Friday, December 2, 2022

How Do You Manage Stress Among Your Team Members

Socialize With Your Team And Prioritize Relationships

What causes workplace stress?
  • Encourage your team members to connect with each other, both inside and outside of work
  • Boost the morale of the employees, by holding office-wide competitions, events or group outings
  • Drop your ego and emotions on the door and maintain a good relationship with your team members. Dont maintain wishy-washy kind of relationship with your team

Provide A Restorative Break Environment

It’s been shown time and again that healthy eating lowers stress. So make sure employees have more access to fruit, salads, water, and tea for their food breaks and decrease the presence of vending machines packed with candy and sugary drinks. Healthy eating is also about how the employee eats: make sure they can take their time to eat and relax, instead of grabbing quick bites under the cash register while nobody is looking.

Offer Movement Or Fitness Incentives

Especially in sedentary office environments, reminding your employees of the benefits of walking away from their desks and engaging in planned movement can help with stress reduction. Taking a quick walk or doing a few stretches can help remove an employee from their work physically, but also help them clear their minds of stressful thoughts. Consider scheduling short group movement breaks for your team and encourage them to take their own until it becomes a healthy habit.

If possible, your company may also encourage healthy lifestyle habits in other ways, such as offering subsidized gym memberships, company sports teams or fitness contests among different departments. These options not only promote physical and mental health but they encourage work-life balance and create camaraderie among coworkers.

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Be Prepared For Follow

Depending on your answer and the employer, your interviewer may ask you follow-up questions. Be prepared to expand on or explain your answer if they want to know more details or understand the context of how you handle stress as related to the position. Here are a few examples of follow-up questions you might be asked:

  • This position requires the ability to deal with ambiguity. How do you handle stress when there are no clear answers?
  • How do you handle stress when you must make difficult decisions?
  • How do you handle stress when it involves others?
  • Do you think there are healthy forms of stress?

Related: What to Bring to a Job Interview

Ways Great Managers Can Help Reduce Stress In The Workplace

10 Strategies for Managing Stress in the Workplace

During these uncertain times, employees’ stress levels have greatly increased due to the heavy implications of coronavirus. Many employees are looking to their organizations and managers to remedy their stress and gain answers in efforts to find out whats next. Aside from COVID-19, all of us need to learn how to cope with stress and learn how to reduce it in any work environment. Great managers tend to eliminate stress by creating a healthy and sustainable workplace environment, which is ideal for employees morale, the scale of business, and organizational growth.;

This data tells us that employees are more concerned with the culture and values of the company and senior leadership than they are with compensation and benefits. In todays uncertain climate, employees are relying on their senior management to be empathetic, transparent, and trustworthy, and all of these qualities and characteristics lead to reduced stress levels among employees. So how can managers minimize employee stress? See our tips below.;

Facilitate and encourage transparent conversations among your team members.;

As a manager, its essential to encourage your team members to be transparent with their feelings, thoughts, and opinions about their workload and organizational shifts. Transparency and open communication foster trust and empathy throughout teams, enabling employees to feel safe, seen, and less stressed.;

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Help Employees Manage Long Hours

Many employees put in more than the typical 8-hour workday. For some shift jobs, working long hours is the norm. For others, increased workload or inadequate staffing may result in more hours spent working. Long work hours tend to be more stressful and lead to physical, mental, and emotional distress. This leaves employees feeling fatigued, less productive, and less likely to make healthy lifestyle choices.

Keep Employees Motivated

Showing appreciation is a great way to encourage and motivate your employees. Find opportunities to recognize employees for their effort and goal achievements. Depending on your area of work, your employees’ time might be spent in long, tiring shifts which can be disengaging when they see their manager putting in a fraction of the time. Show them youre just as dedicated by arriving early, chipping in where you can, and sticking it out to help them get the job done.

Allow for Breaks;

Providing support for your team in their dawn to dusk work schedules is important. But regular breaks are also necessary for your physical and mental health and can improve employee productivity. Encourage employees to take a 5-minute break every hour and a longer break once or twice a day. Lunch and bathroom breaks shouldn’t be the only opportunities to get away from their desks or workstations.

Re-Assess Workload

Triggers Of Stress And Management Behaviours Which Impact:

1.Demand:Employees indicate they are able to cope with the demands of their job.

Triggers which could cause stress;

  • Work overload.
  • Physical environment i.e. lighting, space, temperature, disruptions etc.
  • Psychological working environment: Verbal abuse, inappropriate behaviours.
  • Working long hours not taking lunch breaks/annual leave.
  • People management issues.
  • Identifying if additional resources can be brought in.
  • Awareness of team members abilities and provide training where appropriate.
  • Monitoring workload and refusing additional work when the team are under pressure / setting realistic deadlines.
  • Following through problems on behalf of employees/foster a problem solving approach.
  • Developing action plans and plan/forecast workloads.
  • Review processes to identify improvements.
  • Promote task rotation/job enrichment.
  • Listening but not taking action.
  • Lack of consistency in approach / being indecisive.
  • Panicking and not forward planning workflow and deadlines.
  • Not being aware of team pressures.

