We're pleased to announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0 and takes into account the valuable feedback we've heard from you over the last few months.

## User Interface & User experience

We've made numerous updates to the User Interface. The most prominent changes include the following items: 

- **Search**: The Search functionality on the old dashboard was powerful, but overlooked. We've moved the Search bar to a global position on a new main Navigation bar. This makes Search available throughout the application.
- **Main Navigation**: We've moved the Notifications, Product News, and User menu from the bottom left of the UI to the top right. This is more consistent with other web applications and provides more visibility of notifications.
- **Sidebar**: We've expanded the Sidebar menu items to include names as well as icons. The previous layout caused confusion where users could not remember their Workspace/App Icon representation.
- **Dashboard**: We've simplified the dashboard. The new layout contains a tab system for key areas: Action List (previously Inbox), You, Your Colleagues (more on this below), Company News, Timeline and Activity.
- **Mass-select in item view:** We've added the ability to mass-select items and perform actions upon them: Move the state, change the status, Delete (delete all) and even Archive items.
- **New theme**: We've removed the dark theme of the sidebar to lighten the look and feel of the application.
- **Help**: Throughout the application we've added built-in 'How does this work?' buttons that provide an initial explanation for that area's functionality. Further links are provided to our Support Center.

![july 1](//images.contentful.com/6g4s9n00xmsl/56YWBa3So76aDgPxmhWwLY/9f3412fe2191dbb25e775920ee77922e/july_1.png)

There are also a number of smaller changes such as scrolling overflow fix on new item dialogs, an items tab on user profiles, performance improvements and other visual tweaks.

## You, Your Colleagues, All Items

Each App on PeopleGoal can now have one 'participant' as an 'item owner'. This allows us to give a simple representation to users: You (the items you own), Your Colleagues (the items your colleagues / direct reports own) and All Items (all items that you have permission to view). This concept is now present in all apps within the account, as well as on the Dashboard. For users and managers this should give a far clearer picture of what you own vs. what your colleagues own. 

![july 2](//images.contentful.com/6g4s9n00xmsl/MwVZMCySkAtcLAzHYYnaI/c64549acd95d16e723e1aea247b291ed/july_2.png)

This update relates to the single biggest piece of feedback we've had since the launch of PeopleGoal 2.0: the view of your items was confusing, as it showed all the items you're **involved** with, rather than the items that you own. There were technical reasons behind the original logic, but we agree it was confusing to the user.

## Organization View

Previously the view called 'Relationships' was available for Account Owners only in the Account Settings menu. We received a great deal of feedback around this being useful for employees too. We've taken the opportunity to rename this view 'Organization' as it better represents lines of reporting in your organization. In addition, we've moved this view into the main sidebar and made it accessible to all users.

![july 3](//images.contentful.com/6g4s9n00xmsl/6w7bWftkqDhfUWX8aUJlqj/a2d0e50b353d7918bdbe41590cd1d9e0/july_3.png)

Non-account owners now have a view-only picture of their reporting lines. Users can display and expand their reporting lines to build a full picture of the organization. Account owners can use the same interface to add new relationships, edit existing relationships and build new user relationships to reflect the organizational structure.

## What action do I need to take?

For Account Owners there's lots of new functionality to explore but no immediate action or changes you need to make. The structure of your apps, workspaces, posts and schedules remains the same, only now it's easier to navigate. For all users, the changes are live so just sign in to your account to check out these improvements.

### Resources:

We have a quickstart guide for all users to help navigate the platform. This guide reflects the changes and updates we've made, so even if you've used it before it's useful to take another look - you may find helpful tips you didn't know about:

- [https://www.peoplegoal.com/support/article/quick-start-guide-for-employees](https://www.peoplegoal.com/support/article/quick-start-guide-for-employees)

And for Account Owners our Support Center has comprehensive documentation for every area of your PeopleGoal account:

- [https://www.peoplegoal.com/support](https://www.peoplegoal.com/support)

Thank you for your continued support and extremely valuable feedback. You're helping to shape the product as we continue along this journey to providing HR, Your Way.

We're pleased announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0 and takes into account the valuable feedback we've heard from you over the last few months.

We're pleased announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0.

July Product Updates

How HR Supports First Time Managers

## Introducing PeopleHeRoes by PeopleGoal

At [PeopleGoal](https://www.peoplegoal.com/) we talk to HR professionals every day and discuss their unique experiences and challenges that make them __“PeopleHeRoes”__ in our eyes. However, our conversations happen behind closed doors and we thought it would be a great idea to bring all the fascinating experiences and knowledge-sharing to one of you have in one place.

