Managers should inspect their contribution to office stress

860

Do your vacation days pile up because you don’t have time to take them? Have you lost track of how long it’s been since you did something social with a friend? Do you have magazines and newspapers that are more than a month old that you still haven’t read? In the last two months, have you been able to have dinner with your family only once or twice a week? Is there an activity that you would love to do but can’t because of work pressures?

Feeling a little stressed? Surveys and research over the past decade reveal that 43 percent of all adults suffer adverse health effects due to stress. 75-90 percent of all visits to primary care physicians are for stress-related complaints or disorders. An estimated 1 million workers are absent on an average workday because of stress related complaints. (Reported by The American Institute of Stress, Yonkers NY)

How are you coping? Are you recognizing any symptoms? Typical initial symptoms usually get ignored until they build up into a real problem. Here are some early warning signs, according to "The High Cost of Workplace Stress" B.L. Anschuetz:

§      Shallow breathing

§      Trouble sleeping

§      Muscle tension

§      Grinding teeth in your sleep

§      Depression

§      Boredom

§      Frequent headaches/colds

§      Irritability/frustration

§      More use of alcohol , nicotine or drugs

Most of us are aware of the personal steps we can take to ease the symptoms of stress. We know the benefits of eating right, exercise, relaxation techniques and a good mental attitude. But when the cause of the stress is coming from your job, treating symptoms can only have a temporary effect.

Workplace stress isn’t going away, but managers and your organizations can do some specific things to ease the strain. Here are a few tips:

Workload: How much of your employees’ workload problem are you contributing to (versus their own work style)? Jobs should be demanding but not based on sheer endurance. Every time you ask one of your employees to take on another project, mentally ask yourself if you are willing to let them give up something else or put it on the back burner. Have an honest conversation with your employees and help them manage their priorities. Never say, "Everything is a priority."

Do you feel the need to do everything to a high level of perfection? Start doing 80 percent well and let the other 20 percent go. Look around for other people who might be able to pitch in. If you’re a manager, there is a good chance you’ve been hoarding work that could develop your employees.

Do your employees have control over their own work? Every job should have some area of decision-making that the person can call his or her own. Researchers in Britain found that people who perceived that they had low job control were twice as likely to develop a coronary event. Involve employees in making decisions that will affect them.

Have you asked people, "What part of your job adds the least value?" Start seeking out work that people could stop doing or do in a better way, such as outsourcing it.

Do your employees have a clear understanding of their roles and responsibilities? If they aren’t sure what’s expected, have to wear too many hats, or are on the receiving end of too many changes, they will feel like they are driving a car with the emergency brake on. Provide clear direction and training. Redesign jobs if necessary.

Are you willing to be creative when employees request more flexibility? Balancing personal and work life is becoming a key issue for employees. Employers who offer more options will have more productive employees and less turnover.

Are you taking steps to correct physical work conditions such as air quality, noise levels, lighting, safety, shift and ergonomic issues?

Do you encourage physical exercise such as stretch breaks or lunchtime walks? Even some small companies have taken some proactive steps such as installing workout rooms and hiring massage therapists to do chair-side sessions.

Do you provide support and recognition? Do you pay attention to your employees on a daily basis and thank them and recognize their efforts? A complimentary note and pat on the back can go a long way. Fun rewards (pizza brought in, a cookout, etc.) can also sustain a group that is working toward an accomplishment.

Do you care about your employees’ careers and take steps to make sure their job is leading to some sort of desirable future. Have conversations at least annually about your employees’ personal and career goals and then take steps to help them make progress. Look for opportunities for job rotations and job redesign and encourage them to learn new skills

When was the last time you did a teambuilding activity? Get together off site if possible, and take time out to reflect on where you’ve been and where you’re going. Throw in some fun, social activities.

Don’t be a stress "carrier." Stay calm and manage your own body language and verbal responses. Your employees will take their cues from you. Too many managers sweep through their work areas like tornadoes, leaving wreckage behind.

Good managers know that employee satisfaction is essential to healthy teamwork, initiative and productivity.  Joan Lloyd’s booklet, 86 Creative Ideas for Having More Fun & Less Stress at Work, is packed with ideas for building employee satisfaction and work/life balance while reducing stress in your workplace.  Guaranteed to give you fresh ideas any company can implement in categories such as: Fun with a Purpose, Building a Family Atmosphere & a Sense of Community, Having Fun at Work for the Sake of Fun, Rewarding Great Performance & Stress Busters!  Also available by return email, in PDF format!