses can be very harmful to their working environment. Employees can literally break down. Far too many chefs force their employees into sick leave. This is also the fault of the organizations that do nothing about it. 

Employees to show courage

The victims are constantly struggling with questions. Is it really that bad or am I imagining things? Am I the only one who suffers from it? Can I change it? And if the frustrations get really high: do I have to go on or call it quits? If so, where do I go?

‘In the morning I first check his facial expression before I decide whether I should inform him about something. Things that are sensitive are saved for “the right moment”. I also go my own way as much as possible and inform him afterwards. Then I will get scoffed at, but at least it is done in my way. Usually he turns normal after a few days, “a participant in the survey informed us.

There is a personality structure that makes erratic bosses mentally mistreat their employees under certain circumstances. That sounds like that boss is a serious psychopath who actually belongs in an institution, but according to experts that is not the case either. The flaw is usually limited to contact with people who depend on him. As long as the disaster boss does not have to deal with people but with matter – computers or money – he often functions well. 

Not easy to pinpoint

A clearly identifiable profile is difficult to give. “The disaster boss is often a very nice guy, just as the biggest psychopaths can be very friendly,”. Real disaster bosses sometimes give a lot of attention, listen well and share presents, but the next moment they are fierce, angry and rude and everyone is played against each other. ‘They create an atmosphere of fear and intimidation.’

This oppression can last for a long time. ‘A very destructive boss forbids his employees to talk to others about problems in the department.’ Employees have a mechanism that helps them to survive a crisis. ‘In such a case, they suppress their frustrations and are more tolerant than usual. But these mechanisms are often used too long. ‘

The effect of the intimidating behavior of the chef on the team members can also be very different. ‘The stronger ones close themselves off, take their distance and avoid the boss. The rest tries with the courage of desperation to keep their heads above water and thus run the greatest risk of becoming ill and ending up in the social security. ‘

Taking action

“He is antisocial, plays games, gossips, and goes street fighting if he is not right. Many employees have now been dismissed. Except himself. ” Anyone who has great difficulty with the annoying behavior of his supervisor must make a plan. The main question is then: stay or leave? Can you as an employee improve the situation or is there really nothing to do about it?

I think you should set yourself very clear terms within which things must change, otherwise a situation arises in which you tolerate everything but continue to complain. You have to make an active choice and make sure that trouble does not come to you. Keep it in your own hands is said to be a good strategy. Do not let yourself get sick by an organisation, that’s your responsibility. You will have to draw the line yourself.

Yet many people ignore this logic and they stay much longer than is healthy. “They do not want to face the worst of it. It is particularly unreasonable and unfair that you have to leave. It is not easy to take your loss. ” Experts advise you to resign in most of the cases. The boss always wins. What counts is the right of the strongest, and in a company the boss is the strongest. That this is not always true I have described here.

Moreover, most bosses have poor self-insight. For example, many managers believe that they coach well and offer their staff plenty of development opportunities, while employees feel that they are falling short in those areas. 

Address the situation

Only persons who can stand can their ground very well can try to address the situation. But it is a decision that requires careful consideration. Because the messenger is at great risk. Colleagues who initially support you can drop out again. 

In nine of the ten cases you will just get a snap back: What are you actually concerned with? Many personnel departments choose management for fear of their own position. And even if they raise the case with the management, they are not going anywhere. I have seen a lot of protective behaviour in organisations regarding these types of disaster bosses. Then the management says: can be, but it is a damn good guy so we have to accept it. A question of buttering up their boss, yet kicking out to their staff.

Stay or move

“I am looking for something else. I want to find appreciation, a good working atmosphere and opportunities to develop myself, which is very important to me. And that is missing from my job (read boss). Too bad actually, because I have a lot of nice colleagues and it is a nice kind of company. Actually, I would like to kick him out of the factory. Sorry I’m not his boss, “someone responded.

Before the decision is made to leave, it is recommended to make a list of pluses and negatives about the work. Maybe all signals are red, but it can only be one. And maybe the boss will leave in the long run. ‘Focus on the positive aspects: the nice colleagues, the good salary, the short travel time and find your ambition – for a while – outside work.