The PeopleHeRoes community was built to help HR and People Professionals across the world who deal with known and unknown grounds to share their experiences, practices and tactics around key HR topics and help each other adapt better to the new world of work that is fuelled by myriad challenges. Especially since the shift to [remote working](https://www.peoplegoal.com/guides/remote-work), People teams need to come together to help and support each other to create the most productive environments for their newly dispersed teams. We highly encourage creativity, participation and involvement that drives HR evolvement for all of our members!

👉 ___[Click here to join!](https://www.peoplegoal-v2.com/wf/yhXY4r/585f055d-1d8d-4fcf-a980-107e83b708ea)___ 👈

---

## What you’ll find in PeopleHeRoes

- __Like-minded professionals__: a carefully curated community of HR and People Ops professionals
- __Resources__: all the information you need to support your teams
- __Best practices & tactics__: learn from your peers' experiences

![peopleheroes HR slack community what you find here](//images.ctfassets.net/6g4s9n00xmsl/7p1G8K1Fx7FdmDtgmguuW6/a4c3f331e12d81bcbf89d7d6dd3bd4bb/peopleheroes_HR_slack_community_what_you_find_here.png)

---

## Our Community Channels

We have a range of channels that you can join. You will be added into some automatically when you first join. If you have an idea for a new channel, reach out to one of the account admins.

![Peopleheroes HR slack community channels ](//images.ctfassets.net/6g4s9n00xmsl/3yJPB8KseR1MKNcnrZv4Mj/c7211f3bce447806fd13fcd3ebb1d206/peopleheroes_HR_slack_community_channels_3.png)

- __HR-watercooler__: A channel for introductions and everyday PeopleHeRoes' experiences
- __Deepdives__: A weekly deep dive on a specific HR topic
- __Development__: A channel for sharing how your organization promotes continuous learning and career growth
- __Engagement__: What triggers employee engagement? Share your experiences and best tactics
- __Help__: PeopleHeRoes' 911 line here! Ask for help around various HR topics and get ahead of any issues
- __HR-tech__: Discuss how HR technology drives success in your company
- __Onboarding__: Share your onboarding tactics and challenges for virtual and in office employees
- __Performance__: Discussion of latest trends, best practices and challenges in performance management
- __Talent-acquisition__: Attracting top talent is a tough job - your invaluable practices belong here

---

## Before you start...

__1. Fill out your Slack profile__: include where you work and what you do

__2. Add a profile picture__: we are building a real community, a picture is a must

__3. Introduce yourself on HR-watercooler__: so we can say hello

__4. Set up your Slack notifications__: so you never miss a conversation

---

## FAQs

### What is PeopleHeRoes?

PeopleHeRoes is a private [Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) community for People Ops professionals powered by the team at PeopleGoal. It is a safe space where HR professionals can discuss HR challenges, ask questions, share ideas and best practices with others. The aim is to build a lively community of like-minded professionals who are willing to share their People strategy experience, knowledge and tactics with others. All members of the PeopleHeRoes community are expected to adhere to the [Community Guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view).

### Why is it called PeopleHeRoes?

People teams have an enormous responsibility when it comes to building, aligning, and enabling high-performing teams. This makes them HR Heroes in our eyes! This idea led to the creation of PeopleHeRoes, a community of HR professionals who can support each other to share their knowledge and experience to help build stronger teams.

### How do I join PeopleHeRoes?

We would love to have you join our community! Simply fill in [this short form](https://www.peoplegoal-v2.com/wf/yhXY4r), and leave your name & email. Your application will be reviewed by one of our admins and you will receive an invitation via email. 

### How long will it take for my request to get approved?

The community admins will review new joiner requests once per week.

### How to add PeopleHeRoes to your Slack Workspace?

Click on the “**+**” button in the left hand side of your Slack desktop workspace. Then, enter "peopleheroes" as the workspace name. Enter the email address you used when you submitted your PeopleHeRoes application and your password. PeopleHeRoes will now be added to your Slack workspace!

### Who moderates the group?

The PeopleHeRoes community is currently moderated by the PeopleGoal team, however please contact us if you would like to be a moderator. This community is not for technical support requests relating to the PeopleGoal platform. Please contact support@peoplegoal.com if you are a PeopleGoal customer looking for help.

---

## Community Guidelines

- __Respect Others__: Always be kind, supportive and helpful to your fellow community members. Treat others with respect, and help keep the community as accessible and inclusive as possible.

- __No Sales Outreach__: PeopleHeRoes is a space where like minded professionals can share their experience and advice. Do not contact community members to advertise a product without their express permission. Do not pitch your product on the shared channels.

