There a multitude of articles online detailing how managers can help their staff manage their stress levels.
Certainly, tight schedules, big workloads and an off balance in work-life ratio can be to blame; however, oftentimes, leaders are the very ones responsible for causing their subordinates to worry.
For managers reading this article, it is important to read these common ways that supervisors can stress out their team, and vow not to make these same mistakes in their workplace.
One of the biggest reasons that employees tend to worry on the job is when their assignments are not properly explained.
Poor communication is responsible for most causes of concern between leaders and their team members.
A manager can quickly blurt out a task to be done, assuming that the employee both heard and understood it.
However, two things can go wrong in this scenario.
First, the employee may not hear all of the instructions stated, or may misunderstand what was said.
Furthermore, they may simply be too afraid to ask for clarification, lest they seem incompetent at their jobs.
This results in insufficient knowledge in completing the given task, which is very stressful on the employee.
Another area where many leaders fail in their jobs is not providing timely and proper feedback.
However, when employee evaluation time comes around, announcing to their subordinates that they are not eligible for a raise this year because of poor performance.
There is nothing much more stressful to a person than hearing that their productivity or initiative is lacking, but more so when it comes as a total shock.
A yearly performance review should not be the first and only time your staff hears about their need to improve.
Instead, being available to observe performance, and immediately commenting on it, either positively or negatively, is what will create a well-working corporate environment.
No Work-Life Balance
Leaders often work long hours, coming in early and leaving later than everyone else.
However, they are often compensated for that responsibility in terms of higher salary and more benefits.
On the flip side, those same executives may have more leeway when they need to take time off, often determining their own schedule.
This is usually not the case for employees, who have to clear every hour away from work with their supervisor.
Managers must keep this in mind when they choose to contact their employees when they are away from the office.
Chartered Management Institute found that workers who were constantly forced to work longer hours were “suffering from increased headaches, irritability and insomnia, early symptoms of mental health problems and potential burnout.”
Remember than when your employees leave for the day, you should try to do everything possible to let them rest and spend time with their family; most work questions can wait until the next working day.
Calm and happy employees are the very ones who produce better quality work.
In order for that to occur, don’t be the one who stresses your team out by making one of these three common mistakes.
Head of Training and Development
(Image by Dollarphotoclub)
Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.