You’ve finished up your exams and now have some time to relax. However, you want to make sure you don’t lose focus. Suvi Inkinen shares her tips on staying motivated while having a restful summer With the CAP1 and CAP2 exams completed for the summer, some students might feel a slump in their productivity or worry they will get out of their established study-work-life routine. Here are a few ways to stay active while getting a much-needed break. Upskilling The summer is the perfect time to upskill in ways that may be unrelated to work.  For most students, it is a slightly quieter period and thus is great for branching out into different work-related tools. For example, teaching yourself how to use various digital assets. This is a good way to keep the brain active during summer. Prioritise your health Students should learn to prioritise their health to maintain an excellent work-life balance.  Working or studying late some evenings is a must, but students should always ensure that they’re getting enough exercise and rest.  A simple way to ensure a good work-life balance is to take your lunch break and have it blocked off on your calendar every day. If I’m working from home, I love to head out on a walk during lunchtime.  Another fantastic way to ensure there is balance in your busy life as a Chartered Accountancy student is to get actively involved in related societies, such as CASSI (or regional societies for Dublin, Cork, Ulster, Galway, Mid-West, Midlands and Limerick) for students or Young Professionals (YPs) once you qualify.  CASSI & YPs provide academic content through webinars, CPD events, exam top-tips and career evenings throughout the year, along with social activities such as BBQs, quizzes, cruises and weekends away with fellow Chartered Accountants. Prep for the next term? I recommend taking a break from studying over the summer period and starting fresh once the term begins.  The Institute’s exams are much more challenging than any college exam (in my opinion), and your brain deserves a break before starting again in September.  I always find myself motivated to begin studying again after taking time off and relaxing. You’ll have plenty of time to study before the next set of exams! CASSI CASSI is there for students, and you can contact us through any of our socials, which include: Email Address: cassinetwork@gmail.com Instagram: @cai_student_society LinkedIn: Chartered Accountants Students Society Ireland Our CASSI Education Officer prepares an exam survey sent to students via the Institute’s student affairs team after each exam. I recommend that students complete this survey as the results are brought to the Institute for review when assessing the marking scheme. This contributes to how exams are run in the future, ensuring your needs are being met. Suvi Inkinen is a Risk Assurance Associate at PwC Ireland 

Addressing underperformance requires a thoughtful approach that considers the underlying reasons behind it. Moira Grassick outlines ten essential steps to manage underperforming employees effectively Poor employee performance affects both the worker and your wider business. Underperforming employees can have a domino effect. When colleagues see one employee slacking, their own motivation can decrease. In some cases, an employee may be genuinely trying but is simply incapable of hitting their targets or meeting your business’s standards. Here are ten simple steps to deal with an underperforming employee fairly and effectively. Know what you want from the employee If an employee is underperforming, first be clear on what level of performance you want and consider if the relevant standards have been properly communicated to them. Confusion is unavoidable if either party isn’t aware of the required standards.  Begin with an informal approach When addressing a performance issue for the first time, approach it informally by conversing with the underperforming employee. This doesn’t mean the issue goes unaddressed; it simply means no formal disciplinary action will be taken at this stage. Approach this conversation with an open mind and empathise with the employee if their issue is personal.  Let the individual know that you have concerns The first practical step is to let the employee know that you have concerns regarding their performance. This should be done in a private conversation with them. This isn’t a formal hearing, so there’s no need to formally invite the employee with notice. Again, it’s best to approach this conversation in a personal, friendly manner.  Identify the problem Enquire as to the reason for the employee’s underperformance. This is necessary to establish what subsequent action you need to take. If they can perform better but simply choose not to, tell them that they must improve. If they can do the job (they’re trying hard but still can’t perform well), identify how you can help them. For example, the employee may need further training or supervision. If the reason is health related, it may be necessary to obtain an expert medical opinion. If they have a disability, reasonable accommodations to the workplace may need to be considered.  