2.Control: Employee indicates that they are able to have a say about the way they do their work; and systems are in place locally to respond to any individual concerns.

Triggers which could cause stress;

Positive management behaviours

4.Support: Employees indicate they receive adequate support and information from colleagues and managers

Triggers which could cause stress;

Positive management behaviours

Dealing with individual cases of stress:

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Add Context To These Skills With A Relevant Impactful Example

Now that you know what soft skills you can highlight, start thinking about the times you’ve experienced stress or pressure at work. While you’re thinking through these examples even jotting them down on a piece of paper remember not to focus on situations where you were at fault.

For example, avoid talking about the time you forgot you had a project due the next day. Or that time you took on way too many assignments and struggled to juggle them. These types of examples could portray you as forgetful, unreliable, or overambitious. Additionally, consider coming up with two to three examples that fit the roles you’re interviewing for and their required skills.

What Leaders Can Do To Reduce Employee Stress

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It is easy to think that work and stress go hand in hand. After all, if it were a walk in the park, it probably would not be called work.

Yet, there is a point at which the stress of work can actually become detrimental to ones health. In fact, a recent study by the British Heart Foundation found that two in every five employees say that stress at work has affected their health, by causing them to smoke and drink more, eat poorly, and forego exercise.

Long working hours and intense demands are the primary culprits, but some employees also report difficult bosses and co-workers and poor working conditions as a cause of their stress.

Not only are such high levels of stress harming our health, they also harm businesses. Employees who are sick and worn out not only are less productive, but also are more likely to file a personal injury claim against their employers.

Labour laws require employers to maintain a healthy working environment, which includes protecting mental health and keeping stress in check, and those who do not adhere to those laws and fail to address stressful environments are vulnerable to claims, which can wind up costing millions of pounds in damages.

So what is an employer to do? Eliminating all workplace stress is clearly impractical, since there will always be times when employees need to stay late or face challenges.

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What Is Your Biggest Management Strength

Now is your chance to brag a little, but dont be disingenuous or resort to hyperbole. Describe your biggest management strength;and explain how it benefits your team and helps them get the job done.

While youre doing this, always try to remember that, ultimately, this isnt about you. Its about how your strength integrates with the strengths of others to form a cohesive unit. Find a way to explain your strengths in that light.

Help Your Team Manage Stress Anxiety And Burnout

It can be tough enough to manage your own stress. But how can you, as a manager, help the members of your team;handle their feelings of stress, burnout, or;disengagement?

Because work is getting more demanding and complex, and because many of us now work in 24/7 environments, anxiety and burnout are not uncommon.;In our high-pressure workplaces, staying productive and engaged can be challenging.

Although;its unlikely that the pace or intensity of work will change much anytime soon, theres a growing body of research that;suggests certain types of development activities can effectively build the capacity for resilience.

One approach is to focus on employees;personal growth and development. When I was working at Google as the director of executive development, for example, we focused on helping managers create the happiest, healthiest, and most productive workforce on the planet. Investing in employee personal growth and development from this perspective is the first step in unleashing creativity, enabling potential, and supporting sustainable productivity.

Further Reading

The good news is that there are some very practical and easy-to-implement approaches to personal development that managers and team members can adopt and they arent time-, budget-, or resource-intensive. Here are some approaches to consider, based on the two decades Ive spent working with managers to enhance team resilience and effectiveness.

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Referral To Occupational Health

Occupational Health can advise on supportive measures which may help resolve difficulties with stress.

A referral to Occupational Health should always be considered, but may not always be necessary. Your HR Adviser and if necessary the Occupational Health Adviser may be able to assist with such decisions.

It is advisable that a referral to Occupational Health is made in the following circumstances:

  • When the management relationship with the person has become difficult or broken down
  • When the person is reporting as sick, particularly if the person has already been off work due to stress for two weeks or more
  • Where there are other underlying health problems which may require additional consideration and support eg anxiety and depression which may have been triggered or exacerbated by stress.

Further information, including referral documentation, is available from Occupational Health.

In Fact Give Them More Time Away

Negative Workplace Attitudes Create Conflict And Stress

In managing employees and independent contractors, Ive found that a flexible work environment has greatly helped high-stress employees. Many are juggling careers, families, and more recently aging parents, explains Dr. Sarah Renee Langley, Leadership Coach, Licensed Professional Counselor, and Founder and CEO of LeadHer International.

In our survey, respondents with moderate to high stress in the workplace are 19% more likely to say that flexible hours or working from home would help reduce their stress levels. Additionally, research from Owl Labs states that companies that support remote work boast 25% lower turnover than companies that dont.

