Managing Workplace Stress

It is probably fair to say that we could replace several of the recent government bailouts with the money we lose through badly managed workplace stress. All of you, and probably most people in the business world, know by now that billions and billions of dollars are lost each year due to mismanaged stress and emotions in the workplace. But is enough being done about it?

Given the times we are in, the likelihood that even if you personally may be managing your stress, up to 84% of those who work for you are not, and (according to recent findings*) are experiencing stress impacting their physical and mental state. So, I thought it might be helpful to pinpoint the most common causes of workplace stress (some may surprise you!), and to look at some simple solutions, for both leaders and employees. (The ten most common causes of workplace stress are placed in order according to a recent national study**):

Feeling a lack of control – either of one’s job or of the outcome of it: leads to the highest stress levels we see in the workplace, resulting in increased absenteeism and reduced productivity.
Poor communication (up and down the chain of command): leads to decreased performance and increased stress responses such as irritability and anger
Lack of appreciation: leads to the type of stress that results in lack of interest or motivation and apathy.
Lack of feedback: leads to anxiety about meeting expectations and resulting stress responses such as reduced discernment and care.
Job/career ambiguity (and rumors) results in a feeling of helplessness: leads to mistrust, anxiety and often, a lack of enthusiasm and commitment.
Unclear policies/lack of direction: causes uncertainty and undermines confidence
Office politics & unfairness: leads to less trust in leadership, reduces morale and slows performance
Change that is unannounced or not explained in a satisfactory manner: leads to unease, negative attitudes and poor performance.
 Random interruptions, including through technology, phone calls, walk-by visits, and impulsive or un-expected demands: leads to reduced focus, & concentration and increased angst.
The Treadmill Syndrome – too many responsibilities and working around the clock: leads to reduced discernment, reduced performance, reduced productivity, non-specific ill-health and ultimately burn-out.

**Based on studies carried out by The Global Business and Economic Roundtable on Addiction and Mental Health, and *Harris Interactive for the American Psychological Association.

Some AEM Suggestions:

The obvious includes:
Time management
Prioritizing workloads
Delegation of responsibilities
Clarification of expectations

The not-so-obvious includes:
The Human Factor – Be available, and take time to connect with people; & manage your own state to create positive experiences.
Communicate clearly expectations and goals – and ensure you are in a centered state when you do (breathe!)
Listen, listen and listen. (Everyone has potential for positive input!)
Call people immediately on negative comments & rumor spreading
Do not assume anyone knows what they ‘should know’; if you aren’t sure that they know, communicate!
Never assume anyone has the same perspective as you do
Although it’s not advised to be alarmist, be honest about threats and obstacles – remember that there is no such thing as a secret!
Give daily or weekly feedback and always include authentic, sincere shows of appreciation
Take steps to continually improve communication – use the Talking Stick!
Demonstrate self-awareness and personal stress/emotional management (and when you slip up, admit it and demonstrate self-correcting)

Acknowledge that workplace stress management is a leadership responsibility. Applying the necessary concepts to reduce stress and negative emotions, one step at a time, can create the tipping point for you and your organization or business to not only survive but flourish.

By
Jennifer Day