How to manage too much to do

MORE THAN A THIRD OF American workers complain that their jobs are harming their physical or emotional health"

We've identified six of the most frustrating work stressors and asked experts for tips to resolve them, so you can go from loathing your job to loving it.

Stressor #1: You Have Too Much to Do

"The truth is, everyone has too much to do,"

PRIORITIZE. According to one of the essential laws of economics, written more than 100 years ago by economist Vilfredo Pareto, 80 percent of the results come from 26 percent of the effort. In other words, it's not that you don't have time to do your work, but rather you may be putting too much effort--and time--into nonessential tasks. Find your lowest-priority work and do it quickly or if possible give it to someone else to do, says Alex Hiam, an Amherst, Mass.-based business consultant and author of Making Horses Drink (Amacom, 2002). If you're not sure how to rank your duties, ask your boss to help you prioritize.

GET ORGANIZED. Create routines to handle your least important tasks quickly, and you'll gain more time for important matters. For example, adopt a rule that says you'll touch an incoming piece of paper only if you make progress: File it, toss it, or act on it, rather than moving it among the piles and in-boxes on your desk. Check your email on a schedule (like every other hour). "Routines also save you a lot of aggravation as well as time because you're not worrying about what to do next," says Morgenstern.

PINPOINT YOUR ENERGY PEAKS. "The best time for managers to do their most critical work is when their energy is at its peak," says Morgenstern. Some people work better in the morning; if you fit into this group, schedule your toughest tasks accordingly. When you have a particularly large workload, consider coming in before your coworkers. That way you can get work done before other people's agendas distract you. If your energy is highest in the afternoon, do the lightweight stuff in the morning. If you're still overwhelmed, tell your boss. Morgenstern points out that bosses often aren't aware that they've overburdened employees because the bosses themselves are overwhelmed.

Stressor #2: You Are Burned-Out

When the joy or meaning is gone from your work and it's an effort to get out of bed in the morning, you're suffering from burnout. Revitalize with these tips.

RETHINK YOUR WORK. Brainstorm ways to get excited about your job again, recommends Hope Dlugozima, an Atlanta-based career and sabbatical consultant and author of Six Months Off (Henry Holt, 1996). For example, could you create a newsletter, help recruit clients, or mentor an intern? Ask your boss what's appropriate. If one of your goals is to advance in your company, be aware that taking on more responsibility can help open opportunities, adds Dlugozima.

TREAT YOURSELF RIGHT. People who are burned-out often neglect their personal needs, says Sue Frederick, founder of BrilliantWork, a career-counseling business in Boulder, Colo. For example, you may in a rush grab processed or sugary snacks and drink lots of coffee, which can lower your immunity and sap your energy. Or you may skip exercise. While taking better care of yourself certainly won't change aspects of your job, it will make you feel more invigorated and better prepared for work. Cut back on unhealthy snacks and coffee, and increase your intake of fruits, vegetables, and whole grains, which bolster your immunity and vigor. Exercise during the workday, because it lifts mood and energy levels. Walk briskly for 15 minutes in one direction and then back, or take a gym class during your lunch hour or immediately after work. If company policy permits it, pursue your favorite hobby during your lunch hour. It will break up the monotony of work and keep you upbeat throughout the day.

MIX UP YOUR ROUTINE. Sometimes small changes in your work habits can invigorate you. For example, if you usually start your day with paperwork, make important phone calls or answer important emails instead, suggests Morgenstern.

Stressor #3: You Feel Unappreciated

If you don't get enough positive feedback at work, you're not alone, reports Hiam. Managers are often under a lot of stress, so they forget to give praise or never get around to it, he says. Here's how to gently remind them.

ASK FOR COMMENTS. Politely let your boss know you'd appreciate hearing how you're doing. For example, request five minutes of time with her and inquire about a recent project that you aced, asking, "Was the report good?" or "Did our team solve the problem satisfactorily?" Expect some criticism, because a manager's job is to help you improve, says Hiam. Also, it may take your boss some time to get back to you; she may need to digest your question and research an answer before responding.