Refer to further consequences Although you’re dealing with the issue informally, let the employee know that you may need to begin a formal disciplinary procedure if they show no signs of improvement. Monitor performance Keep tabs on the employee’s subsequent performance. The level of monitoring required will need to be considered on a case-by-case basis. The employee is unlikely to appreciate overbearing scrutiny as they seek to improve, so handle this aspect sensitively. Revisit the issue If the employee’s performance doesn’t improve, or another dip follows a temporary improvement, revisit the issue. Speak to the employee again, pointing out that your previous discussion and/or any help provided doesn’t appear to have had an effect. Again, ascertain what the reasons are for the underperformance. Consider a formal procedure If insufficient improvement or explanation is provided, consider implementing a formal disciplinary or capability procedure with the employee. Formal disciplinary processes must follow the steps set out in your written policies. These processes must follow fair procedures and the principles of natural justice. Formally invite the employee to these hearings and inform them of their rights, like the right to be accompanied, the right to state their case and the right to appeal any decision that goes against them. Complete the process promptly Deal with the process efficiently ─ don’t allow the issue to drag on. Where you have prescribed timeframes in your procedures, stick to them. Be consistent Act in accordance with previous cases of a similar nature to ensure a consistent approach in terms of assistance provided or, if appropriate, sanctions issued. In addition to these tips, communicate clearly with any employee going through a disciplinary process and keep good written records of all the steps you have taken to address the issue. Moira Grassick is Chief Operating Officer of Peninsula Ireland

How do employers attract and retain Gen Z? Full-blown member David Boyd explains The oldest members of Gen Z are now 26, only a few years out of university, an experience shaped by an abrupt shift to online learning, disrupted exams and prohibited socialising. Then the introduction of remote work put individuals’ priorities into perspective. So what does this mean for Gen Z in the workforce? Great Place to Work identified that Gen Z are the largest generation, 32 percent of the global population. By the year 2030, the number of Gen Z employees is anticipated to triple. While they are educated, skilled, socially conscious and resilient, their full potential is as yet unknown. Having grown up with evolving technology, they are more adaptable to change and accepting of efficiencies at work. Additionally, Gen Z want to work for an organisation that sees them as an individual, not a number. As this generation loves learning and puts diversity and inclusion first, a company’s culture can be their first non-negotiable factor in applying for a job. Forget the generalisation that all of Gen Z are “quiet quitters” because what they really want is transparency, action on diversity, and social and environmental responsibility from an organisation that will support their career development. Generation X and Millennial employers should be mindful of Gen Z’s use of anonymous review websites and social media platforms to assess organisational culture. Therefore, organisations should consider if their digital platforms feature people from diverse backgrounds and show support for LGBTQ+ communities, and their online presence is authentic, showcasing their values. Gen Z are said to be the most selective generation, who will change jobs and employers for better opportunities and value alignment. They pay close attention to the types of interview questions asked, particularly if the interviewer is empathetic towards their happiness in the role and good cultural fit. Some people hold the misconception that what Gen Z want at work is a Google-style lounge area and activities but what they really want is holistic benefits, particularly flexibility. Gen Z have experienced working remotely and so are keen to optimise their time outside work to meet their commitments and achieve ambitions. They are unwilling to compromise their vision to fit into a culture that does not fulfil their expectation to live outside working hours. Of course, flexibility includes more than just flexible working hours; it means internal mobility through acquiring a new skill or role. It is unlikely that Gen Z will settle in one role for the duration of their career without the opportunity for growth and development. A study by LinkedIn found that 40 percent of Gen Z are willing to accept a pay cut for a role that offers better career development. A further 70 percent had experienced a career awakening, initiated by the pandemic. Symptoms included boredom, a craving for more work-life-balance and the desire for a job aligned with their passions. Organisations that strive to attract and retain Gen Z should commit to making a strong initial connection with employees, utilise technology for efficiencies, take action on social and environmental global issues, and provide support for employees’ personal and career development. David Boyd is a Graduate Consultant at Grant Thornton in Northern Ireland