- __Participate__: You get out what you put in. Be sure to ask and respond to questions from your fellow community members, engage in discussion and keep conversations in the right channel.

- __Community First__: What happens in the community stays in the community - it is a safe space. Don't post community discussions to the outside world.

👉 ___[Read the full community guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)___ 👈

[![peopleheroes HR slack community guidelines](//images.ctfassets.net/6g4s9n00xmsl/4gVW0rZMOOQL5ZnuPhDvjG/322eadb353d1aae69c003a4e4428f9e2/peopleheroes_HR_slack_community_guidelines.png)](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)

---

✏️ Join the PeopleHeRoes community by filling in this [short form](https://www.peoplegoal-v2.com/wf/yhXY4r). 


PeopleHeRoes is PeopleGoal's new Slack community for HR and People Ops professionals. Connect with like-minded professionals, share advice and resources.

Join PeopleHeRoes, PeopleGoal's private Slack community for HR & People Operations professionals to share knowledge, experience, tactics and best practices.

PeopleHeRoes - HR Slack Community by PeopleGoal

PeopleHeRoes Slack Community for HR Professionals

Join PeopleHeRoes, our new Slack community for HR and People Ops professionals!

## PeopleHeRoes: Join Our Slack Community!

We're excited to announce our new Slack Community for HR and People Operations professionals: __PeopleHeRoes__. It is a safe space where you can connect with other HR and People Ops experts, discuss challenges & best practices, ask questions and join relevant conversations that will help advance your business and career. In this article, we explain the initiative's core philosophy, explore some of the Slack channels and tell you how to [join our community](https://www.peoplegoal-v2.com/wf/yhXY4r/585f055d-1d8d-4fcf-a980-107e83b708ea). We also answer some frequently asked questions and explain our community guidelines.


PeopleHeRoes: New Slack Community for HR Professionals


When working in any team, __the maintenance of a positive work environment is the key to success__. There are a variety of ways that one might set out to reinforce good relations between team members. A stand-out example, that we will be discussing in this post, is the use of [employee recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal).

The power of employee recognition programs is seen in their capacity to __bring colleagues closer and establish a collective understanding__ of what defines a top performance. With a designated space or tool to share such recognition, amongst other benefits, [the productivity of employees has been seen to significantly improve](https://www.business2community.com/human-resources/how-employee-recognition-systems-improve-productivity-02304926).

Oftentimes, it is simply through these small signs of [appreciation](https://www.peoplegoal.com/blog/how-to-create-employee-appreciation-culture-in-your-organization) that employees develop a stronger commitment and positive response to their work. Given that the act of recognition can be so effective, [PeopleGoal has created a process](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) that simplifies and streamlines the process of giving recognition.

## Why Recognition is Important

Imagine a world without recognition. Any effort that you ever put into something was simply a means to an end. No one would show appreciation for grand gestures, nor small. [The human bonding experience](https://www.peoplegoal.com/blog/positive-psychology-for-coaching) of achieving something together would be an empty accomplishment. Nothing would mean anything and we would live in an emotionless void. Without recognition, there is a significant [lack of motivation](https://www.peoplegoal.com/blog/how-to-spot-a-lack-of-motivation-in-the-workplace).

Now snap back into reality and consider [how a company rewards its employees for their efforts](https://www.peoplegoal.com/blog/work-ethic-definition). Salaries are earned, bonuses are rewarded but amongst all of it, there is the emotional communication of a job well done. For any team to function well, there must be __a strong current of recognition and appreciation__ for any actions. Even simply a nod of approval will encourage an individual to continue doing good work. [Recognition provides guidance](https://www.peoplegoal.com/blog/examples-of-informal-communications), it will show employees how and why top performers are so regularly celebrated and it demonstrates to them how they can fulfill expectations. Recognized employees will best understand their responsibilities and how to achieve them.

## Giving Recognition with PeopleGoal

In tandem with our latest development to make the [new item creation and submission flow more accessible](https://www.peoplegoal.com/blog/feature-release-new-item-creation-flow), PeopleGoal has been able to create a new recognition app that is easy to use, whilst also facilitating powerful results.

The update to the item creation function essentially enables any employee to preview the item or form prior to creating it. This is significant for recognition as it will allow an employee to look through the type of response or recognition they would like to give before the recipient is notified of their inclusion within the item. On top of this, having the option to preview an item will also encourage the user to more regularly explore the [types of recognition that they can give](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges).

![Recognition](//images.contentful.com/6g4s9n00xmsl/1l065zwYeLcLo8Bajm0bR0/ee0733d766f894f0d87285e281065eed/Recognition.png)

## Recognition in the Workplace

The image above provides a representation of how the preview function works. When an employee creates a new item to give their recognition, they are able to select the recipient as well as [the message they would like to share with them](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips). Through using this new function, __an employee can give recognition in a matter of minutes__.

