While stress is an inevitable aspect of work and life, too much of it can harm team enthusiasm and performance. Everyone has their fair share of stressful situations in life, but when it comes to the leaders of a whole company or any organization, the responsibilities are almost double. As a leader, you have to keep stress at bay not just for yourself, but for your employees too.
Especially in the current situation of a corona outbreak throughout the world, preventing stress to ensure the wellbeing of your employees is a necessity.
When making choices and inspiring others, good managers learn to handle stress, but even the most effective leaders may get physically and psychologically exhausted during the pandemic. Here are some effective solutions to help you identify the causes of stress and burnout and prevent them.
In order to find a solution to a problem, it is crucial to identify the cause. Similarly, understanding the fundamental cause of employee burnout and, eventually, preventing it, is the best method to cope with it. Following are the top factors that contribute to stress among employees:
- No Support
Employees who believe their boss is careless, dismissive, or unresponsive when things go wrong are considerably more likely to develop burnout.
- Hours of Work
Employees may have a variety of physiological issues as a result of working long and irregular hours, which can lead to work-related stress.
- Conflicts With The Boss or Coworkers
At work, there may be conflict or issues getting along with coworkers and colleagues. A typical cause of anxiety in the job is one’s supervisor.
- There Is No Appreciation
The lack of a reward or acknowledgment for recognizing an employee’s contribution causes stress, which adversely affects future progress.
- Irrational Time Constraint and an Overwhelming Workload
When faced with an unrealistic deadline or to-do list, high-performing individuals can swiftly go from positive and productive to despondent and burned out.
The workplace, as you can see, is a major cause of stress. It is up to the leaders to recognize the employees’ pressures and develop good coping mechanisms and schedules to alleviate them.
HOW TO DEAL WITH LEADERSHIP STRESS
I can tell you that being in charge of other people’s behavior is difficult. When such conduct is related to pay raises, promotions, and job stability, the impact is amplified.
Stress reduces empathy and increases reliance on old practices, generating feedback loops in which leaders are unable to properly relate to others or modify their behavior to changing circumstances. Below are the key tips to deal with stress as a leader
- Set Your Priorities Straight
Manage your priorities beforehand to avoid hassle and any unnecessary confusion. Learn to put your role in a broader context to give it meaning and purpose. Leaders who regard their work and lives as having a larger purpose are less affected by setbacks and are better able to restore.
- Set Healthy Boundaries At Work
Institutions are naturally ambitious, demanding as much as people are willing to give. Leaders must establish boundaries for themselves and their staff in terms of workloads, timelines, and commitment in order to ensure long-term viability.
With your team, discuss your working hours and preferable channels of communication. Manage as much of your routine as possible in order to live with purpose at work and at home.
- Include Breaks in the Schedule
Instead of working without breaks while worrying about your future or dwelling on your past mistakes, take a step back and see what is already in front of you, the present. Practice meditation to stay connected with yourself and the present moment.
- Have A Healthy Lifestyle
Exercise can help you relax, sleep better, and fight colds and flu. Exercise and nutritional modifications can help with brain health, but they’re more likely to stick if they’re done gradually.
Start by increasing your intake of fruits and vegetables while decreasing your intake of added sugars, fats, and sodium. Then commit to working out at least twice a week.
HOW TO MANAGE STRESS AMONG EMPLOYEES
- Incorporate Breaks in the Schedule
If your staff are overworked and sacrificing their personal time to get things done, it may be time to rethink their workload, which could include adding more people or adjusting expectations. Employees will return to the office less stressed and more productive if they are encouraged to take breaks during the day.
- Check-in with staff on a regular basis
Make time to check in with the workforce and see how they’re doing, asking pertinent questions to get past the standard “I’m fine” response. Get constructive criticism on their workload, deadlines, and any problems they’re having.
- Promote Physical Fitness
One of the most effective ways to relieve stress is to exercise. Consider holding an office yoga class or having staff walking meetings outside. Encourage your employees to participate in any company-sponsored employee wellness program. You may urge remote workers to join an online fitness class or participate in group exercise through a Zoom conference.
- Motivate Open Discussion
Try to create a type of work environment that enables the employees to share their interests and concerns. This will help you address any kind of situation in a better way. This will also send a message to the employees that they are not just human resources, but their well-being and health matter to the company.
- Try Working With An Adjustable Schedule
Letting staff members have a flexible work schedule will help them to spend more time with the people they care about, allowing them to be more present at work. If your employees do work that can be done offsite, allow them to work from home on certain days if it makes their life relatively easy.
- Small Accomplishments and Greater Victories Should Both be Celebrated.
Leaders who are worried and in the midst of a crisis may become fixated on the negative aspects. Even in difficult conditions, however, there are indicators of success. Recognize and appreciate little victories, as well as how your leadership is making an impact. Recognizing the good can assist leaders to increase their flexibility, open-mindedness, and creativity by boosting their moods.