Leaving work to go on holiday can be stressful. Moira Dunne outlines how to prepare effectively so you can really enjoy your break The week before we go on holiday is often the busiest of the year. We become super-productive as we crack through our ‘To Do’ list to clear tasks before we leave. The hard deadline of that final day provides a sharp focus. This helps us stay on track and avoid the usual distractions. I bet you don’t take an extended coffee break on the afternoon before your holiday! Here are three key tips to optimise your last week at work before your holiday. 1. Prioritise, prioritise, prioritise Most people I know have more work to do than they have time to do it. It is important to prioritise every week, but particularly the week before you finish up. Consider the work you have to do and decide: What is important (high priority) and what is nice to have (low priority)? What needs to be done this week, and what can be pushed out? What can be handed over to someone else? The looming deadline of a holiday helps us act more assertively. We can’t say yes to everything as we won’t be at the desk to complete it. So, we negotiate priorities and deadlines because we have no choice. 2. Capture everything In the final days before your holiday, you will be really on top of your workload. Capture everything now so that you get the benefit when you return. Update all your project plans and task lists. This frees your brain to help you switch off quickly. It also helps you get back up to speed when you return refreshed and relaxed from your holiday. 3. Plan the first week back Capitalise on that high-focus period before your break by planning your first days back in the office before you finish up. You may want to ease back into work with a low-key schedule or hit the ground running with some key meetings. Either way, planning ahead will help you switch off during your time off, so you can really rest and recharge. Moira Dunne is a Productivity Consultant and founder of beproductive.ie  

Jean Evans explores how the language women use at work can adversely affect their career prospects and how they can change it The way women use language can sometimes be perceived as undermining their confidence. It’s something women have been conditioned to do and it’s a part of how they communicate. No matter how expert, qualified or senior a woman is in the workplace, the consequences are the same. They are often unaware of the negative impact using self-defeating language can have on their career progression and professional life. Confidence and how women (and men) are perceived is often subliminal and imperceptible. Confident people get promotions, access to projects, support, financing and so much more. So, what happens when a woman is not confident at work? What happens when she undermines herself consistently without even realising it? What happens when her choice of words expresses a lack of self-belief or imposter complex? The result is that she may be turned down for a new job, passed over for a promotion, not given access to projects, or financial support ... the list goes on. Several factors can contribute to this perception: Hedging: Women tend to use more hedging language or qualifiers in their speech, such as “I think”, “maybe” or “sort of” to soften their statements or appear less assertive. This can create an impression of uncertainty or lack of confidence along with a need for validation from others. Apologising: Women often apologise more frequently than men, even when it may not be necessary. Apologising unnecessarily can give the impression that a woman lacks confidence in her opinions or actions. Politeness: Women are often socialised to be more polite and accommodating in their speech. While politeness is generally valued, it can sometimes be perceived as a lack of assertiveness or confidence. Upward inflection: Women sometimes use upward inflection, or ‘uptalk’, at the end of their sentences, making statements sound like questions. This can make them seem as if they are doubting themselves and seeking outward validation. Minimising achievements: Women often downplay their accomplishments or use self-deprecating humour to avoid appearing boastful. While this may be a way to navigate social norms, it can also inadvertently undermine their perceived confidence in their achievements. Minimising the intrusion: This often shows up as “I’m just ...” The word ‘just’ is heavily tied to point 2 in this list – apologising for intruding on someone by email, phone, etc. It’s important to note that these linguistic behaviours are not inherently indicative of a lack of confidence. No matter how expert she may be in her field, any woman may still fall into these linguistics patterns. They can be influenced by societal expectations and unconscious bias. But the fact is that every time this undermining language is used, women lose out. What’s the antidote? Firstly, it’s about women becoming aware of how they speak and write. My advice is that, if you can engage a coach or have a trusted bestie, mention this to them and ask them to highlight any linguistic tendencies that may not be serving you. After a few goes, you will become aware of when you’re doing it and then you can start redefining your speaking habits to back up just how confident and able you actually are. I had a coaching client recently who used the word ‘just’ a lot. I asked her to reread her emails before sending them and to catch herself whenever this word popped up. She texted me back the very next day to say her confidence had shot up exponentially because of this seemingly minor change. She hadn’t even noticed until then how she had been apologising for almost everything! And that was her first step towards a really positive change. Jean Evans is Networking Architect at NetworkMe