SET AN EXAMPLE. Give your boss or co-workers the kind of kudos you desire. "I've always loved Gandhi's quote, 'You must be the change you wish to see in the world,'" says Hateley. For example, you might tell your boss: "I really appreciate how you took a moment to praise so-and-so. It made her feel a lot better."

PRAISE YOURSELF. Make a list of five recent accomplishments. Reflect on the list often and allow yourself to feel good about them. If you can't think of any accomplishments, jot down three potential tasks that you'd excel at and propose them to your boss. Or make plans with a colleague to acknowledge each other's work. Set goals over a lunch, regularly discuss your progress, and congratulate each other when you reach a goal.

Stressor #4: Your Boss Is a Terror

Bad bosses come in many varieties, from tyrants to wimps, micromanagers to absentee managers. If your boss is normally reasonable but acting poorly of late (whether due to personal or professional reasons), you can modify her behavior, says Marilyn Puder-York, Ph.D., an executive coach in New York City who specializes in workplace stress. But if your boss is chronically hostile, you may be the one who has to adapt.

TEACH YOUR BOSS. Sometimes you can diplomatically suggest alternative ways of managing to your supervisor, says Frederick. For example, let's say your micromanaging boss insists on seeing daily progress reports. Suggest an alternative suited to your style, like turning in just two reports a week: a goal-setting one on Mondays and a summary on Fridays. Other times you may just have to spell things out to your boss, says Robert Epstein, Ph.D., a professor at the California School of Professional Psychology in San Diego and author of Motivational Management (Amacom, 2002). For instance, explain, "This is hard for me to discuss with you, but I'm not happy with the way I'm being treated."

COMMUNICATE. If broader issues, like personality or behavior, are causing clashes with your boss, talk about how you're feeling. But rather than criticize your boss, focus on how your needs are not being met, says Epstein. For instance, say, "I'm here to do good work, but I need to be talked to in a certain way to perform at my best." If it's too hard for you to approach your boss, ask for a pep talk from a colleague or advice from your human resources department. Some people even get assertiveness training from a psychologist.

How to behave with employs, 10 steps.

I recently spoke with Green about the amount of stress managers are under today to re-engage their employees in an increasingly stressful work environment. If employees think they're the only ones who need a break these days, Green says, they should think again. "Managers are feeling the same way. And when you're burned out, it's that much harder to think about engaging someone else."

So rather than add one more thing to the already-overstretched manager's to do list, perhaps it would be easier to simply know what NOT to do...Green was kind enough to offer the following advice on how NOT to manage your employees.

Top 10 Things Managers Should NOT Do To Engage Employees:

Don't practice the halo effect. This is when a manager assumes that, because someone has one good quality, the person is great at everything, preventing managers from seeing the opportunities for improvement; similarly, managers should also avoid the opposite of the halo effect -- the devil effect.

Don't humiliate or demean employees (especially not in front of others).

Don't withhold feedback because you assume your employees already know where they need to improve or will "figure it out" on their own. "If you're going to be a good manager, it is essential that you get good at giving feedback," Green says. That means both constructive and negative feedback.

Don't underestimate the power of ongoing one-on-one conversations to build trusting, more productive relationships with your employees.

Don't assume your team knows what winning looks like. "A manager's most important role is to clarify what winning or excellence looks like, and then help people achieve it for themselves and the organization – you can't over communicate in this regard."

Don't assume people understand your reasoning behind decisions. By the same token, don't blame any decisions on "upper management," "the HR department" or anyone else. Employees see right through that.

Don't forget that praise is about them, not you. When recognizing employees, pause and consider what the individuals would want to receive and how they would want to receive it. "For some people, presenting to the senior executive team could be a big perk and considered a reward for a job well done; for others, this could be the worst possible and most stressful of all scenarios," Green says. Likewise, don't give lavish public praise to someone who is very private, a Starbucks card to someone who doesn't drink coffee or tea, or buy a cake for someone with dietary restrictions.

Don't speak negatively about other team members, their peers or senior management and leaders.

Don't give 'sandwich' feedback. While many managers were taught to give sandwich feedback (saying something good, sneaking in something negative and then quickly saying something good again), this method only "leaves the receiver wondering what the heck was the point," Green says.