Conclusion and recommendation

‘Get out of here!!!!! Find a place where you can develop yourself. Maybe you do not have that fat salary, but you will have more pleasure in your work, ‘advises a participant. Many victims of disaster bosses will eventually do this too. I have written an article helping you what to do when losing a job.

But perhaps the most important thing is to prevent the next boss from being a disaster boss again. You have to know what your motives are in your work. People who consciously want to make a career move or want to develop certain talents are less susceptible to atmosphere. They think: I do this for two years and then I am gone again. But  if it is important for you to work in a nice team, then you have to look carefully at your future boss and colleagues at the job interview. You have to follow your instincts.

What are your experiences with ashole bosses. You can share them here in the comment box.

Maybe you are not cut out for the corporate jungle anyway, then I would advise you to become your own boss and even work from home. This can be done using the internet and its search engine Google and having the right support. Read here about the world’s best internet business support program.






How to Deal with Jealousy at Work


Jealousy is part of our daily life. Sooner or later we will all experience it or find people who might be looking green with jealousy. It can be especially annoying in the work place. A colleague who is jealous of your job, your salary or even your age. As long as it remains with subtle envy, there is usually no problem. But what if the jealousy of your colleague is completely out of control? Then it could lead to many issues, most of them not good.  In this article I will firstly define jealousy and then go on to explain how you can deal with it at work. 

Definition of jealousy

Wikipedia defines jealousy is follows: ‘Jealousy is an emotion; the term generally refers to the thoughts or feelings of insecurity, fear, concern, and envy over relative lack of possessions, status or something of great personal value, particularly in reference to somebody else.’ Jealousy can result in a variety of emotions such as anger, resentment, inadequacy, helplessness or disgust. It can affect you in two ways: you can be jealous of somebody or somebody is jealous of you.

Everyone wants to be seen, respected and valued. That is why we all suffer, from time to time, from the green monster: that gnawing sense of jealousy, which your minds say is nonsense to feel, but that is slowly starting to eat you from within. Especially at work such a feeling can bother you. You might perform less, so you may be in the picture even less.

Work situation

When you are speaking in the meeting, your boss looks at his smartphone. Your colleague gets the exciting assignments, you the routine jobs. That new employee who is just looking, gets the job you have been looking for for years. When that happens, it really starts to get to you. You start worrying, sleep less, reluctantly go to work, avoid your colleagues, and yes, they will try to avoid you.

Jealousy mainly affects the professional who always wants to understand exactly what is going on, and who has a good eye for detail. These are creatives who can solve problems well, but if something is unjust or offensive, they keep on pondering, so that the feelings of jealousy only become stronger and productivity decreases.

Fighting and fleeing

Experts say it corresponds to the neuro-biological insight that if emotions prevail, the defence system of fighting and flight is activated, and the rational brain is eliminated. So yes, you can still think that you should not be jealous, but if your brain is in the hands of the green monster, no sensible thought will help you.

Your rational brain will not work until the situation is psychologically safe for you. A nice word from a colleague, a compliment from your supervisor, or a very nice invitation for a conference that makes you feel extra appreciated, can help. That can put you back to your normal self and give you renewed energy for your work.

Your own jealousy

But what if that positive appreciation fails? If your boss sees more in your colleague than in you? How can you then ensure that you can regain access to your rational brain?

The first thing you have to do is step aside. Just get out of your emotion and put your brain on a different track. Go running or swimming instead of thinking about the unreasonable treatment by your boss. If you are distanced from the offence, you can focus your attention on your own values. What do you choose? What is your heart going for? What are you strong about? If you feel good about yourself, you can try and discuss with your boss. His rejection of you certainly says as much about himself as about you.

Focus on something that makes you happy, gives you energy. Drink coffee with a nice colleague and compliment him or her. You then no longer feel victim of unhelpful treatment, but focus on what you yourself have an influence on. And gone is the green monster.

For myself, having an attitude of accepting the things in any way they come, helps enormously. If I have a problem, I will try to solve it, but wen I cannot, I will accept and live by my decision. I mostly look at what I have and believe me, when you do, you will see that it is a lot already. In such a case the grass is never greener at your neighbour’s.

In an article on the website of the economics daily Financial Times, Rhymer Rigby, author of the book ‘The Careerist: About 100 Ways to Get Ahead at Work’, gives a number of tips for dealing with jealous people.

