Make The Most Of A Slow Period At Work

You've just wrapped up a big project, and it's going to be a week or two before the next one ramps up. What should you do with the free time on your calendar? While this kind of lull between assignments can feel disconcerting, or even anxiety producing, it's actually a great opportunity to recalibrate, reorganize your priorities — or just to relax. Here's how to make the most of this slow period. First, think about ways that you could challenge yourself. For example, could you take a short online class or pursue a hobby that you rarely have time for? You might also consider using the time to help others by volunteering in your local community or mentoring a junior colleague. This also can be a good time to finish those little, annoying tasks that you never seem to get to. Knocking those nagging things off your to-do list is an easy way to feel productive and keep your forward momentum going. Don’t waste a good slowdown. They’re rare in today’s go-go-go world, and when this one’s gone, you’ll probably wish you had some time to spare.

This tip is adapted from “You’re Between Assignments at Work. What Do You Do?,” by Anne Sugar

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Bull / Bear Ratio

What Is The Bull/Bear Ratio? The bull/bear ratio (sometimes known as the bull-bear spread) is a market-sentiment indicator published weekly by the financial data provider Investor's Intelligence, which uses information polled directly from market professionals. Information is taken from investment advisors who work directly with the general investing public to help them with financial planning and investment portfolios.

Understanding The Bull/Bear Ratio :- Market sentiment refers to the overall attitude of investors toward a particular security or financial market. It is the feeling or tone of a market, or its crowd psychology, as revealed through the activity and price movement of the securities traded in that market. In broad terms, rising prices indicate bullish market sentiment, while falling prices indicate bearish market sentiment.

The Bull/Bear index reflects the aggregate sentiments of financial advisors and planners who deal daily with the market. It reflects how well-informed professionals feel about the stock market and how they likely advise their clients to invest based on those feelings.

A reading above "1.0" indicates that more advisors are bullish about the market; where bullish refers to investor sentiment that believes the that stock market will soon go up. A reading below "1.0" means a larger proportion of advisors are bearish and think the market will pull back in the near future.

Bull/Bear Ratio = Bearish Investment Advisors / Bullish Investment Advisors​​ ​​

How To Use The Bull/Bear Ratio :- In order to form the bull/bear ratio, investment advisors are polled weekly by Investor's Intelligence. Investor's Intelligence is a service that publishes daily market indicators and other things people can use to day trade. The bull/bear ratio is a long-standing indicator that shows shifting sentiments of market professionals such as financial advisors.

A financial advisor's sentiment is going to affect the way they communicate with their clients and may even switch the way they advise their clients to invest, affecting the movement of the market. As the bull/bear ratio rises and falls, it indicates the portion of the investment community that is bullish- or expecting the market to go up — versus the portion that is bearish — or expects the market to fall.

Thanks to Adam Hayes / Investopedia / DotDash Publishing
https://www.investopedia.com/terms/b/bullbearratio.asp?utm_source=term-of-the-day&utm_campaign=daily-native&utm_term=22296996&utm_medium=email

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The Science Behind Gratitude At Work

The Act Of Being Grateful Can Help Employees To Focus On What Matters, According To Behavioral Experts …

The holiday season has kicked off for many – with the hope that the festivities and year-end incentives at work will book-end what has been a challenging and, at times, heartbreaking 2020.

While it may seem nearly impossible to find things to be thankful for in the past year, the very act of being grateful can help the mind stay focused on what matters, behavioral experts recommend.

Most companies have reward and recognition programs in place as a way of saying ‘thank you’ to staff and keeping them motivated.

But in a year of unprecedented change, handing out ‘Employee of the Year’ awards would mean nothing to employees if their boss fails to understand the hardship they’ve been through and their commitment to stay on track.

For HR leaders, it’s crucial to understand the science behind gratitude. After all, it’s the bedrock of an authentic employee appreciation programme.

Three Levels Of Gratitude At Work

In a new study published in the Academy of Management Review, experts pointed out how gratitude in the workplace exists on multiple levels.

1) Episodic Gratitude :- Episodic gratitude is seen in unique heart-warming moments, such as when a person receives a gift and feels appreciated by another person. It comes from experiencing specific events.

“Gratitude at this level is an emotion in the classic sense – an affective phenomenon that persists for a brief period of time,” wrote the research team led by Ryan Fehr, an associate professor at the University of Washington - Michael G. Foster School of Business.

“Low-intensity feelings of gratitude might arise from a small favor from a co-worker or customer. High-intensity gratitude might instead arise when a co-worker prevents an employee from getting fired or saves a project at the last minute,” they said.

The researchers believe employee appreciation programs increase episodic gratitude.

2) Persistent Gratitude :- Persistent gratitude at the individual level occurs when a person exhibits a “stable tendency to feel grateful” in a particular setting. When people witness examples of episodic gratitude frequently enough, they tend to feel more positive and evaluate life at work with this attitude of gratitude.

3) Collective Gratitude :- Collective gratitude refers to individual or subjective experiences of gratitude converging into a “shared organizational-level phenomenon”.

“Once formed, collective gratitude acts as part of the social context of the organization,” the researchers said. “In other words, it becomes a defining feature of the organization itself, shaping the way employees construe the organization and their place within it.”

This is why the top employers invest in a positive workplace culture: prosocial behaviors are established through constant interaction with colleagues until these behaviors become the norm.

Why Some Employees Go Above And Beyond

Even in the era of remote work, interaction between colleagues, or between managers and their direct reports, offers opportunities not only to express gratitude but also feel appreciated at work.

“Employees frequently go above and beyond their assigned tasks by helping each other and engaging in proactive, prosocial behavior. These extra-role efforts are typically aimed at improving their colleagues’ lives and the functioning of the organization,” the researchers said.

“However, in fast-paced and performance-driven work environments, beneficiaries may not always take the time to express gratitude, leaving benefactors feeling as if their actions are overlooked and ignored. From an organizational practice perspective, one path to addressing this issue and fostering gratitude is through employee appreciation programs.”

These initiatives, the researchers said, are “most likely to foster gratitude when they focus on praising employees and teams for their effort and perseverance”.

The caveat, however, is that they can backfire when they “single out one employee’s performance at the expense of others”.

HR leaders play a crucial role in cultivating this culture of gratitude and appreciation, but they must do so in an authentic manner.

“By making gratitude a fundamental part of the employee experience, leaders and managers can leverage the benefits of gratitude for employees and the organization as a whole,” the researchers suggested.

Thanks to Rachel Ranosa / HRD Human Resource Director / HCAMag
https://www.hcamag.com/asia/specialisation/reward-recognition/the-science-behind-gratitude-at-work/240284?utm_source=GA&utm_medium=20201220&utm_campaign=HRDAW-Newsletter-20201221&utm_content=B247FA2E-1754-4744-BFB2-7E9157654F96&tu=B247FA2E-1754-4744-BFB2-7E9157654F96

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