Don't ever stop recruiting. "Folks need to be re-recruited and re-energized -- especially after the past few years."

Anything you would you add to this list? What "habits" have you broken (or would like to see others break)?

Views about behaviour with co-workers.

It's no secret that co-workers may drive you nuts.

"At the office, even the littlest things can set you on edge when they happen every single day," says Kerry Miller, founder of PassiveAggressiveNotes.com, a humor blog that often highlights annoyed office workers. "You start to think your co-worker is typing extra loudly just to drive you crazy -- and then you go crazy stewing over it."

Since most people spend more time on the job than away from the office, it can be especially difficult to express the feelings that flare up -- without getting fired. Ever wish you could tell your co-workers exactly what you're thinking? We asked real people to vent about their co-workers and they did. Their real feelings may surprise you, which is why they've asked to keep some anonymity. Read on to get an inside glimpse of what your co-workers are thinking:

Escaping office annoyances

"Please, for the love of God stop playing this music for the entire office. No one else likes it. No one else cares about your flashback stories to the months you spent following rock bands. It's super annoying and the year is 2011; your hippie days are long gone. Also, your laptop has a little spot just for your headphones, not sure if you knew."

- Jessica M., Chicago

"Leave me alone and stop bothering me via all possible electronic mediums. I know what I'm doing and can do it better and quicker than you, but I cannot do it if you are constantly in my face. No one likes a micro manager, so we'll all be better off if you just let me do my job."

- Cari B., marketing associate

"Every time something doesn't work with your computer, please don't start taking to it. No one wants to hear you ramble. What you may not realize is that the only thing not working is your head."

- Eugene K., Chicago

Manners matter

"Next time there's a team dinner, why don't you join us? Whatever else you're doing isn't as important as keeping up project morale."

- James D, San Francisco

"To the guy a couple of cubes down, please stop clipping your nails at your desk. It's so gross. Don't you have time at home?"

- Brie G., news editor

Break the bad work habits

"Team, get your butts up in the morning and get to work early. It's time you accept discipline in your life and become professionals. You don't have any good excuses. I want to see the effort and ambition or the next person in line will take your seat."

Jordan P., sales manager

"I can tell which of you were in band or theater in high school. We know you like to be the center of attention. Showoffs!"
- Brie G., news editor

"I'm sorry that you're stuck training me, but how can you not understand that the better and nicer you train me, the quicker I will learn, be self-sufficient and stop asking questions? So get off your high horse, spend 10 minutes on some training materials, and we'll all walk away happy."
- Sabrina B., marketing associate

"Your outrageous misogyny and borderline sexual harassment is unconscionable. My name isn't 'toots' or whatever nickname you've decided on for this week to further dehumanize me. Don't wink at me; it doesn't inspire kinship, it just makes you creepy. Stop staring at women's legs. News flash: They can see you. And stop assuming that my male counterpart is better at the job than I am simply because he's a man.

Keys to contact employer via LinkedIn

Used right, LinkedIn can be a job seeker's golden chance.

Many job hunters can use the site to gain all kinds of advantages: information on the types of people a company hires, the name of the hiring manager for a particular job (and if they're really lucky, an email address) and even the ultimate "in," a personal connection at a company of interest.

But, for every job seeker that expertly navigates the online networking scene, there are plenty of others who fumble their way through it, often over- or underestimating the role the site should play in their searches.

"LinkedIn is a valuable tool, but sometimes when people search for a job they can confuse activity with productivity," says Tony Beshara, president of Dallas-based placement firm Babich and Associates, and author of the book "Unbeatable Résumés," for which he surveyed more than 2,000 people about their LinkedIn use. "No matter what activity you're doing, whether it's writing your résumé or browsing profiles on LinkedIn, if that activity isn't actually getting you an interview, it's not as productive as something that would get you an interview."

If your online networking has been less than productive (read: if it hasn't actually lead to a connection to or interview with an employer of interest), then you might need to revamp your LinkedIn strategy. These guidelines will help ensure the time you spend on the site is most effective.