1. You can avoid jealousy

Try to prevent jealousy from developing on the work floor. If you work in a team and everyone is competing for the same promotion, be humble and diplomatic if you end up with it. Do not deliberately oppose people and accept that some people are more jealous than others.

2. How do you deal with it?

It is important to make a distinction between jealousy that you are responsible for and those that you can not do anything about. Colleagues can not blame you for anything if you are younger or that you are more skilled in your job. Do not be fooled by envy that you really can not do anything about. So ask yourself to what extent you yourself contribute to that jealous behaviour. If the problem is your arrogance, because you clearly show that you earn more than your colleague, try to avoid it. Do not deliberately antagonise people but help them realise their own goals.

3. What if it continues?

Think carefully how hard that jealousy actually affects you. Does your daily job or an important relationship interfere? If so, engage in a private conversation with the person in question and try to involve as few other colleagues as possible. Control your emotions and choose the right moment. You can not start a proper conversation with someone who is angry. Let that jealous colleague tell his story. Then try to explain how you interpret his or her behaviour. Refer to a concrete example of jealousy instead of just saying that he or she is always jealous. That makes it easier to address the problem and is less accusatory.

4. What if you can not change anything?

Sometimes jealousy is very irrational and it is very difficult to change someone’s beliefs. However, it is not advisable to turn on higher channels, unless you can not do otherwise because the situation really gets out of hand. When you personally address that jealous colleague it shows professionalism and courage. Immediately going to your boss or HR, makes you look like a helpless child.

But if either way does not help improving your situation and you start hating your job, it is simply time to step away from it. After all, you do not want your health to be adversely affected. So, look around you and find another job or if that is not an option, here is one that I propose wholeheartedly: get away from the corporate jungle and start your own business.

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How to Relieve Stress at Work- Read these 11 Tips


Everyone in his life sooner or later has to deal with stress. Whether it is tress at work or during your study or at home. And in times of economic crisis the pressure within many companies will increase and there are more and more people experiencing stress. It has recently been discovered that there are also more and more young people who have to deal with stress. Especially the last one is a worrisome development. On the internet thousands of articles can be found about reducing stress. So the knowledge is there. But why does it not work?

After explaining stress, I will give you 11 tips to to relieve stress at work. My number 11 will also give you the ultimate and perfect solution to get rid of stress once and for all

Definition of stress

Stress is defined by HSE in the UK  as: The adverse reaction people have to excessive pressures or other types of demands placed on them at work. Stress is not an illness – it is a state. However, if stress becomes too excessive and prolonged, mental and physical illness may develop, something everybody should avoid at all times!

There is a difference between pressure and stress. Pressure can be a positive and a motivating factor, and it is often an essential part in a job. It can help us achieve our goals and perform better. Stress occurs when this pressure becomes excessive. Stress is a natural reaction to too much pressure.

From personal experience I know this is an insidious danger. It just sneaks in, slowly but surely. I only knew after finishing a 3-year contract, how bad my mental and physical condition really was. After half a year I felt better or next to normal again. I cannot emphasise this enough: do not let stress get the better of you and I urge you to follow below tips.

1. Do not live for a fata morgana

Do not think ‘someday it will get better’. Or do you contemplate about what you are going to do after your pension every day? Then try to remind yourself that today is at least as important as any future day after your retirement, if you are lucky enough to go that far. Therefore do not miss a day until the day has gone, otherwise you will miss out on a lot!

If by the same token, you live from vacation to vacation, then it is time to think about your realities. These are today! Looking forward to something is different from dreaming about a future that might never come. Try and do things, all things, as good as you can on a day to day basis. This will give you a lot of satisfaction and self esteem.

2. No more worries about deadlines

Here you have to understand that it is not the deadlines that cause you stress, but the worry about it. Will we make them or will we not? Any self-pity,  complaining and especially blaming of others do not help you at all. They are energies lost, of which you have so much each day. Consider how often you worry about a deadline or complain, but you will still need to work on them. Be honest to yourself and admit that this leads to stress and that you can spend your energy better. So stop worrying about them and who knows, eventually you can even have peace with deadlines.