Can you offer even just one work-from-home day each week? Can you give your employees a little more breathing room so that they can fit personal commitments whether its kids recitals or dentist appointments in seamlessly with their work life?

Recognize the fact that your employees have lives outside of work and give them even just a few options to take breaks from the stress and distractions of a traditional office environment.

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Listen To Your Employees

The best way to ward off stress from the workplace is to show that you care. The best way to do this is by making time to listen to your employees. Listen to their problems and expectations, and offer appropriate solutions. If your employees feel that you care for them, they will always reciprocate by being more productive and help you take your business to the next level.

Tips For Helping Your Employees To Better Manage Stress

7 minute read

Each April, health care professionals and health promotion experts celebrate Stress Awareness Month, to highlight the high and still-growing number of people who suffer from stress-related issues.

Nowhere are stress management issues felt more acutely than in the workplace. One survey from Paychex found that 70% of Americans ranked their workplace stress as three-out-of-five or higher, and 60% of workers reported feeling stressed in work at least three days a week.

While unpleasant for employees, this has a significant knock-on effect on businesses too. In Australia, for example, stressed employees account for 92 million days of absenteeism per year. Stressed employees are less productive to the tune of US$ 150 billion per year in the United States alone. Thats without adding in the fact that stressed employees incur 50% higher health care costs and leave jobs faster than non-stressed employees.

Non-desk industries are hit particularly hard with healthcare, hospitality, construction and retail top of the list of verticals with stressed-out workforces.

So what can your organization do to help reduce employee stress? Here are Speakaps top 15 stress-busting tips.

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Review The Current Team Workload

If you are a project manager starting to manage workload from scratch then you need to start by reviewing whats currently going on. Perhaps this has been initiated by someone in the team saying they have too much work to do, or perhaps another team manager has called you to say that your guys arent keeping on top of their work and are behind schedule or have missed a deadline for him.

Remember, you can only manage what you know. In a matrix structure, you might have some people who are only available to work on your tasks for a portion of their week, so be sure to get clarity on that. These days, Who is in my team? is definitely not a stupid question!

The fastest way to find the answer is to use task management, capacity planning, or resource management features from your project management software to show you who is working on which tasks. In ProjectManager.com youll find that on the Workload management tool tab.

ProjectManager works as a workload planner and tracker thanks to its project workload and resource management tools. These tools let you see the number of assigned work hours to each team member. The box is green if the team member has a good number of hours; its orange if they are over or under assigned.

In that very same view, you can click the box and instantly reassign tasks to adjust workload. This adjustment is automatically reflected in any project plans on the Gantt chart, the team workload dashboard and elsewhere in our project management tool.

What Are Stressed Employees

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A stressed employee is any team member that feels temporarily anxious, unfulfilled or unsatisfied with some aspect of their work or personal life. Employees can experience both short- and long-term stress. Short-term stress may come from project- or situation-specific instances, such as trying to meet a deadline or making last-minute corrections to a document. Long-term stress may have deeper connections to work practices or lifestyle habits, such as financial concerns or interactions with coworkers.

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Your Take Away For How To Deal With Stress At Work

Different people handle stress differently, so the role of the manager is to improve his or her: awareness by actively observing themselves and the team to find all stressors, trying to prevent stress by creating stress free environments, reduce the level of stress by using relaxation and healthy life mindsets, and finally, cope with the stress by using all the above mentioned tools and practices from Management 3.0 and beyond.;

I will finish this article with the insistence that every leader face and deal with any stressful situation, consider a paradigm shift, remind corporate values, set priorities, better organize time, or in the Management 3.0 language, to better Manage the system, not the people.

Header Photo by Karolina Grabowska via Pexels

How Do I Handle Stress In My Team

Gwenllian Williams offers up advice on recognising the symptoms, understanding the causes, and providing a solution to agent stressCall centres are known to be high-pressure environments and stress is a common problem. However, this doesnt mean you can turn a blind eye. Stress costs businesses millions every year. It has been identified as the most common cause of workplace absence and is therefore one of the biggest threats to productivity and profit.

As a manager you need to be aware of stress from several perspectives. These include:

1.;; ;The common causes2.;; ;The signs and symptoms to look out for3.;; ;What to do if you suspect a team member is stressed4.;; ;Solutions

Causes of stress

There are many causes of work-based stress. In call centres the most common cause is the fact that agents are generally working in react mode reacting to customers, targets and deadlines.

People who are stressed at home are usually stressed at work as well.;

Typical stressors are:

  • Pressure to meet targets on call pick-up and call times
  • Dealing with difficult or angry customers
  • Lack of time away from the phone
  • Having to keep on top of administration
  • Poor team work or lack of support from colleagues
  • Feeling undervalued

We also have to remember that people bring stress into the job. People who are stressed at home are usually stressed at work as well.

Signs and symptoms to look out for

What to do if you suspect a team member is stressed

Creating solutions

Good luck!

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