You are reading the article How To Support Employees During Crisis updated in March 2024 on the website Cattuongwedding.com. We hope that the information we have shared is helpful to you. If you find the content interesting and meaningful, please share it with your friends and continue to follow and support us for the latest updates. Suggested April 2024 How To Support Employees During CrisisIntroduction to Crisis
There are many forms of crises that are indiscriminate and could occur to any company, large or small, irrespective of geography. These can be accidental, legal, or financial. Therefore, a sound managerial or organizational need is required with superb communication skills to tackle internal and external stakeholders.
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For a long time, businesses have focused on developing tailored techniques for communicating with external partners in times of crisis. But at the same time, there is a growing need to handle the employee, which so many organizations have not done perfectly; some gaps exist in communicating with them in the event of crises. Therefore, before discussing the utmost requirements to work on internal communication,, we must first understand crises in detail.
Before the crisis strikes, the business must have a proper organizational structure and process to tackle employee communication when crises happen effectively. And all these calls for building well-planned routines to allocate responsibilities, coach employees, and set up instruments that can effortlessly facilitate vertical (bottom-up and top-down) and horizontal employee communication. Also, a company-wide internal communication program for crises must be held to tap some benefits of regular planning, execution, and assessment. The exemplary implementation of the communication plan will help protect and even increase the company’s image and competitiveness. Furthermore, internal and external stakeholders should be properly communicated to combat corporate gossip, false information, and untracked accusation. Those who ignore employee communication will surely suffer from noted economic harm because of a lack of faith, low self-esteem, and the consequent failure of precious assets, expert, and committed employees.
Internal communication managers must increase the frequency of employee communications as employees have a keen need to get updated and must, in turn, respond with honest feedback. These should reach the senior management that would need to interact and sometimes praise the employees for their support on the management in times of contingency. These employees would support the management objectives actively and readily represent the company outside. It should not be such that some negative crisis-linked external news that was not known earlier would come to the employees, for the employees would feel confused, leading to deter the good crisis reaction and revival. Therefore, internal communication must first be communicated to the employees before any external communication.
So, the below-mentioned questions should be considered when a crisis happens:
When would the communication happen? (i.e., moment)
The rest of the two questions must be taken care of in times of crisis and as part of the post-crisis assessment and crisis vigilance planning.
How can we perform well? (i.e., effectiveness)How to Support Employees during Crisis
In crises, all the company sites, corporate hierarchies, business levels, and departments are engaged in step-by-step development, performance, and assessment. In addition, there must be proper integration of external and internal communication to tackle the crisis, and the issue management system has to be executed. All these crisis-management systems need resources of which a comparatively tiny yet significantly important fraction should be used to ensure the proper employee communication is conveyed. And you cannot be certain that there would be no crisis since it is part of the company’s life cycle. It can occur to any organization even if the company is well prepared. Therefore, any organization’s existence depends on the right amount of crisis preparedness. Given crisis preparedness, the following checklists to tackle any situation should be taken into consideration:
As per your company protocols, use the flash drives.Communication Messages on How to Support Employees during Crisis
Some communication messages are built to attend depending on the above questionnaire on how to Support Employees during Crisis.
Proper Crisis ManagementProper Crisis Management
When a crisis occurs, all the employees should be communicated immediately. In addition, several things must be required in times of crisis. So, proper crisis management is always good for yielding effective results.
Some next moves should be indicated.Think about the Future Actions and Guide Employees
William Bridges, of Managing Transitions in 2003, says some companies fail in times of crisis as they too much concentrate on the essential organizational change management rather than working on inculcating belief and confidence in employees and mentally preparing them to accept the transition. As a crisis happens and people are not properly led to adjust to the transition, the chairs are reorganized, he thinks. In times of crisis, companies often zero on keeping employees engaged in doing things in a new way, but in reality, they should prevent the employees from doing as per the old ways. To him, commencing relies on endings. But the issue is people don’t accept endings.
The Start – When people have finally adopted the new ways
Online global employee surveys to know the employees’ take of the whole incident soon after the formal communication is made is very effective.