3. Ensure meetings are less boring

Go into meetings with a different attitude. Do not look at meetings as a boring intermezzo or a necessary evil. They will always be there. Instead look at them as to give you a lot of positive energy. Experts have discovered that two secret recipes make meetings less boring. The first: Ensure that you are really present, meaning that you do not let your thoughts wander. This way you can add a lot more to the meeting. The second recipe: try to take something positive from every meeting you need to attend. Listen carefully in the hope that you hear something you did not know.

4. Make friends with your colleagues

Receptionist, secretary, department assistant or back office employee. Being nice to people can make your life a lot easier. This will result in indefinable things like: protecting your privacy, no annoying salesmen who will transfer them to you, remind you of important matters, help you set priorities, etc. It will cost you nothing, but there will be a payback.

It can also be useful to get to know your colleagues better. Not knowing your colleagues properly can cause a lot of misunderstanding in a team, which in turn can lead to more stress. 

5. Accept that you sometimes have a bad day

Sometimes everything really goes wrong. Nothing wrong with that, we have to face the fact that we all have hopeless days. Accept that it will happen to you occasionally and you will see that you experience less stress because of this. And do not ask yourself the question ‘Why should this happen to me now?’ Try laughing at it (no matter how hard it can sometimes be) and make the most of it.

6. Income must fit your way of life?

Imagine this one: the satisfaction of the level of your income is overshadowed by the stress it takes to maintain your way of life. You may feel that you no longer have a life next to your work, but you would still like that. If your way of life gets the better of you, this can be a painful source of stress. Your life would be a lot less stressful if you released yourself from it. So look carefully at your way of life. Where does the stress really come from? Is it because you look at others and you want their kind of life? The only way to get out of this is to have a really good look at yourself and assess what it is you exactly want, without looking at others. I would not go playing golf because so many do it, but because I like playing golf.

7. Do nothing for 10 minutes a day

I think everybody will be able to comply with this one. A few minutes of idleness or sitting still gives you the opportunity to see everything in the right proportions and to gain access to that quiet place in your brain where your wisdom and common sense resides. Your mind then gets the time to come to a new setting. After ten minutes you have the feeling that life is coming at you less quickly, making everything seem easier. If you would be able to empty your mind for a short period every day, it can help you to reduce your stress. Yoga and meditation can help out here.

8. Accept chaos

Henry Adams once said that chaos is the law of nature and order is a man’s dream. So if something cannot be avoided then surrender, accept it with open arms and something miraculous will happen. If you give up the need to control your environment or predict certain results, you learn to work in a chaotic environment without suffering. You begin to experience the chaos with a certain mental calmness, with humour and a sense of proportion. From this attitude you can reduce your stress.

9. Do not let your ego get in your way

The ego in you constantly wants to prove that you are unique and the ego has only one task: to maintain itself. Just think about how stressed you become when you always compare yourself with others and put yourself on a lower level. It is very exhausting to worry about what others think of you. Stop your ego from doing its devastating work. Keep your thoughts and behavior in check. Humility and patience are the keywords here.

10. Do not let a demanding boss get to you

This is one of the most important tips I can give you. Do you have a demanding or ass hole boss? Try to see the irony of it. Probably your boss is stuck in his demanding role. In addition, he (or she) is probably demanding towards all employees, so do not take it personally. It is often the demanding people who are able to bring out the best in you. So ask yourself the question: how often has your demanding boss brought out the best in you? That thought can help you to experience your demanding boss as less stressful.

But if he or she really behaves like a jerk and you see no way out? Then tip 11 can be of great help to you.

11. Start your own (internet) business

If none of the above would work in your particular situation, I would highly recommend you to leave that company and either find another job or become your own boss by building your own (internet) business. This is what I did late 2014. The possibilities in especially the internet are legion, so it would be a challenge to find the right one, as I did. In order to start building your own website, grow it, get traffic you will need professional support. I happen to be part of the world’s best such organisation: Wealthy Affiliate. Established in 2005 it has helped hundreds of thousands of people finding their way in building their own business. I have fully reviewed this unique and scam free opportunity, where you can also sign-up for  a week for FREE. See my review by clicking here.

If you would have any questions, please feel free to put them in the comment box and I will react within 24 hours.