What can we – as leaders of an organization – do to address employee stress? It can seem like an overwhelming task, but experts say much can be accomplished by simply opening lines of communication and regularly considering team members’ status and circumstances.
What can we – as leaders of an organization – do to address employee stress? It can seem like an overwhelming task, but experts say much can be accomplished by simply opening lines of communication and regularly considering team members’ status and circumstances.
Make sure they fit their roles. An employee’s knowledge, skills and interests should align with their current responsibilities, projects and involvement. Otherwise, it’s a source of stress, says Ronald E. Riggo of Psychology Today, where they are in a position in which they will never find career satisfaction. “Make sure that employees are in jobs for which they are qualified and jobs that they find are interesting and challenging,” he advises. Short of that, leaders can make modifications to improve the person-job fit where possible.
Adopt the 15-2-1 approach to employee mental health. This is where leaders – even busy ones – take 15 minutes once a week talking with two members of their team on one subject: Mental health. Inc.com columnist Joe Hirsch, managing director of a communications consultancy, says making these conversations routine reduces the stigma around them and opens the door to useful information. Sample conversation starters to prompt change include: “Do you feel like you have enough time to get your work done in a reasonable manner? How do you feel at the start and end of your day?” and “How can I be a better ally for you?”
Give them what they need. This will eliminate some stressors. Seriously consider requests for new equipment or tools to ensure they have supplies to do their jobs, says Alan Kohll at Forbes.com. “If budgeting is an issue, meet them in the middle and explain to them the solutions you’re offering,” he said, so they know they are being heard and are valued.