Some more tips are required to accustom the employees to welcome the beginning: (How to Support Employees during Crisis)
Give a chance to each person to contribute, so all can have some inward satisfaction on saving their company.The Target Audience
The senior management should consider the target audience, e.g., forefront employees, line managers, or senior managers. Does it require separate information for each group of people? For example, suppose the lead employees are not online; where would they find the information? What kind of channels will you use to convey your message? On the other hand, if you depend on the vanguard employees, are you sending everything they would require? What additional information would they need?Communication Channels
Employees and other internal stakeholders must easily find the communication. For that, one has to think about the right communication channels. Below are some channels that act as the conduit of messages in times of crisis. But, first, take a few channels depending on the accessibility.Employee-driven Channels
Guarantee Message Reliability and Real-time Communication
A well-planned internal and external communication in times of crisis rests on the consistency of the message transmitted. The company aims to release consistent messages to its employees based on the ‘One Shout Policy.’ All the competent employees are interconnected with the senior management and other internal partners and get updated with the recent developments on the crisis events. Based on these, they can well be the company spokespersons. ‘One-Shout-Policy’ is very authentic in that everyone will be on the same page regarding information. There is a usual inclination among the employees to talk about hectic, work-related facts with members of family, friends, and colleagues, and they might pass judgment on the company’s policy to tackle the crisis. And sometimes, dissatisfied with the scarcity of good information and growing alarms about job security, an employee might disclose the internal facts to the news media. An analytical journalist in this time might hook such disgruntled employees and create amusing and marketable news. Therefore, the onus of senior management is to ensure the employee concerns must be aptly taken care of on time.Employee Response by Way of Two-way Communication Process on How to Support Employees during Crisis
Specific Operational Issues and Proper Employee and Manager Communication
Below is an operational area that is severely affected because of the crisis. Corresponding to each case, some desired communications are released for employees and their managers.Keep an Eye on Conversations
This is always a good way to keep track of what employees exchange on internal and external social media platforms. If the employees ask repeated questions, assure yourself that something must be missing in the communication messages. Fix this soon.Transparency
If there is no positive news, send the real news for transparency. There has to be honesty in the the workforce. Then only all of them work towards a common goal, but without trust, this can never be possible. Trust brings accuracy to the business relationship.Reviewing (How to Support Employees during Crisis) Conclusion – How to Support Employees during Crisis
In this article, we have seen how to support employees during crisis. In cases where management does not have enough theoretical and practical experience and crisis management knowledge, it should hire a crisis management expert with sound expertise to handle the crisis in companies and liaise with the employees for their on-time engagement. His crisis readiness should be able to recover the organization soon. Since the focus is employee communication and connecting other stakeholder dots outside, we must ensure the internal crisis communication should be performed sans any gap in between. No employee should suffer from inadequate information and fear of losing the job. Otherwise, this could be news that might amuse others but could deteriorate the company’s image.Recommended Articles
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Computers have a somewhat negative reputation among older generations. There are plenty of reasons for this, as, arguably, the public perception of computers has historically been low.
Many of those not born into “Generation Z” have had to learn that computers teach valuable skills for life and work. In contrast, the image of computers has been that they simply help children kill time after school.
However, this is discounting the work poured into developing more “serious” software – and the rise and domination of Internet tech. Now, schools teach so-called Science, Technology, Engineering, and Mathematics (STEM) subjects as an ongoing concern.
What’s more, workplaces that want tech-savvy employees are increasing. Of course, many businesses are fully online, especially during the current global COVID-19 pandemic.
As such, starting your own children on STEM topics such as coding is a foundation that will give them a head start over their peers.How to Help Your Child Learn Coding Skills (Rather than Simply Playing Games)
Of course, we don’t recommend sitting a child in front of the Nintendo Switch and leaving them be (although more on this later). In order to help them, you’ll need to employ “focused learning” techniques. Here are the fundamentals:
Schedule a block of time every day to work on some coding skills or projects.
Make sure that both you and your child keep to the schedule without fail.
Have an itinerary or roadmap for what you want to achieve on a daily, weekly, and monthly basis.
Next, look to split the time you spend coding into dedicated blocks relating to giving feedback, deliberate practice, and teaching learned skills to others. These are important aspects of focused learning, and each has proven benefits toward information retention – especially teaching others.
In a practical sense, you’ll want to make sure your child has a trustworthy and knowledgeable source of feedback for their work. Much of your time will go toward coding (as it should be).
To teach the skills to others, there’s no better way than creating a blog. Having a parent-child online blog to distil learned topics into straight-forward language, has a bigger effect on retention in long-term memory. What’s more, it’s a great bonding tool for both of you, especially when you both bring different skills to the table.How to Teach Your Children to Code During Lockdown
Of course, if teaching your children to code feels like school, it won’t necessarily be engaging. Fortunately, there are plenty of resources available to learn the fundamentals of coding, and more.
