How to successfully deal with stress at the workplace
Employee assistance programs can help workers deal with stressful situations better
Stress , a word which has become a permanent member of any household. So dire is the condition that I have even heard 10 year olds claim to be “stressed out” because of their school, so to say their work life. Unfortunately, we have reached a point in the world today, where stress is inevitable.
Some amount of stress is undoubtedly beneficial, since it pushes us to achieve higher levels of performance. However, there is a thin line between stress that is good for us, and that which is simply harmful.
Work-life balance refers to the decisions and actions that define the amount of time spent on work and on the rest of one’s life. Lack of this balance causes stress, especially at the work place and if not checked affects the employees’ health, their performance and the performance and outcomes of the organization as a whole.
At work, it depends on both the employers and the employee to maintain this work-life balance. It can be caused by poor work organization, poor management, unsatisfactory working conditions and lack of support from colleagues and supervisors. Research shows that the most stressful type of work is caused when the demands of work are not matched by the worker’s knowledge and capabilities. The following are they long-term negative effects of stress: cardiovascular disease, musculoskeletal disorders, psychological disorders, workplace injury, suicide, ulcers, cancer and immune functions.
It is absolutely pertinent for any organization to be able to help their employees maintain this work-life balance and keep the work stress level at a minimum. Every organization must strive to be a healthy workplace with low rates of illness, injury and disability while remaining competitive in the market.
Stress management training and employee assistance programs (EAP) can improve the workers’ ability to deal with stressful situations by understanding the source of stress. In order to deal with such stress there are many strategies to eliminate the same. These strategies may include time management or relaxation exercises. Other leadership strategies that can prevent job stress include: • Ensuring that workload is according to employee capabilities and resources
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Designing jobs that provide meaning and opportunities for workers to succeed Clearly defining roles and responsibilities.
Providing opportunities for professional development Improving communication concerning the overall health of the company Providing opportunities for social interaction among workers
Establishing schedules that make sense for your worklife balance.
It is not just at the organizational level that you can change things to maintain this balance. Employees can also reduce stress in their own lives by bringing a change in their lifestyle. This many include an increase in exercises and making healthy food choices.
There are a number of apps for managing and reducing stress that takes one on a daily journey
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• of affirmation and reflection.
Other apps provide you with a guided deep breathing and muscle relaxation exercises. They help you understand your thinking patterns and recognize possible anxiety triggers.
Some of these apps also have meditation tools with calming pictures and music which help you manage stress, anxiety and foster positive traits like gratitude and empathy. One particular one encourages a daily act of kindness- a proven stress reducerwith a list of suggestions as well as connection to a community of people who are committed to the principles of paying it forward.
Managing stress is a skill that everyone needs to develop. Be it a daily battle or an occasional flare up, the effects of stress take a toll on our productivity and more importantly our health. The author is Founder, Thinkright.me
and MD, Jetsynthesys
Globally connected business environments can present unforeseen challenges to organisations. Technology is bringing about paradigm shift transforming our manner of living, interacting and experiencing the world around us resulting in powerful disruption for organisations. All these have resulted in making traditional hiring filters redundant even as Human Resource Departments continue to tackle the conundrum of talent attraction and retention.
DIVERSITY & INCLUSION AS PART OF DNA
Organisations must embrace diversity and inclusion (D&I) as a vital component for employee engagement, both existing and potential. Gender parity is a core area for modern organisations and Human Resource professionals’ endeavour to on-board women employees is currently work in progress. Furthermore, the ambit of D&I is expanding now to include multi-cultural inclusion, and supporting the differently abled to seek equal opportunities at work. The difference this time is that it is becoming less of a choice for employers.
Thanks to the ubiquity of social media, the costs of not incorporating D&I initiatives into organisational processes are extremely high, with potentially damaging long-term condespite