With such an accessible system for giving recognition, this process will promote much stronger feelings of sentiment among team members. [Collaboration](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips) on tasks or great displays of teamwork can be recorded and celebrated through this tool for recognition. On a company-wide scale, the distribution of recognition will bring a positive working environment that will also facilitate a considerably more productive workforce. Praise for doing good work encourages more of the same.

As we see in this next image - the employee who has received recognition or praise will then be able to see who sent the recognition and some details as to why they sent it. Peer to peer recognition is a healthy and positive way to [promote a supportive company culture](https://www.peoplegoal.com/blog/employee-engagement-company-values). There is even a competitive advantage for companies that adopt this approach to employee recognition as it generates an internal source of inspiration to better perform.

In a team where employees work for each other, there will be [better teamwork](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely). Top performers will be highlighted and can in fact be useful for demonstrating to other employees how to get things done. Employee engagement will increase and a persistent channel of recognition will reinforce company culture.

![Recognition app full view](//images.contentful.com/6g4s9n00xmsl/3uO6NvBrjTctr5OPQZNJXb/bf30c7ad1fba8420c7be31c9f90e0f21/Recognition_app_full_view.png)

## The Benefits of Recognition for Remote Work

In any team, sharing recognition or praise for an individuals efforts are great for building team morale and employee engagement. Of course, when working from a [remote setting](https://www.peoplegoal.com/guides/remote-work) - these opportunities for recognizing employees become harder to come by. Without the frequent informal social interactions that are exhibited in the office, there are significantly fewer opportunities to share compliments.

For this reason, a recognition tool can be an extremely effective way to [encourage a positive work environment](https://www.peoplegoal.com/blog/ideas-for-employee-recognition). Team members may not see each other face-to-face regularly and yet they will still be able to demonstrate their appreciation through such recognition tools. There numerous benefits to adopting a culture of giving recognition, below we have compiled a list of just some of these benefits:

- More Productive Workforce
- Better Employee Motivation
- Higher Profitability
- Establish a Positive Work Environment
- Stronger Talent Retention
- Better Employee Collaboration

Recognition is just one part of [positive feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide), and should be part of a larger, structural initiative to positively encourage employees. The importance of praising handwork and success of our team members will generate an environment where everyone wants to and can be their best selves.

The power of employee recognition programs is seen in a capacity to bring colleagues closer & establish a collective understanding in defining top performance.

The power of employee recognition is seen in its capacity to bring colleagues closer and establish a collective understanding of what defines a top performance.

Show your employee appreciation through employee recognition

pg business 66

## The Benefits of Recognition for Remote Work

- More Productive Workforce
- Better Employee Motivation
- Higher Profitability
- Establish a Positive Work Environment
- Stronger Talent Retention
- Better Employee Collaboration

Show your Employee Appreciation through Employee Recognition

![item creation 16-9](//images.ctfassets.net/6g4s9n00xmsl/1Mv4cevQiL6brUuhQGQ04Y/6dc7165b50341142e253b16bbc8ae8ad/item_creation_16-9.png)

Secondly, we've made a small change to how items are handled upon submission. Previously, users were taken back to the app home screen after item submission. For apps with multiple states and the same participant, this was confusing as the user would have to re-open the item to continue working on it in the next state. This is now improved with the item submission redirecting users to the same item in the new state immediately after submission.

This month we've updated how new items and created and submitted. These changes should improve the user experience when handling items, removing some of the anxiety associated with creating a new item by allowing users to 'preview' the form before it's created.

This month we've updated how new items and created and submitted. These changes should improve the user experience when handling items.

New item creation & submission flow

Employee Development Create development opportunities that Work

Improvements to the way items are created and handled

Teamwork is the foundation for the success of any organization. When individuals are brought together for a collective purpose they can more easily achieve organizational objectives. Pursuing better overall team engagement will benefit the entire company. In turn, the success of the team also facilitates the strengthening of the company culture.