We all experience anxiety at times, after all, it is a normal and natural response to stressful and dangerous situations. It is our body’s way of keeping us safe and has been critical to our survival as a species. It can focus our attention, helps us react, and even improve our performance in certain situations. Anxiety is described as uncomfortable feelings of nervousness, worry, uneasiness and tension. A healthy amount of anxiety is perfectly ok and expected but what happens when it builds up and becomes difficult to manage? Signs of Anxiety Anxiety is a common state, it is estimated that one in nine people will experience anxiety in their lifetime. Anxiety affects people in different ways, but it has physical, emotional, and behavioural effects and signs. Signs of anxiety include: Being on edge, restless or irritable, feeling a sense of dread Difficulty concentrating or making decisions Repeatedly checking things or seeking assurance from others Avoiding situations or putting off doing things Change in eating habits – increased or decreased appetite, craving junk food Dizziness or trembling Sweating Racing heart Shortness of breath Physical aches or pain – headaches, stomach problems and nausea, diarrhoea, muscle tension or pain, jaw clenching Sleep problems – disturbed sleep, tiredness, nightmare, teeth-grinding Pins and needles A dry mouth Types of Anxiety There are several kinds of anxiety that can affect individuals and have varying symptoms and triggers. Here are the most common types of anxiety: Generalised Anxiety Disorder is the most common type of anxiety where sufferers feel constantly and excessively anxious about a wide range of situations and issues. Social Anxiety is characterized by an intense feeling of anxiety and self-consciousness in everyday social situations. Severe forms can cause a person to experience symptoms almost anytime they are around other people. Panic Disorder is an anxiety which causes regular panic attacks with no particular triggers. It is bouts of intense fear that are often accompanied by physical symptoms such as chest pain, racing hear, shortness of breath, or dizziness. Obsessive Compulsive Disorder (OCD) is repeated unwelcome thoughts and/or a compulsion to carry out repetitive behaviours that can be difficult to ignore. Post-Traumatic Stress Disorder (PTSD) is an anxiety that is triggered by very stressful, frightening or distressing events. PTSD sufferers often relive these traumatic events through nightmares and flashbacks, and may experience feelings of isolation, irritability and guilt. Tips to help with anxiety The causes and kinds of anxiety are complex. Anxiety requires treatment such as psychotherapy in the form of talking therapy, cognitive behavioural therapy (CBT) and/or exposure and response prevention (ERP) or in the short-term, anti-anxiety medication. However, there are many things you can do to help you learn how to manage feelings of anxiety. Keep a mood diary- Check in with yourself on daily basis and take note of how you are feeling at different times, rating how anxious you are feeling on a scale of 1-10. List what you are feeling anxious about and if there are things you can do to ease those feelings. Make time- If you are feeling particularly anxious, set aside some ‘worry time’ to go through your worries. When that time is up, consciously focus your thoughts on other things. Challenge unhelpful thoughts- Our thought patterns can exacerbate our feelings of anxiety and lead to negative and unhelpful thoughts. Challenge these thoughts and do not accept them as fact. Ask yourself: Is there evidence that confirms your thoughts Is there another way to look at it If you were to think positively about the situation, how would you view it Talk about your feelings - Telling someone about how you are feeling can help make things clearer for you. Relaxation techniques – Breathing and mindfulness exercise help keep you in the present moment and help your mind and body take control of a situation. Lifestyle factors- Eating healthy, regular exercise and getting plenty of sleep can improve your mental and physical wellbeing and burn off anxious energy. If anxiety is affecting you or someone you love, the Thrive Wellbeing Hub is here to offer advice, information and support on anxiety and for those who need it, we can arrange professional counselling. You can contact the Thrive wellbeing team by email at: thrive@charteredaccountants.ie or by phone: (+353) 86 0243294.