In fact, there are lots of great platforms that feel like computer games but are actually solid coding trainers. For young children (think three- and four-years old), Thinkrolls Play & Code is one of the best games for learning the thought patterns of code rather than writing it:
Swift Playgrounds is Apple’s way of teaching the Swift programming language. It’s great for older children who already use smart devices.
Swift is becoming popular with iOS and macOS developers, so grasping this will be important in the future.
To tie everything together, consider a platform such as Scratch.
This is a modular, practically code-free way of creating computer games, and the results can be surprisingly complex. It’s a great platform for applying learned skills to a real-world project that gives instant feedback.
Finally, if your child is practically glued to the Switch, consider Nintendo Labo.
This is a Virtual Reality (VR) platform that enables children to create and control various builds such as a robot or car direct from the Switch console.In Summary
In a nutshell, coding is not the domain of introverted teens in their parent’s basement; it’s the future of the workplace and will become an essential skill for the next generation.
Image credit: NadineDoerle
Tom Rankin is a quality content writer for WordPress, tech, and small businesses. When he’s not putting fingers to keyboard, he can be found taking photographs, writing music, playing computer games, and talking in the third-person.
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Are you getting a Support Code C14B error when you try to log in to Snapchat?
Here’s the error message, “Please check your connection and try again”.
Snapchat is a photo and video app where you can share instances with your friends and family.
These instances are known as “Snaps”, which are photos or videos that last for 24 hours.
After 24 hours, the photo or video will be automatically deleted.
The app has several filters known as Lenses that are made by the Snapchat community.
Snapchat also allows you to video chat, chat, and express yourself with Bitmojis and Friendmojis.
The app also has a feature called “Snap Map” where you can share your location with your friends.
Since Snapchat’s launch, the app has had several bugs and glitches like log-in errors.
In this guide, you’ll learn how to fix Snapchat Support Code C14B when you can’t log in to your account.What is Support Code C14B on Snapchat?
Support code C14B on Snapchat means that you don’t have an active internet connection or your internet speed is too slow.
Otherwise, you’ve made too many login attempts or it’s happening because of a bug/glitch.
A third-party app or plugin can also cause the error.
If there’s a spike in the graph, it means that Snapchat is down and you need to wait until the servers are back up.How to fix Snapchat Support Code C14B
To fix Snapchat Support Code C14B, you need to try unlocking your Snapchat account.
Before that, you need to unroot your Android device and uninstall third-party apps.
If your internet connection is weak or inactive, you can try switching your network (e.g. Wi-Fi to mobile data).
If you still can’t fix the error, you need to contact Snapchat support for help.Fix 1: Unlock your Snapchat account
Log in to your Snapchat account.
Select “Unlock” to unlock your account.
Force exit the Snapchat app and try to log in to your account.Fix 2: Uninstall third-party apps and unroot your Android device
Uninstall third-party apps or plugins that are linked to Snapchat.
Unroot your Android device if you’ve rooted it.
Uninstall and reinstall the Snapchat app (this will clear Snapchat’s cache and it’ll be automatically updated to the latest version).Fix 3: Turn off your VPN and switch your network
Turn off your VPN if you’re connected to one.
If you’re not connected to a VPN, try connecting to one instead.
If you’re connected to a Wi-Fi network, turn it off and switch to mobile data instead.
If you’re connected to mobile data, connect to a Wi-Fi network instead.
Note: After you’ve switched to mobile data/Wi-Fi or turned off your VPN, force exit Snapchat, reopen it, and try to sign in to your account.Fix 4: Contact Snapchat support
Select “Yes” next to “Need help with something else?”.
Complete the form and submit it.
Wait for 1-3 business days for Snapchat’s response via email.
Here’s an example of a description, “Hi Snapchat support, I’m getting a support code C14B error when I try to log in to my account. I need help accessing my account”.
Note: You need to enter the email address that is linked to your Snapchat account. You can also contact Snapchat Support on Twitter (@snapchatsupport) by tagging them or sending them a direct message.Further reading
How to Fix Snapchat Support Code C04A
How to Fix Snapchat Support Code C14A
How to Fix Snapchat Support Code SS09
Exempt employees are not regulated under the Fair Labor and Standards Act, which sets the federal requirements for overtime pay and minimum wage.
Exempt employees must meet the Department of Labor’s salary level, salary base and duties criteria.