Sometimes [team engagement](https://www.peoplegoal.com/blog/what-mistakes-are-you-making-with-employee-engagement) is low. Employees feel unmotivated, mentally tired and not engaged. There are certain things you can discuss with your team to change that. These are:

- Ask your employees to be open to change! People see change as a threat, but this is not the case. Change is a chance for everyone to learn new things and embrace the future. The sooner you embrace change the better you will handle it.
- Employees should stop wasting time on things they can't control! Employees spend time thinking about promotions rather than focusing on delivering on their goals. Focusing on performance will get them promoted. Tell them that when they have done everything in their power for a promotion and waiting for the results to stop thinking about it, they have done everything in their power and now someone else has to decide.
- They should stop worrying about what other people think about them (as long as you stay professional). Worrying about pleasing others its waste of time. Their first priority should be to create an environment where they enjoy working
- They should stop regretting events that occurred in the past. Most employees look in the past and regret for things they said or they have done. What is done is done. Just ask them to focus in the future and where they want to be next year and in the next five years.
- Employees should embrace the learning from failure. They should treat failure as a learning experience, no one can get everything right at the first time.
- Tell them to stop focusing on the short term and start looking at the long term. Always, they should look at the bigger picture and align company long term plans with theirs that way as the company grows they will grow professionally as well.

To sum up see below six things you can discuss with your team to change that:

![Team Engagement - team engagement tips for managers](//images.ctfassets.net/6g4s9n00xmsl/5HqU3bNHrV9DNzpQNkboZm/2452294ccbce8449d9eff2955cad1eb5/Team_Engagement_-_team_engagement_tips_for_managers.png)

All the above will motivate and improve [team engagement](https://www.peoplegoal.com/blog/topic/employee-engagement). Strong team engagement leads to better performance and results. To help you further with boosting team engagement we have put together [30 Tips to Increase Employee Engagement](https://www.peoplegoal.com/blog/30-tips-to-increase-employee-engagement "30 Tips to Increase Employee Engagement").


Managers often enough face low team engagement resulting decreased employee productivity. We have put together some teams on how to improve team morale.

How to Boost Team Engagement: Tips for managers

Boost Team Engagement

Tips for improving team engagement and employee motivation

Defining your career goals is essential for [career development](https://www.peoplegoal.com/blog/career-development-essentials) and [development planning](https://www.peoplegoal.com/blog/development-planning). Managers should encouarge their employees to write these down so that there are records to keep referring back to. It may serve as motivation to track employee progress and re-define your ambitions. 

Some people also choose to write their [career goals](https://www.peoplegoal.com/blog/career-growth-helping-employees) on their CV. This supports their [reference letters](https://www.peoplegoal.com/blog/reference-letters) and shows to employers that they are ambitious and are making long-term plans. Organizations may appreciate this as they look to improve rates of [employee retention](https://www.peoplegoal.com/blog/employee-retention) and reduce their [turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff). 

![career goals - tips](//images.ctfassets.net/6g4s9n00xmsl/27yTQXc0CRUzLkOKW7hGww/b8bd14f181d1d893856bd0bb45e0083c/career_goals_-_tips.png)

In this blog we will give essential tips on how to set your career goals. 

## Step 1. Align your career goals to the job

When creating your career goals, it is important to think about the job that you're applying for, in addition to your [ideal job](https://www.peoplegoal.com/blog/job-titles-in-business). Identify how your [skills](https://www.peoplegoal.com/blog/skills-for-managing-people-in-2020), [attributes](https://www.peoplegoal.com/blog/next-gen-worker-for-hr-strategy), and [competencies](https://www.peoplegoal.com/blog/competencies-examples) are relevant to this job. Once you have established a few elements of the job that you are suited to, write a couple sentences describing what you would like to acheive, and how this partiular [job role](https://www.peoplegoal.com/glossary/job-description) will help you to do this.

![career goals- align career goals with job](//images.ctfassets.net/6g4s9n00xmsl/2fyFieAgobplcUEY57I6tv/d70f7894579849d82da1aefc0c4db89c/career_goals-_align__career_goals_with_job.png)

__For example__ - *"My communication skills lead me to feel ideally suited to a role in customer service. I'm ideally looking for a position with a vibrant, growing company which will allow me to learn new skills and offer opportunities for growth over time."*

👉 [Check out our guide to create a development plan](https://www.peoplegoal.com/blog/how-to-build-a-development-plan-template)

## Step 2. Quantify your trajectory

Use your [career goals](https://www.peoplegoal.com/blog/career-steps) to show your employer that you are a candidate who knows what they would like to do and how to get there. Think about your [goals and ambitions](https://www.peoplegoal.com/blog/how-to-set-smart-goals-for-work-examples-and-tips), and determine the timeframe within which you would like to achieve this. Setting quantifiable goals shows that you are [motivated](https://www.peoplegoal.com/blog/how-to-motivate-employees). Ensure that you clarify how long you would like to stay in this role for. Employers are looking to reduce their [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff) and therefore seek to invest in staff who will remain at an organization for several years. Affirm you intend to offer your employer loyal service in exchange for the opportunity to [progress your career](https://www.peoplegoal.com/blog/6-ways-career-coaches-can-ensure-better-career-experiences).

