instructions for managers and those who do not want to go crazy at work

instructions for managers and those who do not want to go crazy at work

When you’re responsible for metrics, revenue, and project goals, it’s hard to shift focus to individual employees and monitor the team’s stress levels and psychological well-being. We discussed with psychologist and coach Ksenia Zharkova how to protect yourself and colleagues from burnout, organize work under stress, not spend a lot of time and money on it, but reach higher KPIs. We have selected practical tips that will help lead the team out of burnout. How to deal with stress, but not spend a lot of time and money on it, but to reach higher KPIs, read in the article.

On the agenda: stress worsens work performance

What causes losses. For example, in the US, companies lose up to 300 billion dollars every year precisely because the productivity of stressed team members decreases and they no longer produce consistent results.

If a team is chronically stressed, performance and productivity, financial and economic performance decline. Employees take longer to make decisions, make mistakes more often and conflict due to irritability. She is stressed as a best friend.

83% of people in the US feel stressed at work and because of it. Physiological symptoms are added to the psychological symptoms: headache, nausea, loss of appetite, problems with the gastrointestinal tract.

What to do with a stressed team? Let’s figure it out in 3 steps.

What shall I do?

Step 1: Divide the team into groups

Only not on “boys – girls”, but on “burnt out – in the middle – on the edge – cheerfully”. This division will be needed a little later.

In the meantime, here’s a checklist to help you understand who goes where. Invite colleagues to look at the checklist and choose which group they belong to, rather than handing them out yourself.

1. Cheer up! Or those who do everything on time (and do a little more).

Employee:

  • passionate about work

  • gladly takes on new projects

  • full of energy that he is willing to share

But he also:

  • may often stay after work to complete assignments

  • disrupts work-life balance

The first stage of burnout is often called the “honeymoon” – and this is the main sign by which you can separate someone who is cheerful from a workaholic. If an employee with burning eyes rushes into new projects and does not redo for fear of appearing incompetent, he belongs to the first group.

2. In the middle. Or those who began to lose interest – the second stage of burnout.

Employee:

  • feels general fatigue

  • may have trouble sleeping

  • notices unusual cravings for sweet/salty/fatty foods

  • gradually loses interest in work

  • (sometimes) annoying in communication with colleagues/superiors

3. On the border. Or those who despaired – the third stage of burnout.

Employee:

  • notices a decrease in immunity – frequent colds

  • shows bitterness or emotional poverty

  • feels depressed and cornered

  • looks pessimistically at everything new

  • devalues ​​himself and his achievements

4. Burned out. The fourth and final stage.

Employee:

  • feels apathy

  • faces procrastination

  • notices serious health problems

  • falls into depression (depressed mood, prolonged decline in strength)

  • loses interest and satisfaction in activities

When dividing employees, pay attention not only to the items on the checklist, but also to your feelings.

The first two groups need pprophylaxis stress and burnout, but others need serious support and emergency assistance. More on that later.

Step 2: Give first aid: talking, delegating, and two more ways

We have prepared ideas that will help resuscitate those who are on the verge of burnout. And also advice for those who did not experience it (to be sure to be safe).

How to help groups 1 and 2 (“In the middle” and “Bodryachkom”)

Prevention will be more useful to them than an ambulance. The following ideas will help prevent burnout:

  • monitor the symptoms of chronic stress and eliminate its causes

  • be attentive to yourself, your condition. Notice the needs of your body (fatigue, hunger)

  • return to the body through sports, nutrition, sleep, physically pleasant activities (massage, stretching, yoga)

  • take care of yourself according to the principle: spent energy – fill it up

  • maintain a balance between work and rest (42% — 10 hours a day — set aside for sleep and rest)

  • plan “from rest”: first enter sports activities, periods of rest, and then work tasks into the calendar

  • work with beliefs and attitudes that lead to burnout (workaholism, perfectionism, overresponsibility)

  • start a new hobby or hobby, preferably tied to time, so that there is an excuse to leave work on time

  • work with a psychologist in the early stages, in case of depression, consult a psychotherapist or a psychiatrist

How to help groups 3 and 4 (“On the verge” and “Burn out”)

Here’s what you can do:

  • talk to the employee and learn more about their situation – what led to the current state

  • allow to remove or delegate part of the current tasks

  • offer time off or vacation

  • provide an opportunity to consult a psychologist or psychiatrist (depends on the stage of burnout).

If you are a manager, draw the manager’s attention to those who need help and offer them our recommendations.

Step 3: Implement a new routine

Here are a couple of tips from a psychologist, with which you will not have to pull the team out of burnout every six months. Even if everything is cool, they definitely won’t get in the way 🙂

  1. Encourage a healthy lifestyle.

Joint training, compensation for gym memberships, trips to nature (tourism and hiking) – try not only to become an organizer, but also to take an active part in all types of activities. Instead of meeting on Friday for pizza, why not go to the gym or for a walk?

  1. Follow the rules of labor protection.

Leave for weekends and holidays, give the opportunity to spend time with family and loved ones. The simple thing is not to forget about the lunch break (no more than 2 hours and no less than 30 minutes during the working day).

  1. Communicate goals and expectations.

The team has a right to know what you want. If the plan and trajectory of the movement change every month, the restructuring will take a lot of time, and will also eat up a lot of resources.

  1. Introduce innovations carefully.

Make it clear what you want from each participant – tasks and responsibilities must be divided among the team. Everyone needs to understand where their area of ​​responsibility is.

  1. Maintain open communication.

The team should have the opportunity to share their thoughts and problems. Talk about the past week’s events on the flipcharts, note successes and areas of growth. Remember that employees should be able to give feedback on your work including.

  1. Ask for feedback.

We understand that your goal (as a manager or leader) is KPI, money and results, but without an environmental working environment it will be difficult. Therefore, it is worth reducing the level of stress in the team, increasing job satisfaction and leading colleagues to new indicators. Change (even positive change) is stressful in itself, so be sure to ask what the team thinks is working cool and what isn’t.

  1. Create comfortable conditions.

For example, implement a hybrid work format – determine how many days the team will work from the office and how many from home.

Another option is to invite the team to a workshop where they learn how to deal with stress and receive tools and practices that are specific to their personality type and problem.

Summarizing: a message from YaNorm

Hello, we are Yanorm – a platform for a happy lifestyle. Our product is based on 4 years of research, experience of 40 experts and more than 90 scientific papers.

If you want employees not to fall out of the work schedule and not to lose productivity, you will have to independently monitor the 5 points that we talked about in the previous section.

But even if the company has a full-time psychologist who helps to cope with stress, not everyone will use his services.

On October 25 at 7:00 p.m., we are holding a free practical master class for leaders, managers, freelancers and remote workers “How to relieve stress: in yourself and in the team.”

On it you will learn:

  • how to determine the level of stress in yourself and in your team (and you will pass the check-in right on the webinar)

  • types of stress reactions and how they affect work

  • non-obvious causes of stress (we promise, you will be surprised)

  • myths about stress that prevent you from dealing with it

  • stress management practices from our psychologists

  • how to deal with stress in 42 days, if there is not much time for it: a program based on our courses.

If you want more practical tips on how to manage stress, join us. Sign up for a free master class on our website.

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