Exempt employees may be more knowledgeable than nonexempt employees, but they also may cost more to hire.
This article is for business owners who need to hire staff and want to know what hiring exempt employees would entail.
While your employees might not like being told they need to work more than 40 hours in a given week, that doesn’t mean it’s illegal to demand it of them. In fact, no federal laws prevent you from having most of your salaried employees work more than 40 hours per week. These employees are called exempt employees. As an employer, you need to understand exactly what an exempt employee is, how they differ from nonexempt staff and what you can legally ask of these workers.What is an exempt employee?
The Fair Labor and Standards Act does not apply to exempt employees. In other words, “exempt” actually means “FLSA-exempt.” As such, an exempt employee does not receive overtime pay, and sometimes, they aren’t required to be paid minimum wage either. Determining who qualifies as an exempt employee can seem a bit complicated, but it’s easier than you might think.Exempt vs. nonexempt employees
All exempt employees are salaried, though not all salaried employees are exempt. All hourly employees, on the other hand, are nonexempt. This means they are entitled to overtime pay and pay rates of at least the FLSA or state minimum wage, whichever is higher. The FLSA does not enforce these regulations for most salaried employees.
Exempt employees are not covered by FLSA regulations regarding overtime pay and minimum wage, and most (but not all) exempt employees are paid an annual salary.How many hours must an exempt employee work per week?
An exempt employee’s weekly work hours are not regulated, because the FLSA does not govern their work. As an employer, you can have your exempt employees on the job for 40 hours, 20 hours or 70 hours per week without altering how much you must pay them. Of course, you’ll want to consider the distinctions of full-time vs. part-time employees, but exempt employees’ work hours have no bearing on their exempt status.
Exempt employees have no maximum or minimum number of work hours allowed per week.What does the FLSA consider an exempt employee?
The Department of Labor (DOL) has three tests for exempt status, and an employee must pass all of these tests to be classified as exempt.
The salary level test: For a salaried employee to be exempt, you must pay them at least $684 per week, which equals $35,568 per year. Any employees whom you pay less are not.
The salary base test: Exempt status requires that your employee’s salary is not subject to decrease, even as a penalty for poor performance.
The duties test: According to the duties test, employees must work in executive, administrative, professional, computers/systems or outside sales roles to qualify as exempt. This test holds even if your employee’s job title excludes these words; their tasks supersede their title.
Despite these three concrete rules, determining exemption can be tricky. For example, it’s extremely common for employers to mistakenly conflate salaried employees with exempt employees. As you’ll see from these rules, the two are not mutually inclusive, and the DOL does not have exempt-status tests regarding hours worked per week.
Did You Know?
All employees who meet the Department of Labor’s salary level, salary base and duties criteria are exempt.What else should employers know about exempt employees?
You should keep these three considerations in mind for exempt employees:1. Seasonal employers and FLSA exemption
If you run a seasonal company, FLSA and exemption rules may work differently for you. Your company may be entirely exempt from adherence to the FLSA if you meet either of these criteria:
Your company operates for no more than seven months of the year. Months during which your company solely focuses on maintenance, internal operations or supply orders do not count as operation.
You pass the 33.3% test. To pass this test, your company’s average monthly receipts for any six months of the year must not exceed 33.3% of its average monthly receipts for the remaining six months of the year.
If your seasonal company meets either or both of these criteria, the FLSA does not apply to any of your employees.2. Exempt employee pay for time off
While exempt employees often receive paid time off, they can also be subject to any policies you enact for unpaid time off. However, unpaid time off rules do not allow you to dock exempt employee pay for hours not worked in a workweek – you can only withhold pay for full weeks without work.3. Exempt employee unpaid suspension
Just as the FLSA allows employers to give employees unpaid time off, you may not have to pay exempt employees whom you suspend. If an exempt employee commits a top-level company policy violation, one that could merit eventual firing, you can suspend them without pay.
Did You Know?
You can legally give exempt employees unpaid time off or unpaid suspension, and some seasonal companies are entirely exempt from FLSA adherence.
Most employers in the United States treat Thanksgiving Day as a paid holiday.
In recent years, more employers have given their employees the day after Thanksgiving off, though that figure varies across industries.
Expansive paid-holiday policies can benefit companies’ reputations, increase workplace morale and improve overall productivity.
This article is for human resources professionals and small business owners who are curious about how various businesses handle holidays, especially around Thanksgiving.