![career goals - quantify your trajectory](//images.ctfassets.net/6g4s9n00xmsl/5qPmj31QNYXJ6yAkHgXqtO/ccd0490527bd7683880bb041a417ac9a/career_goals_-_quantify_your_trajectory.png)

__For example__ - *"Seeking a customer service position with the hope within five years to attain the skills and experience necessary to reach the level of customer service manager. Any and all opportunities for professional development will be capitalised on to achieve this aim."*

👉 [Read our blog to prepare for common interview questions](https://www.peoplegoal.com/blog/hiring-manager-interview-questions)

## Step 3. Set specific objectives

In addition to career goals, think about more specific [objectives](https://www.peoplegoal.com/blog/objectives-and-key-results) that you are aiming to achieve. This demonstrates to an employer that you are detail-oriented and have thought about what you need to do to progress along your chosen [career path](https://www.peoplegoal.com/glossary/career-pathing). Employers will value that you are able to create solutions that enable a desired outcome. Consider using a [SMART Goal methodology](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) to show that your goals are specific, measurable, attainable, relevant and time-bound. 

![career goals - set specific objectives](//images.ctfassets.net/6g4s9n00xmsl/3oeOCcJC1NCEelkGmwEyhC/b5917ea23de6a736976e90fbab10155d/career_goals_-_set_specific_objectives.png)

__For example__ - *"Part-time daycare work is the ideal way for me to get hands-on experience, to supplement what I'm learning as a part of my childcare course at (Your University). It's my goal to begin teaching pre-school children on the completion of my degree."*

👉 [Try downloading our SMART Goals Template](https://www.peoplegoal.com/blog/how-to-build-a-development-plan-template)

---

Understanding how to efficiently write your career goals it an important step in starting your journey to achieve them. Keep your [goals](https://www.peoplegoal.com/guides/smart-goals) as simple as possible and reflect upon why they are an important step along your [career path](https://www.peoplegoal.com/blog/career-development). Stay focused and show employers you are motivated to [perform at your best](https://www.peoplegoal.com/blog/performance-management) and succeed. 

PeopleGoal offers solutions in [Core HR and Onboarding](https://www.peoplegoal.com/solutions/core-hr-onboarding), [Development](https://www.peoplegoal.com/solutions/development), [Employee Engagement](https://www.peoplegoal.com/solutions/engagement), and [Performance Management](https://www.peoplegoal.com/solutions/performance). Our customizable workflows can be adapted to suit your company culture and unique requirements. Browse our [app store](https://www.peoplegoal.com/app-store) to kickstart your goal-setting processes and career development procedures. 

⭐ [Book a demo with PeopleGoal](https://www.peoplegoal.com/book-a-demo)


Career goals are a great way to establish a foundation for what you want to achieve and stay on track with your progress.

How to write your career goals

career goals

How to Write Your Career Goals

The workplace can be very stressful and a reported [67% of employees claim to have experienced a burnout](https://medium.com/the-helm/11-facts-about-burnout-leaders-need-to-understand-1042e5a067d#:~:text=A%20survey%20done%20by%20Gallup,experience%20burnout%20on%20the%20job.). In this blog we will consider what a burnout is and identify the symptoms and caused. We will then provide  6 tips to prevent a [burnout](https://www.peoplegoal.com/blog/employee-wellbeing-surveys). 

Now more than ever is the time for organizations and their managers to look after their employee's [wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-how-to-promote-and-measure-it-in-2020) and [mental health](https://www.peoplegoal.com/blog/mental-health-2020). The addded pressures of [working from home](https://www.peoplegoal.com/blog/working-parents) need to be addressed and we must ensure that everyone is able to establish a healthy [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020). 

## What is burnout?

[Burnout](https://www.peoplegoal.com/blog/working-parents) is the state of physical, emotional and mental exhaustion. This is caused by prolonged and excessive stress, often associated with work. Individuals most at risk of burning out are thos struggling to cope with [workplace stress](https://www.peoplegoal.com/blog/10-ways-to-reduce-workplace-stress). 

The symptoms of a burnout include:

- Exhaustion
- Extended fatigue 
- Lower concentration levels 
- Attention deficits 
- Reduced [performance](https://www.peoplegoal.com/blog/performance-review-comments-examples) levels

There are different interpretations of burnouts. We will briefly outline the 5-stage and the 12-stage model. 

