Success Advice
6 Warning Signs Your Life and Career Are On Autopilot

In our lives and careers, we tend to settle for good enough. We complain about how much we hate our jobs, but then we follow it up with “oh well, it could be worse, at least I have a job.
I was just like this, drifting along and letting life and my career transpire “according to plan.” But there was one problem; I didn’t know who’s plan I was following. From the outside, everyone thought I had it all. A secure job with a six-figure income, a beautiful wife and family, a new house and more.
But inside, it was a different story. I didn’t know who I was or what I wanted and expected out of life. Over time, I found myself burned out and stuck in a job I hated. But without any real plan and direction, I just stayed put. The misery bled over into my personal life, impacting my health and relationships. You may be in danger of this, too.
Check out these warning signs to see if you’re stuck in autopilot, and how to retake control:
1. You’re unsure how to answer the question – what’s most important to you?
You’re constantly busy and don’t stop to think about what things in your life matter the most. Your life is filled with one unconscious choice after another. To retake control, you have to become self-aware and determine what’s most important to you. Decide what you want your life to be like, start prioritizing the steps you need to take to get there.
“There is no passion to be found playing small – in settling for a life that is less than the one you are capable of living.” – Nelson Mandela
2. You never have enough time to do the things you know you should do
Maybe you already know what’s important, but life gets in the way, and you never can find the time to focus on those things. To change your life, you have to change your actions. Retake control by spending less time on Facebook. Limit the hours you spend watching TV. Replace these activities by making time for what’s most important to you and by adding those activities to your calendar.
3. You can’t remember the last book you read
Read or listen to a book? Maybe you’d rather veg out watching you favorite show or playing a game on your smartphone. If this sounds familiar, you’re not alone. According to a recent study, only 14 percent of adults read one or more books per month. Even then, the most read books are mystery, thriller, crime and other fiction books. Reading of any type is good, but to retake control, make sure you’re also reading books that can help you improve yourself and your job performance. And after you’ve read these books, apply what you’ve learned.
4. You lack the motivation and ambition to make changes
You don’t love your job, but it pays well, and your life is comfortable, so you lack the motivation to change. Or maybe you want something different, but you’ve suppressed your goals and desires because of what you think others expect from you. Living your life this way, settling for less that you want and deserve, will only lead to unfulfilled dreams and a life of regret. Retake control by figuring out what motivates you. Rediscover the dreams and desires that you’ve been suppressing and make them a priority in your daily activities.
5. You don’t have a plan for how your life will be different in 3-5 years
If you don’t know where you want to be in a few years, don’t be surprised when you wake up one day and realize you’re living a life you never wanted. While you’re drifting along and letting life happen to you, you’re missing out on all that life has to offer. Without a plan, you can expect a lot of shoulda, woulda, coulda moments when you look back on your life. The first step to retaking control is to create a detailed vision of the life you want. Then, set goals and create a plan of action that will help you achieve the vision.
6. You start your day by checking emails and your social media accounts
What you do each morning to start your day is all about habits – the good and bad ones. If one of the first things you do is grab your phone and start checking emails and your favorite social media account, you’re immediately handing over control of the rest of your day. Instead, start your day with a morning routine that develops and exercises your mind and body. That’s what will put you in control of your day instead of the day controlling you.
“Either you run the day or the day runs you.” – Jim Rohn
Each of these signs was once a direct reflection of my life and career. If you can relate and find yourself settling and wandering aimlessly through life, know that it doesn’t have to be that way.
Just as I did one year ago, make today be the day that you disengage autopilot and retake control of your life. Start by writing down your dreams and goals, and put together a plan that empowers you to start living the life you’ve imagined. You deserve it.
How will you retake control? Please leave your thoughts in the comment section below?
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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