At most U.S. companies, employees have a paid day off from work on Thanksgiving so they can spend time with the people who matter most. The day after Thanksgiving, also known as Black Friday, has become increasingly recognized as an extension of the holiday. In fact, 20 states have designated the fourth Friday in November as its own distinct state holiday.
Whether you’re a small business owner who’s preparing your business for Thanksgiving for the first time, an HR professional whose company is restructuring its holiday policies, or an employee who’s curious about how your employer’s policy stacks up against other companies’, you might be wondering how businesses typically approach the Thanksgiving season.The rise of the two-day Thanksgiving holiday
Local and state governments often consider the day after Thanksgiving a paid holiday. Public and private schools across the U.S. are also closed the Friday after Thanksgiving, so students have an extra-long weekend. And, in recent years, more employers have begun following their lead and treating the day after Thanksgiving as a paid holiday.
It’s not just about extending Thanksgiving into a four-day weekend. There appear to be tangible benefits for employers, like improved employee morale and increased productivity. The U.S. Bureau of Labor Statistics (BLS) tracks holiday policies as part of its National Compensation Survey. By looking closely at the ways businesses approach tricky “holidays” such as Black Friday, you can glean some insight into how to choose which days to designate as paid holidays.How do employers handle Thanksgiving weekend?
Although the most recent BLS holiday data comes from 2023, it can still provide some instructive information and guidance as you consider the best paid holiday policy for your situation.
All federal workers receive Thanksgiving off from work, as it’s a federal holiday. While nonfederal employers are not required to provide paid holidays, the vast majority do offer employees paid time off (PTO) for Thanksgiving. The BLS reports that 97% of civilian and private industry workers have PTO for the holiday, as do a whopping 99% of state and local government workers.
Service occupations, which include retail and food service, are the least likely to have the day off; on average, 91% have this day off, compared with 99% of management, business, financial and professional laborers. This is because, while administrative offices almost always close for the holiday, many grocery stores, large retailers and restaurants remain open, though they may operate on altered hours. Despite these exceptions, most businesses are aligned in offering the day off.
Holiday policies for the day after Thanksgiving vary much more than for Thanksgiving Day. Overall, 43% of all workers get a paid day off on Black Friday, but the differences across types of businesses are substantial.
At the lowest end of the scale, only 21% of private industry service workers have a day off with pay. Civilian service workers are somewhat more likely to have the holiday off, at 30%. These figures are unsurprising, as Black Friday is one of the biggest shopping days of the year. Many retailers do elect to offer employees who work the grueling Black Friday shifts a bonus or time-and-a-half pay, even when they are not legally obligated to. Government service workers, on the other hand, are significantly more likely than the average worker to have the day off, at 68%.
The group most likely to have a paid holiday the day after Thanksgiving, however, comprises state and local government construction, maintenance and natural resources workers, at 73%. Overall, 69% of government workers have the day after Thanksgiving off, compared with 43% for civilian workers and 39% of private industry workers.
Interestingly, far fewer state and local workers in the Northeast have a paid holiday on Black Friday than in any other region. While Midwestern, Southern and Western states give employees the day off between 65% and 77% of the time, Northeastern states do so only 47% of the time. Overall, the percentage of companies providing a longer Thanksgiving holiday has remained significant, especially in comparison with the early days of the survey.
Nearly all employers that offer paid holidays include Thanksgiving in their policies. Many also include the day after Thanksgiving, but it varies significantly across different industries and workplace types.What are the benefits of giving employees holiday time off?
For several years, retailers experimented with opening earlier on Thanksgiving evening to prepare for the Black Friday rush. However, since the COVID-19 pandemic has shown people the essential role that workers in retail settings play in our society, expecting employees to work on Thanksgiving could actually hurt retailers’ reputations. According to a 2023 Accenture survey, 76% of consumers want stores to remain closed on the holiday so workers can spend time with their families.
Offering employees holiday time off is not only helpful for maintaining your company’s reputation; it’s also important for fostering a positive company culture and preventing employee burnout. In addition, a competitive paid-holiday policy can help you attract strong candidates to your company. It signals that your business values your employees’ work-life balance, respects their needs and boundaries, and appreciates them as members of your team. In turn, these policies also minimize employee turnover. Showing your employees that you value their time and well-being fosters a culture of trust and mutual respect.
Did You Know?