![burnout - definition](//images.ctfassets.net/6g4s9n00xmsl/6g1crH2mdbvJor76MCYNYi/395893c8b2b32f4aca7ec4e499251596/burnout_-_definition.png)

---

## The 5 Stage Model

[Calmer](https://www.thisiscalmer.com/blog/5-stages-of-burnout) recently adapted the 5-stage model of burnout initially devised by Bob Veninga and Jim Spradley. 

The 5 stages are as follows: 

**1. Honeymoon Phase** - Employees begin their role with a high rate of job satisfaction, energy, commitment, and creativity. If employees have a positive and effective method to deal with stress they are unlikely to experience a burnout. 

**2. Stress Onset** - Employees begin to become aware of the stress that they are experiencing. This happens on several occasions. 

**3. Chronic stress** - Employees begin to experience stress on a daily basis. There is also a distinct change in their motivation levels.

**4. Burnout** - Employees find it very difficult to cope with the intense physical, mental and emotional challenges that they are facing. They may isolate themselves and have a very pessimistic outlook. 

**5. Habitual Burnout** - Employees experience a prolonged burnout. their symptoms permeate everyday life and this becomes an ongoing state of ill mental and physical health. Medical assistance will be required. 

![burnout - 5 stage model](//images.ctfassets.net/6g4s9n00xmsl/4M4RFKufwVUf65QB8HuEnO/dd6281f1d230b2f95ae45cdaab04c708/burnout_-_5_stage_model.png)

---

## The 12 Stage Model

[Inc](https://www.inc.com/jessica-stillman/the-12-stages-of-burnout-according-to-psychologist.html) recently outlined the 12-stage model of burnout that was formely developed by Herbert Freudenberger and Gail North. 

The 12 stages are as follows: 

**1. The Compulsion to Prove Oneself** - An individual obsessively tries to prove their worth.

**2. Working Harder** - An individual is unable to switch off and leave work at the office. 

**3. Neglecting Needs** - An individual begins to neglect their own needs e.g. disrupted sleep, failure to eat properly, lack of social interaction. 

**4. Displacement of Conflicts** - An individual dismisses the problems that they face. They may feel panicky or jittery. 

**5. Revision of Values** - Work becomes an individual's priority. Their values change as they no longer prioritize friends and family. 

**6. Denial of Emerging Problems** - An individual is intolerant of others and begins to treat their colleagues as incompetent. Problems are seen to be the cause of increased pressure at work rather than a lifestyle change. 

![burnout - 12 stage model part 1](//images.ctfassets.net/6g4s9n00xmsl/1hlHnw3hjDDvSvGIfwS2BU/810775de8d7483d9af0c933c924beadf/burnout_-_12_stage_model_part_1.png)

**7. Withdrawal** - An individual no longer has a social life. they may begin to rely on alcohol or drugs to feel stress relief. 

**8. Odd Behavioural Changes** - Friends and family may become conserned about an individual whose behaviour is distinctly changing.

**9. Depersonalization** - An individual sees themself and others as unimportant and no longers perceives their needs.

**10. Inner emptiness** - An individual feels empty inside and looks for unhealthy ways to overcome this e.g. drinking or overeating.

**11. Depression** - An individual may lack motivation and may have a bleak outlook on life and the future. 

**12. Burnout Syndrome** - An indiviudal may experience extreme mental, physical and emotional exhaustion. They are likely to require medical assistance. 

![burnout - 12 stage model part 2](//images.ctfassets.net/6g4s9n00xmsl/21ujo6IXCNkJmaKYSzepMS/5bf4021b4a8a67d2d73b1d74eedb7c97/burnout_-_12_stage_model_part_2.png)

---

## 6 Ideas to Prevent Burnout

Burnouts are dangerous and it is important for managers and their organizations to support their employees and to help them manage their stress. Below, we have identified 6 ways to manage [workplace stress](https://www.peoplegoal.com/blog/work-stress-awareness-what-can-help-an-employee-and-employer-perspective). This will maximize employee [wellbeing](https://www.peoplegoal.com/blog/when-anxiety-attacks-in-the-remote-workplace), protect their mental health ensure they foster a good [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020). 

### __Perform a Job Analysis__

Conduct a [job analysis](https://www.peoplegoal.com/glossary/job-analysis). This will give you insight into the job role, your responsibilities, and what is expected from you. It will further explain the [attributes](https://www.peoplegoal.com/blog/next-gen-worker-for-hr-strategy) employees should be demonstrating, and explain the job requirements. The job content will give employees clarity on what is expected from them. Use this information to prioritize tasks and reduce your workload. This will reduce stress and help employees delegate work. 