When reaching out to your contacts:

· Don't be shy

The whole point on LinkedIn is to connect with people, so if you're hesitant to reach out to a former co-worker you haven't spoken to in a while, don't be. She's on the site for the same reason you are -- to network with people -- so she probably expects the occasional introduction request.

"Interestingly enough, everybody that's on LinkedIn expects the same thing out of everybody else," Beshara says. "[The thought is] 'What I do for you today, you'll do for me tomorrow.' People are a lot more open to responding to you because they know that somebody else is going to do the same thing for them, or that you're going to do the same thing for them the next time."

· Don't be needy

When you do find someone in your network who has a connection or works for a company you'd like an introduction to, your approach will play a big part in the person's response.

"Make it known early in the process that you're not expecting your networking connections to do the hard work for you," says Diane Crompton, author of the books "Seven Days to Online Networking" and "Find a Job through Social Networking." "In other words, if you want them to introduce you to a contact at their employer, say something like 'I'm not expecting you to endorse me for this position or intervene on my behalf.' This will take the emotional burden off of them should they feel too much ownership in your job search process."

If your networking contact is new, or someone you don't know very well, it's especially important to make it know that you'll be the most active part of the equation, Crompton says. For example, "Ask if you can use your contact's name as a door opener to get the conversation going with your desired end recipient. By doing this you've taken them off the hot seat in terms of their involvement," she says.

· Take it off line

InMail, LinkedIn's messaging function, is great for making initial contact with someone. But once that's done, move the conversation to email or a phone call. Not everyone checks their LinkedIn profile consistently, so communicating this way is often ineffective and slow.

If you're browsing your connections and find out that someone you know pretty well works at a company or has a connection of interest, you can even skip the InMail message altogether.

For example, says Beshara, "Once you find somebody you know at an organization, call them up and say 'Hey Mary, this is Tony, I understand you work with Leroy, and I'd like to get a hold of him. Can you tell me a little bit about him, or what's going on at your organization?' That sort of thing."

When making introduction requests:

· Let your contact know it's coming

If you plan on asking a contact for an introduction and have his email address, send him a "heads up" to let him know it's coming. Doing so will help you gauge his reception to your request, Crompton says. "[Plus], not everybody is active on LinkedIn everyday and this will ensure that your message doesn't sit in their LinkedIn Inbox for a long period of time," she says.

· Make a good first impression

Something that not all job seekers realize before they send introduction requests: "When using the 'Request an Introduction' function on LinkedIn, you'll need to create messages to your 'bridge' (middle) contact as well as to the end recipient," Crompton points out. "Keep in mind that both people receive both messages, so if you're on a casual name basis with the introducer you'll still need to keep the communication more formal and professional, knowing that your end recipient will also get the message you sent along to the middle connection."

When researching companies

· Find the hiring manager

If you're interested in a particular job, try finding the hiring manager for the position on LinkedIn. Job descriptions will often include the title of the person the job will report to.

If the position reports to the director of marketing, for example, pull up the company page, and see if you can find the person with this title. If you do find the hiring manager, "it's absolutely OK to reach out to him or her directly," Beshara says. If the person's email address isn't listed, you can often find the company's email format online (for example, FirstName.LastName@companyX.com), and you can plug his or her name into this format.

· Look at who they hire

Browsing company profiles and looking at the company's LinkedIn page will not only give you a better idea of whether or not you're the type of person the company usually hires, but will also clue you in about potential alumni connections you may have missed.

"You can look at employee profiles and find out what kinds of people the company has hired in the past, what companies employees come from, if you went to school with any of them , etc.," Beshara says.

Feel free of tenshion going to your first job.

Worrying fails to accomplish anything, yet that certainly doesn't stop anyone from doing it, especially when they start their first-ever full-time job. For those in that position, here are some tips to make your first few days and weeks on the job as stress-free as possible:

Know that your worries are normal, but also irrational

Everyone experiences doubts before they start a new job, and -- unfortunately -- those worries might be amplified for the first few days after you start. It would actually be unusual if you didn't ask questions to yourself like, "Am I right for this job?," "Can I handle these responsibilities?" and "Do my co-workers think I'm a fool?"

