Nervous work contributes to digestive issues, cardiovascular diseases, and a host of other health problems. This takes a toll on businesses with endless sick leaves and high employee turnover. Here’s how to minimize stress and create a productive work environment.
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Stress vs. Productivity
Stressful situations happen in any job and can even be beneficial at times. However, if workplace stress becomes chronic, it brings nothing but harm to the business.
- Low Productivity. Employees spend their energy worrying, leading to negative consequences — from a failed deal to workplace accidents.
- Frequent Sick Leaves. Studies show that chronic anxiety affects the entire body, from hair and nails to the digestive and immune systems. As a result, employees often take sick leaves due to colds, food poisoning, and other illnesses.
- High Turnover. The more frequently employees experience stress, the more they think about quitting. Once the thought arises, the resignation is usually not far behind.
- Teamwork Breakdown.Occasional stress, followed by calm periods, can sometimes strengthen a team. Jointly handled deadlines and emergencies can bring people closer together. However, constant stress makes people nervous, leading to conflicts arising out of nowhere.
How Employers Can Manage Team Stress
Stress can stem from family issues, quarrels with friends, global crises, and many other factors beyond a company’s control. Yet, there are some triggers businesses can manage.
Factor 1: Toxic Leadership
When a boss constantly criticizes, humiliates publicly, and raises their voice, employees are in a constant state of stress. A bad manager is one of the top reasons for employee resignations.
How to Fix It?
Hire and cultivate competent managers, regularly evaluate their work with staff, for example, through a 360-degree feedback system. HR professionals or external specialists can mediate conflicts.
Factor 2: Toxic Team
Another common reason for quitting is colleagues that make you want to escape. Aside from conflicts and passive aggression, such teams create another stress factor — loneliness. If an employee has no one to rely on at work, they will constantly feel unsafe.
How to Fix It?
Build a strong corporate culture, teach employees to work as a team, organize corporate events, and other team-building activities. In cases of conflict, don’t let them fester. Leaders and HR should help colleagues resolve their disagreements.
Factor 3: Poor Working Conditions
A cold or overly hot office, poor hygiene, uncomfortable or outdated furniture, and equipment lead to employee dissatisfaction. In such conditions, employees will work ineffectively, counting down the minutes until the end of the day.
How to Fix It?
Ensure the basics: a clean space, good lighting, ventilation, comfortable temperature, ergonomic furniture, a clear storage system for work materials, and a space for meals. Ideally, make the office space cozy. Maybe create a separate space where employees can take breaks, for example, bet on upcoming championships via their 22Bet login accounts or just chat with their colleagues about nothing. Some companies invest heavily in office design to motivate their employees.
Factor 4: Fear of Punishment
If an employee constantly works under the threat of reprimands, fines, or even dismissal, one of two things will happen. Either they will perform poorly due to constant anxiety, or they will get frustrated and quit.
How to Fix It?
Implement a fair motivational system where rewards outweigh punishments. Employees should have the right to make mistakes, and successes should be recognized with praise or rewards. Reprimands should be fair, without drama or personal attacks.
Factor 5: Complex Tasks
Taking on a new project can either motivate an employee to gain new skills and experience or cause stress. Both positive (eustress) and negative (distress) stress are possible.
How to Fix It?
When giving an employee more complex tasks, it’s essential to offer support — consult, provide assistance, and step in if they struggle. Encourage them to believe they can succeed, which reduces the fear of failure.
Factor 6: Client Problems
Some clients enjoy making others miserable or being overly demanding. There are also justified complaints expressed aggressively. All of this makes work stressful.
How to Fix It?
Establish clear protocols for handling clients. Train employees in emotional management and conflict resolution. Create an atmosphere of support. You can even organize “five-minute hate sessions” where employees can vent about difficult clients. Protect the employee when the client is wrong, and provide constructive feedback when the employee makes a mistake.