### __Regular Exercise__

Exercise is proven to relieve stress. All forms of exercise improve [wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-how-to-promote-and-measure-it-in-2020) and provide the perfect opportunity to take your mind off of work and to focus on yourself. Creating a regular sleep pattern and scheduling exercise into your routine will improve your health, in addition to increase your energy, [productivity](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist), and creativity. 

### __Stress Management Tactics__

Use stress management tactics to face your stress head on and prevent a burnout. Strategies include: 

- Be Active
- Take Control
- [Connect with People](https://www.peoplegoal.com/blog/connected-employees)
- Personal Downtime
- Challenge Yourself
- Avoid Unhealthy Habits
- Help Others
- Positive Mindset
- [Work Smarter, Not Harder](https://www.peoplegoal.com/blog/work-smarter-not-harder)
- Set [SMARTER goals](https://www.peoplegoal.com/blog/smarter-goals-setting)

### __Mindfulness__

Another way to avoid a burnout is to be mindful. This is a form of meditation that includes silent relaxation, listening to your thoughts, and focusing all your attention on yourself. This will give you clarity and allow you to remove yourself from work when you are outside of the office. There are many apps that can help with this, e.g. [Calm](https://www.calm.com/) and [Headspace](https://www.headspace.com/).

### __Support Workplace Recovery__

Employers can support employees who are currently experiencing or recovering from a burnout. They can use accomodation strategies to help an individual's mental health and improve their [performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary) and [productivity](https://www.peoplegoal.com/blog/rowe-results-only-work-enviroment).

Strategies include: 

- Changing how instructions and [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) are given 
- Regular [Check-ins](https://www.peoplegoal.com/blog/check-ins-performance-reviews)
- Retraining or reorientation
- Training managers to adapt their [styles of management](https://www.peoplegoal.com/blog/management-by-walking-around-a-business-management-technique)

👉 [Click here for more Accomodation Strategies](https://www.workplacestrategiesformentalhealth.com/resources/accommodation-strategies)

### __Keep to your Work Hours, and Schedule Breaks__

To avoid a burnout, it is important to make a [distinction between work and your personal life](https://www.peoplegoal.com/blog/work-life-integration). Ensure that you keep to your work hours and schedule breaks throughout the day. This ensures that you have a healthy [work-life balance](https://www.peoplegoal.com/blog/work-life-balance-in-2020) and are able to send time with your family and friends. 

![burnout - tips](//images.ctfassets.net/6g4s9n00xmsl/4OQ6f6n2uXELGrskqTEjPi/83b228436bf375aa520d0c2192962e6c/burnout_-_tips.png)

---

Workplace burnouts are a real risk for all employees and can be very dangerous. The extreme physical, emotional and [mental problems](https://www.peoplegoal.com/blog/psychological-safety) that this can all be avoided. Managers and organizations should try to prevent burnouts and can use our suggestions to protect that worker's mental health. This prioritizes [employee wellbeing](https://www.peoplegoal.com/blog/employee-wellbeing-surveys) and their [work-life balance](https://www.peoplegoal.com/glossary/work-life-balance). 

PeopleGoal provide solutions in [Core HR and Onboarding](https://www.peoplegoal.com/solutions/core-hr-onboarding), [Performance Management](https://www.peoplegoal.com/solutions/performance), [Development](https://www.peoplegoal.com/solutions/development) and [Employee Engagement](https://www.peoplegoal.com/solutions/engagement). Our customizable workflows can be adapted to suit your company culture and unique requirements. Browse our [app store](https://www.peoplegoal.com/app-store) to take the first step in improving your employee's wellbeing and engagement.

⭐ [Book a Demo with PeopleGoal](https://www.peoplegoal.com/book-a-demo)


What is workplace burnout? Why is it dangerous? How does it manifest? And how can you prevent workplace burnout and manage stress effectively? Find out here. 

From the blog

How to Boost Team Engagement: Tips for managers

How to Write Your Career Goals

6 Tips to Prevent Work Burnout

Topics

HR Management

Leadership

Employee Engagement

Company Culture

360 Feedback

PeopleGoal Updates

Performance Reviews

Performance Management

OKRs

SMART Goals

Remote Work

Product updates

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Start your free trial today.

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From the blog

How to Boost Team Engagement: Tips for managers

How to Write Your Career Goals

6 Tips to Prevent Work Burnout

Topics

HR Management

Leadership

Employee Engagement

Company Culture

360 Feedback

PeopleGoal Updates

Performance Reviews

Performance Management

OKRs

SMART Goals

Remote Work

Product updates

Ready to see PeopleGoal in action?Start your free trial today.

Company

Solutions

Product

Learn

Subscribe to our newsletter

Ready to see PeopleGoal in action?
Start your free trial today.