If you find yourself asking these questions, just remember that your company hired you for a reason. As you are probably well aware of, companies do not take hiring someone for a full-time job the least bit lightly. They've reviewed your résumé, dissected your interview and have decided that they want to pay you to work for them. Yes, you're going to make mistakes. Just try to learn from them and not make them again. As long as you put forth an effort during the workday and don't slack off, you'll be just fine.

If you feel overwhelmed, prioritize

You'll probably feel overwhelmed in the first few days or weeks of your job, because everything will be new to you. You'll probably have a number of things to get done that have been handed down to you by your supervisor, and possibly by several different people, depending on your situation.

When you feel overwhelmed, be sure to prioritize. It's perfectly acceptable to go to your supervisor and say, "I have this, and this and this on my plate. I'll most definitely be getting them all done, but I wanted to know from you which task is the most important, and how I should prioritize these tasks." You will most likely have some tasks that take several hours, days or even weeks to complete. The people around you know this, and -- unless there's a specific deadline -- aren't expecting you to get everything done in the first day or week.

Be on time

Be on time in the morning and don't make it a habit to leave early. If you have a doctor's appointment or another conflict, that's fine, but let your manager know as early as possible. If you know on Monday morning that you have a doctor's appointment on Thursday afternoon, tell your supervisor on Monday morning, not late Wednesday, and certainly not on Thursday. Also, before you leave the office each day, be sure to go to your supervisor and ask them if there's anything you can do before packing up your stuff. Sometimes you just want to get out, but your manager will really appreciate if you check in with him or her before leaving.
Gather a crew for lunch

On one hand, you can save a lot of money and eat healthier by bringing your lunch to work. Still, when you start out, try gathering a crew of fellow co-workers to go eat with once or twice a week. Lunch break is a social time, and building relationships at your office is very important. Not only will you be happier during the day if you like the people around you, but it's also important for your job security; you want people to care about you and "have your back." As long as you act genuinely and give people and chance to get to know you, developing meaningful relationships should not be a problem.

What an interviewer wants?

When you're job searching, simply getting the attention of potential employers can be a challenge. Of course, there are always a few tricks to keep employers intrigued, no matter what job you're eager to land. Wondering what hiring managers want to see? Here, job-search experts weigh in on what makes job applicants irresistible:

Presenting a stable work history

Employers need to see consistency on a résumé. "Many companies these days are not interested in people who have changed jobs every few years," says Joseph Kotlinski, a partner at Winter, Wyman & Co, a recruiting firm. "If you were out of work for a number of months, show a prospective employer that you stayed busy by taking classes [or] volunteering."

Make the résumé come to life

These days, simply handing over a one-sheet résumé is not enough. Most employers are eager to see an online showcase of your work. "While résumés are static, a link to an online portfolio can give it new life and meaning," explains Nathan Parcells, chief executive of InternMatch.com, a service that matches employers with interns.

"Marketers that include a link to their blog or engineers that include a link to their GitHub profile help prove that they are more than just words on paper and leave a lasting impact on employers."

Showcase awards on your résumé

Don't let notable awards be an afterthought, says Dawn Rasmussen, president of Pathfinder Writing and Career Services. Instead, list any achievements in the top third of your résumé because employers want to find people who are publicly recognized for their work.

"The types of things to put in this section include industry, peer, supervisor, subordinate or partner recognition awards (not financial incentives), speaking engagements, relevant industry presentations, any articles in industry publications that you might have authored [and] patents." she says.

Demonstrate listening skills

"Show that you are really listening," says Jennifer Kahnweiler, author of "The Introverted Leader." "You can get so focused on crafting the next right response that you may miss out on what is most important to your potential employer." To demonstrate your listening skills, take advantage of any opportunities that ask you to paraphrase what your interviewer has shared.

Understand company initiatives

It's not enough to quickly browse the company's website an hour before your first interview.

"Demonstrate your dedication and interest in the company," says Jessica Miller-Merrell, chief executive of Xceptional Human Resources. To gain an insider perspective, browse LinkedIn and industry publications and look for news interviews with key executives. Learning as much as you can about the company also helps when it comes time to discuss compensation or work-life balance, she says.

