To Stress or not to Stress that is the Question!

So here’s a starter for 10 to help you identify the source:-

• Has a recent event or change caused pressure on the team? 
• Has the team or an individual team member’s workload significantly changed?
• When was the last time you reviewed the team and/or individual objectives ensure that they are still valid and achievable?  
• Does the team have ownership and autonomy for tasks?
• How are working relationships and team dynamics?
• Are there sufficient and supporting policies and processes in place?
• Is there a network of support available to the employee. Do they know where to go to ask for help?
• Are there sufficient tools and resources available? 
• Do you regularly give constructive and positive feedback and guidance on performance?

Remember that everyone is different and pressure affects us all in different ways.

As a people manager there is also the added responsibility of leading and supporting your team when dealing with the impacts of change, as it is recognised that under pressure we can often find the most familiar of tasks onerous.   Help can be provided through:-

• Positive support and encouragement;
• Giving examples of when you have seen them perform this task successfully before;
• Encourage them to take time away from the task, to reflect and consider how they can approach it differently.

What else could you do?

Here are some suggestions you may wish to consider:-

• Be seen as someone your team can trust – someone they can approach and ask for help;
• Act as a sounding board, a mentor to your employees – offering your knowledge and experience;
• Give a sense of perspective to challenging events;
• Give positive and supportive feedback – challenge where necessary;
• Explore opportunities and support reinvention;
• Ensure that communication is always two-way – open and transparent;
• Help your employee to identify what they can and cannot control;  
• Ensure that return to work interviews are conducted following all periods of sickness absence;
• Recognise the value of ‘development’ and ensure that this time is protected;
• Provide ad-hoc learning opportunities for personal development; 
• Hold frequent team meetings – perhaps via conference calls or skype if time is tight, or constrained by geographic locations;
• Encourage open team communication where individual workloads, objectives and pressure points can be discussed and responsibilities shared.

…and make sure you also take advantage of all the available resources

and tools to support yourself!

At B2P we offer a full range of training workshops to support businesses through times of change for example:-

• Team Learning Styles & Preferences
• Leader – Manager – Doing!
• Delegation
• Time Management & Prioritising
• Communication & Listening Skills
• Coaching Skills & ‘Managing’ in a Coaching Style  
• Handling Difficult Conversations
• Dealing with Disciplinary, Capability and Grievance in the Workplace

Workshops can be designed to be run as breakfast ‘snacks’ to fit in with demanding work priorities, or half or full day sessions all tailored to meet your needs – the choice is yours!

As qualified coaches B2P can also offer individuals and managers support by recognising and addressing the emotional impact change has on individuals and their performance by providing practical and positive coaching support during this difficult time.

Enhance your Company’s reputation, secure future employee attraction and retention by taking time to think about how you can manage pressure in the work environment.

We’re here to take your call: 01908 274189 or email jannine@nullb2phr.co.uk

“Together we can make a difference”