According to a blog by the Centers for Disease Control and Prevention (CDC) NIOSH, people are increasingly worried about how work is organised and the stress it can bring. This is a big deal in the world of keeping people safe and healthy at work. The way jobs are set up and the stress that comes with them is becoming a more and more important topic that we need to pay attention to.
Here are the four common forms of workplace stress and how to manage them.
1. Task Overload:
Task overload is like trying to carry a tower of books without dropping any – it's a balancing act that can tip you over if you're not careful. It happens when the number of tasks on your plate feels like an impossible mountain to climb, leading to stress, anxiety, and the dreaded burnout.
Why does this happen?
High Expectations: Sometimes, it feels like everyone expects you to be a superhero, finishing tasks at lightning speed. But guess what? Even superheroes need a breather.
Tight Deadlines: When deadlines are breathing down your neck, the pressure can skyrocket. Meeting tight timelines becomes a race against the clock, adding to the stress.
Lack of Prioritisation: Without a clear plan, tasks can pile up, leaving you wondering where to start. It's like being in a maze without a map.
Simple tricks to help:
Begin by prioritising tasks based on their significance and aligning them with your overarching goals.
Break down big jobs into smaller parts so they don't seem so hard.
Make sure to give yourself enough time to finish things without feeling rushed.
If you have a team, share the work – everyone can help.
If someone asks you to do more than you can, it's okay to say "no."
These small changes can make your work feel more manageable, and you'll feel better about getting things done.
2. Interpersonal Tensions:
Workplaces, with a diverse mix of personalities and communication styles, often become breeding grounds for interpersonal tensions. It's like knots in a rope, creating friction and making it challenging for individuals to work cohesively. These tensions can stem from differences in communication styles, conflicting personalities, or misunderstandings, ultimately contributing to a less-than-ideal work environment. Understanding where these tensions come from is important for making good plans to deal with and lessen them.
Encourage team members to share their thoughts and concerns openly, and create regular team meetings where everyone can talk and work together to solve any challenges that come up.
Make a place where everyone on the team feels okay saying what they really think. This helps in building trust and making sure everyone is on the same page.
When people on the team don't agree, it's good to have training that shows them how to handle disagreements in a positive manner. Think of these conflict resolution skills as tools to help solve problems nicely, so everyone understands each other better and can work together better.
Team-building activities play a fun and important role in bringing people closer. By engaging in activities outside of regular work tasks, team members get to know each other better. These activities create a friendly atmosphere, making it easier for everyone to work together smoothly during work hours.
Building a positive work culture is like setting the tone for a happy and collaborative workplace. Emphasise values like working together, respecting each other, and being inclusive. A positive culture helps in reducing tensions and fosters a feeling of togetherness among team members.
3. Role Ambiguity:
Role ambiguity occurs when employees find themselves in situations where their roles, responsibilities, and expectations are unclear or not well-defined – when you're not sure about your job, and it keeps changing. One significant contributor is organisational changes, such as restructuring or shifts in leadership, which can create uncertainties about new roles and reporting structures.
How Changes Make Things Confusing?
When a company decides to change things, it's like a puzzle being rearranged. This can happen when they reorganise teams or bring in new leaders. Suddenly, we might not be sure about our roles and where we fit into the new plans.
Not Knowing During Changes:Â When teams and the way the company works get changed, it can be a bit confusing. We might not know exactly what we're supposed to do, who we report to, or how our job fits into the new plans. This feeling of not knowing is what we call role confusion.
Dealing with New Leaders:Â When a new leader comes in, they might have different ideas about how things should be done. This can be good, but it can also mean changes in how our team works. We might wonder how our job fits into their plans, adding to the confusion.
Tips to manage:
Talk openly about the changes happening in the company.
Take the time to fully grasp your updated job. Understand your new responsibilities and know who you report to. This understanding brings clarity to your role within the changing environment.
If your job is evolving, invest time in learning new skills that may be required. This not only improves your capabilities but also boosts your confidence in adapting to the changing work environment.
Another important tip is to ASK QUESTIONS, SHARE YOUR CONCERNS, and SEEK GUIDANCE FROM LEADERS OR SENIORS. Effective leaders explain the reasons behind changes, address worries, and demonstrate how each person's role contributes to the success of the company. Seeking support from leaders can provide valuable insights and reassurance during transitions.
4.Organisational Challenges:
Issues like not having good leaders, not enough resources, or a not-so-friendly work atmosphere can bring stress to the job. This stress can make it hard for people to enjoy their work and feel good about being at the office.
How to address?
Good Leaders Matter: Having good leaders is super important. Leaders are like the captains of a ship. If they are good, everyone feels good. So, having leaders who are strong and tell us what's going on is really helpful.
Talk Clearly: Talking to each other is really important. When leaders tell everyone what's happening and share good and bad news, it helps everyone understand what's going on. This is called talking transparently, and it makes everyone feel part of the team.
Help Each Other: Everyone who works is like a big team, and teams work better when everyone helps each other. This means giving everyone the things they need to feel good at work, like help with their mental health, chances to learn more, and time to relax.
Fix Problems Quickly: When things are not going well, it's important to fix them fast. Ignoring problems just makes them bigger. So, if there's a problem, like people not getting along or things not working right, leaders should fix it quickly and tell everyone what's happening.
Creating a healthier workplace involves a collective effort and is continuous, yet the benefits are significant for both individuals and the entire organisation. Collaboratively, the power to establish a work environment that prioritises well-being and cultivates success is in our hands.
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