The How’s and Why’s of Helping Employees Manage Stress

The How’s and Why’s of Helping Employees Manage StressWhen your employees have a problem that inhibits their ability to work, it becomes a problem for their teams and the organization as a whole, too. Successful leaders understand that providing employee support is key to maintaining a fully functional, productive workforce. That’s particularly true when it comes to employees who are facing a variety of work-related stress — which so many are these days.

This week, I’ve been reading about why helping employees manage stress is worth employers’ time and how they can go about doing so.

Crafting An Empathy-Driven Approach To Management. Forbes: “I’ve learned it’s best to intentionally approach management in an investigative way; to first understand and empathize with the user (the employee, in this case), and then design solutions that map to their needs. In theory, with this approach, you would have to manage less because you have created processes, structures and plans that support employees’ real needs and wants. The question is, can you really walk in your employees’ shoes and see things from their perspective as a leader?”

Your Employees’ Tech Addiction Is Your Problem. Inc.: “’The more time and effort employees spend keeping abreast of ever-changing applications, struggling through information gluts, trying to understand how best to navigate through and use IT, and making mistakes, the less time they have for the job their IT tools are intended to support,’ they write, adding that ‘the rush to respond to incoming information causes employees to process, hastily and ineffectively, only that information which is immediately available, rather than wait for the information they actually need to do the job. Such an approach can stymie innovation, which often requires unhurried and thoughtful processing of relevant, varied and, as far as possible, reasonably complete information.’”

To Sustain Employee Engagement, You Must Manage Workplace Stress. TLNT: “Executive leaders and managers work hard to build employee engagement by creating trust, connecting individual and company goals, supporting balance between work and home life and involving people in decisions that affect them. Too often, however, leaders at all levels overlook the workplace stressors that undermine engagement and make it difficult for people to continue to work effectively….To sustain engagement, organizations must not only create the conditions that inspire employees to work hard and care about their companies, but also counteract the sources of stress, which undermine and ultimately destroy engagement.”

HR Guide to Depression in the Workplace. HRZone: “Employers need to be proactive in managing the mental health of all their staff, whether they are experiencing a problem or not. Smart employers know that organisations are only as strong as their people and that the experiences, wellbeing and motivation of each worker are fundamental to how the organisation performs as a whole. By positively managing and supporting employees’ mental wellbeing, employers can ensure that staff perform to their potential – allowing the business to achieve peak performance. Studies show that organisations with higher levels of employee engagement benefit from better productivity, profitability and stronger staff commitment.”

The Power of Progress: The Key to Employee Engagement. IBM Center for The Business of Government: “A recent study by two psychologists, Teresa Amabile and Steven Kramer, concludes: ‘If you focus on supporting the daily progress of people working in your organization, you will not only foster the success of the organization but also enrich the everyday lives of your employees.’ This simple, powerful insight isn’t obvious to managers. They surveyed managers, asking what they thought were the most important factors in influencing motivation and emotions at work. Managers ranked ‘recognition, incentives, interpersonal support, and clear goals’ as top. ‘Support for making progress’ was ranked as dead last as a motivator. So managers had it wrong.”

Talmetrix is an employee feedback and insights solution that helps organizations better attract and retain talent to achieve business goals. Our solution makes it easy for organizations to capture employee feedback (feelings) and organizational data (facts) to discover actionable insights. With a unique combination of software, content, data, and advisory support we can help you measure and improve your employee experience. Contact us today to learn how your company can start achieving better business results.

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