Explain what you can do for them

A sure bet to get hiring managers to pay attention is by delving into how your experience can benefit the company. Career coach Malcolm Munro suggests describing two aspects: "How your experience can help the company solve its problems, and how your experience can help the company make money." Before each interview, take time to tailor your response.

Ask the right questions during the interview

The flow of the interview shouldn't be a rigid question and answer session. Instead, end the interview by discussing a few well-thought-out questions with the interviewer. "Two invaluable questions for the person who might be your future boss are: What keeps you up at night? And, how will you measure success?" Kahnweiler says.

Don't forget the follow-up

Sending a thank you email or card should never be an afterthought. Forgetting to do so or simply running out of time can prevent you from advancing to the next round of interviews. Not all employers abide by that principle, but many are eager to see that you're dedicated to landing the position. "Dropping a handwritten thank-you note into the mail immediately after an interview can make all the difference in getting hired or not," Parcells says.

When you're job searching, simply getting the attention of potential employers can be a challenge. Of course, there are always a few tricks to keep employers intrigued, no matter what job you're eager to land. Wondering what hiring managers want to see? Here, job-search experts weigh in on what makes job applicants irresistible:

Presenting a stable work history

Employers need to see consistency on a résumé. "Many companies these days are not interested in people who have changed jobs every few years," says Joseph Kotlinski, a partner at Winter, Wyman & Co, a recruiting firm. "If you were out of work for a number of months, show a prospective employer that you stayed busy by taking classes [or] volunteering."

Make the résumé come to life

These days, simply handing over a one-sheet résumé is not enough. Most employers are eager to see an online showcase of your work. "While résumés are static, a link to an online portfolio can give it new life and meaning," explains Nathan Parcells, chief executive of InternMatch.com, a service that matches employers with interns.

"Marketers that include a link to their blog or engineers that include a link to their GitHub profile help prove that they are more than just words on paper and leave a lasting impact on employers."

Showcase awards on your résumé

Don't let notable awards be an afterthought, says Dawn Rasmussen, president of Pathfinder Writing and Career Services. Instead, list any achievements in the top third of your résumé because employers want to find people who are publicly recognized for their work.

"The types of things to put in this section include industry, peer, supervisor, subordinate or partner recognition awards (not financial incentives), speaking engagements, relevant industry presentations, any articles in industry publications that you might have authored [and] patents." she says.

Demonstrate listening skills

"Show that you are really listening," says Jennifer Kahnweiler, author of "The Introverted Leader." "You can get so focused on crafting the next right response that you may miss out on what is most important to your potential employer." To demonstrate your listening skills, take advantage of any opportunities that ask you to paraphrase what your interviewer has shared.

Understand company initiatives

It's not enough to quickly browse the company's website an hour before your first interview.

"Demonstrate your dedication and interest in the company," says Jessica Miller-Merrell, chief executive of Xceptional Human Resources. To gain an insider perspective, browse LinkedIn and industry publications and look for news interviews with key executives. Learning as much as you can about the company also helps when it comes time to discuss compensation or work-life balance, she says.

Explain what you can do for them

A sure bet to get hiring managers to pay attention is by delving into how your experience can benefit the company. Career coach Malcolm Munro suggests describing two aspects: "How your experience can help the company solve its problems, and how your experience can help the company make money." Before each interview, take time to tailor your response.

Ask the right questions during the interview

The flow of the interview shouldn't be a rigid question and answer session. Instead, end the interview by discussing a few well-thought-out questions with the interviewer. "Two invaluable questions for the person who might be your future boss are: What keeps you up at night? And, how will you measure success?" Kahnweiler says.

Don't forget the follow-up

Sending a thank you email or card should never be an afterthought. Forgetting to do so or simply running out of time can prevent you from advancing to the next round of interviews. Not all employers abide by that principle, but many are eager to see that you're dedicated to landing the position. "Dropping a handwritten thank-you note into the mail immediately after an interview can make all the difference in getting hired or not," Parcells says.