Teams that are not all in one location might need to work outside of traditional hours from time to time. However, the blurring of work and personal time is a significant source of job stress. To combat this, set clear guidelines and follow them.
Look into flexible work policies. If you want a highly adaptive team, then create an adaptable work environment.
Give your employees flexibility by allowing them to work staggered hours, taking into account their varying needs. Hold one-on-one meetings to understand those needs and find alternative arrangements for people who are struggling with work-life balance. Decades of data have confirmed that higher employee engagement, or the strength of the mental and emotional connection an employee feels toward their workplace, has many positive benefits — including reduced stress , improved health and job satisfaction, as well as increased productivity , job retention, and profitability.
Be transparent. If your team members are confused about how their work connects to and serves both the short- and long-term company goals, they will naturally become more stressed and less productive — especially in times of uncertainty. Part of your job is to help them see the big picture, or the role they play in helping the company achieve its larger goals.
If they are curious about something that you are unable to share, be transparent about why. You want to reduce the stress that accompanies ambiguity. One study of 2. Make sure people are in the right roles.
If your team members loathe doing their jobs, then they are naturally going to be less engaged. To ensure that their talents and strengths are aligned with the expectations and responsibilities of their roles, check in with each of your direct reports regularly.
Use the information you gather to assign projects they will find meaningful, and follow up to ensure they have the tools they need to succeed. Give as much autonomy as you can.
When possible, give your team control over how they manage their projects. Skip to main content. Home Work. Work-related stress. Actions for this page Listen Print. Summary Read the full fact sheet. On this page.
Symptoms of work-related stress What are the main work-related stressors? Causes of work-related stress Self-help for the individual Benefits of preventing stress in the workplace Work-related stress is a management issue Where to get help.
Symptoms of work-related stress The signs or symptoms of work-related stress can be physical, psychological and behavioural. Physical symptoms include: Fatigue Muscular tension Headaches Heart palpitations Sleeping difficulties, such as insomnia Gastrointestinal upsets, such as diarrhoea or constipation Dermatological disorders. Psychological symptoms include: Depression Anxiety Discouragement Irritability Pessimism Feelings of being overwhelmed and unable to cope Cognitive difficulties, such as a reduced ability to concentrate or make decisions.
Behavioural symptoms include: An increase in sick days or absenteeism Aggression Diminished creativity and initiative A drop in work performance Problems with interpersonal relationships Mood swings and irritability Lower tolerance of frustration and impatience Disinterest Isolation.
What are the main work-related stressors? They include: Organisation culture Bad management practices Job content and demands Physical work environment Relationships at work Change management Lack of support Role conflict Trauma. Causes of work-related stress Some of the factors that commonly cause work-related stress include: Long hours Heavy workload Changes within the organisation Tight deadlines Changes to duties Job insecurity Lack of autonomy Boring work Insufficient skills for the job Over-supervision Inadequate working environment Lack of proper resources Lack of equipment Few promotional opportunities Harassment Discrimination Poor relationships with colleagues or bosses Crisis incidents, such as an armed hold-up or workplace death.
Self-help for the individual A person suffering from work-related stress can help themselves in a number of ways, including: Think about the changes you need to make at work in order to reduce your stress levels and then take action. Some changes you can manage yourself, while others will need the cooperation of others.
Talk over your concerns with your employer or human resources manager. Make sure you are well organised. List your tasks in order of priority. For over 25 years Jackie has designed and presented keynotes and workshops on stress management, diversity, workplace harassment, motivation, and communication skills. Take the 5-min. But strained employees don't treat your customers well enough and cause problems like: Loss of intellectual capital: Stressed-out employees don't focus on quality and improvement.
With overwhelming workloads and going so fast, employees don't have time to make the process better. Source: Dr. Martin Seligman's research on "learned helplessness. Source: Jonathan Torres, M. Workplace violenceWork shouldn't be a scary place, but it is for many: On average 20 workers are murdered each week in the U. To understand how much stress costs you, management can begin by answering these questions: How can you help identify and relieve employees' main stressors?
Train all to do their jobs more efficiently and safely. If an employee has her child's soccer game to attend, for example, other team members could cover for her; a wonderful motivator. Price Waterhouse Coopers employees receive a pop-up reminder when sending an e-mail on a weekend: "it's important to disconnect and allow others to do the same.
Please send your e-mail at the beginning of the workweek. HomeBanc Mortgage Corporation in Atlanta gives employees 24 "being there" hours for times they need a couple hours to take care of personal responsibilities without using vacation time.
Employees pay for the services, such as dry-cleaning, but not for the concierge service itself. Offer it year-round, during the summer when school's out or before and after school hours. Unraveling the Great Resignation. Continue Reading. Business of Well-being. Featured Reading.
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