Black Friday isn’t the only nontraditional holiday that has vexed employers. Due to high absenteeism, some groups have called for the day after the Super Bowl to become a paid holiday.Choose the right holiday policy for your workplace
While it’s generally a good idea to offer a robust and generous paid-holiday policy, the details of that policy will depend on your company’s needs. When possible, include the whole workplace in that decision. Companies with remote or hybrid staff, for example, may find that employees don’t want the day after Thanksgiving off because they can work on the go. Instead, they might want to replace it with a different day.
It’s also important to note that federal holidays are not always the holidays your employees might celebrate, so you might want to swap them with other days. Floating-holiday policies can also be a great fit for workplaces with many employees from a wide range of cultures and religious traditions. No matter the situation, paid holidays are important for your company’s morale and your team’s well-being.
Today, we will address one of life’s most common and challenging struggles- depression. Every day can be a battle. If you’re feeling overwhelmed, sad, or lacking motivation- this blog post is for you! We’ve gathered seven practical and effective ways to help you manage your day when you’re depressed. Let’s get started!Tip 1: Understand the root cause
Understanding the root cause of your depression can help you beat it with ease. Understand that it is not a character flaw or weakness. Rather, it is a medical condition that requires attention and care. In this regard, getting to the root cause can be complex. Sometimes, it may require professional help. But it is essential. It involves examining past experiences, current stressors, and underlying health conditions. Not everyone finds it comfortable, but if you process through the steps, it could lead to a path of healing and a brighter future.Tip 2: Set Realistic Goals
When you’re feeling down, you may feel tempted to set lofty goals for yourself to “fix” your mood. However, this can often backfire.
Setting unrealistic goals can leave you feeling even more overwhelmed and depressed. Instead, focus on setting small, achievable goals. Goals that you can realistically accomplish each day. Now, this will help you feel a sense of accomplishment and keep you moving forward-even on your darkest days.Tip 3: Take Baby Steps
When you’re depressed, it’s natural for you to feel a heavy burden of n-number of responsibilities on your shoulders.
Everything seems not doable. You just want to curl up in a ball and hide away from the world- just like a baby.
Well, in that case, taking small steps like a baby is better than not moving at all.
This may seem tiresome. But it’s imperative.
For example, imagine one of those worst days when you don’t feel like waking up. Now, even if you take that baby step and make it to the couch, that’s better than staying in bed all day.
Similarly, making that little effort to cleanse your body can help you feel refreshed and revived, even if only for a short while.
Try the same thing when beating unhealthy comfort foods during your mood swings. Above all, you never want to sacrifice your energy and probable productive hours to bad food.Tip 4: Create a Routine
Why creating a routine for yourself is so important during a depression?
You feel more in control. Period.
How to do that?
Mind simple rituals at first.
Wake up at the same time every day.
Eat regular meals.
Take breaks throughout the day.
Move your body and get fresh air.
In the second phase −
Plan your day ahead of time.
Make your to-do list.
Cross items off your list when you complete them.
It will help you feel accomplished, even for small tasks.
But if you don’t feel like doing it all by yourself, reach out to your support system. Whether it’s friends, family, or a therapist, let them help you follow a strict routine. Soon you will notice how it can help you tick off the depression of your life as well.Tip 5: Get Some Exercise
This is probably the last thing you would try. But exercise can actually be one of the most effective things you can do to improve your mood- already proven.
Exercise releases endorphins- that we know to have mood-boosting effects. It also helps to get you out of your head and into your body. Plus, it can be a positive distraction from negative thoughts.
But it does not necessarily have to be cardio or pulling off heavyweights in a gym. Even a short walk around the block can do wonders for your frame of mind.Tip 6: Eat a Healthy Diet
It’s been proven that our diet directly influences our minds.
You will always find highly productive people with a strict diet. They consume nutritious foods. The platter includes fresh fruits and vegetables, whole grains, lean proteins, and healthy fats.
A healthy diet elevates your mood, energy levels, and well-being.
In contrast, when you go for processed and unhealthy foods during mood swings, it further amplifies depression symptoms. It’s also natural for you to feel fatigued and low motivation, for that matter.
Therefore, when you have a mood swing, go for a balanced. Also, stay hydrated throughout the day. But make sure to go for healthy drinks only.Tip 7: Seek Professional Help
If nothing works, reach out for professional help. A therapist can help you identify the triggering points and work with you to develop an effective treatment plan. S/he may also prescribe some temporary medication to help relieve your symptoms. Once you get off the worst zone, you may take solid steps to keep such bad mood swings at bay from next time onwards.
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