Many people in many areas of life experience stress. In the workplace, it is a costly problem. Problems at work produce more health complaints than other life stresses including financial or family problems. Studies of employees report that:
one-fourth believe that work is the most stressful part of their life
three-fourths say they have more on-the-job stress than a generation ago.
Even with increased research, confusion persists about the causes, effects, and prevention of job stress. Here is a summary of current knowledge about work-related stress and steps to reduce it:
:: What is job stress? Job stress is any harmful physical or emotional response that occurs when job requirements do not match workers abilities, resources, or needs. Job stress and job challenge are not the same thing. Challenge is important for healthy and productive work. It energizes and motivates people to learn and master new skills. Workers who cannot meet demands become exhausted and stressed resulting in illness, injury, or job failure
:: What are the causes of job stress?
What is stressful for one person may not be for another. Causes of job-related stresses are individual coping styles and working conditions, or a combination of both. Stress prevention tactics emphasize the individual and ways to help them cope. A relaxation technique is an example. Outside factors also influence the individual's ability to cope. Examples include:
Balance between work and family and personal life
A support network of friends and coworkers
A relaxed and positive outlook
Although management has little control over outside factors, it can control working conditions. Managers can create conditions that reduce stress in many ways:
Design of Tasks: Avoid assigning heavy workload and hectic and routine tasks that have little meaning or do not take advantage of workers' skills. Share control of the work environment by allowing rest breaks when needed rather than at assigned times. Management Style: Allow participation in decision-making. Create good communication in the organization. Establish family-friendly policies. Interpersonal Relationships: Create a positive social environment and create a supportive environment for coworkers and supervisors. Work Roles: Create job descriptions with clear expectations. do not allow employees more responsibility than is reasonable. Career Concerns: Create job security and provide promotion and advancement opportunities. Environmental Conditions: Create a safe work environment. Eliminate un;least or dangerous physical conditions such as noise and air pollution, or ergonomic problems.
::Job Stress and Health: Stress increases the rate of wear and tear to the body, increasing the risk of injury or disease. When stressed, the body's ability to repair and defend itself becomes seriously compromised. Early signs of job stress include:
Mood and sleep disturbances
Upset stomach and headache
Troubled relationships with family and friends
Long term effects of stress are more difficult to identify because they develop slowly. Evidence suggests that stress influences several chronic health problems, such as cardiovascular disease, muscular and joint disorders, and psychological problems.
::Stress, Health, and Productivity: Researchers question the belief that stress is necessary for productivity. In fact, studies show that a healthy, stress free environment is better for productivity. Stressful conditions resulting increased absenteeism, tardiness, and workers quitting their jobs. Organizations with low rates of illness, injury, and disability are competitive in the marketplace. Characteristics of healthy environments include:
Employee recognition for good performance
Opportunities for career development
A culture that values the worker
Management actions consistent with organization values
::Organizational Change: Organizational change is the best approach for job stress. EAP and other consultants can recommend ways to improve working conditions. They can identify stressful aspects of work [excessive workload, conflicting expectations] and design strategies to reduce or eliminate stress. This approach usually involves change in work routines or production schedules, or changes in the organizational structure. Organizational changes that will prevent job stress should:
Ensure that the workload is in line with workers' capabilities and resources
Design jobs to provide meaning, stimulation, and opportunities for workers to use their skills
Clearly define workers' roles and responsibilities
Give workers opportunities to participate in decisions and actions affecting their jobs.
Improve communications to reduce uncertainty about career development and future employment prospects.
Provide opportunities for social interaction among workers
Establish schedules that are compatible with demands and responsibilities outside the job.
Efforts to improve working conditions will eliminate stress for most workers. Some will need a combination of organizational change and stress management training to prevent stress at work. You may consider contacting your EAP for assistance. Studies show that when workers are stress-free and happy, worker productivity increases. Creating such an atmosphere will increase employee retention, decrease absenteeism and bolster worker attitudes.
:: Ways you can get your workload under control:
Spend your time working on things that are important. This may sound obvious, but many of us are tempted to work on easy tasks first so we can have a sense of accomplishment. Time spent on those"easy" tasks can quickly add up, creating even more stress when there does not appear to be enough time left for the important work. To find out what your time is being spent on, start keeping an "activity log", Every time you start and end a new activity, including taking a break, make note of the time. Most workers who change by the hour have learned to this automatically. If you are not used to tracking your time it may be a bit of an adjustment, but within a few days you should be able to notice any time-wasters you might not have been aware of.
Set daily goals, When scheduling your time, assume that something unexpected will come up and build in a cushion of time to deal with it. To minimize the stress of meeting self-imposed deadlines, avoid making promises about when tasks will be completed. If you must commit to a date, be conservative. If you consistently underpromise and over-deliver you could earn a great reputation while reducing your stress. Aim to meet or even exceed expectations, but don't try to achieve perfection. Whenever possible, delegate routine tasks even if you think you can do them better than someone else.
Unless you are expected to be on call, work on eliminating interruptions. Select a time of day when you will return phone calls and emails. During other times, let our voice mail take messages for you. You can create autoreply for your email to let people know their message has been received. If your email says you will respond within 24 hours if a reply is required, it may deter someone from repeatedly trying to contact you in the meantime. Avoid letting other people's problems become yours. Some managers find themselves solving their employees' problems instead of empowering employees to find solutions themselves. When someone comes to you with a problem that isn't yours, try limiting your contribution to advice instead of taking on the task yourself.
When you are feeling overwhelmed, say so. Companies want to keep good employees so most bosses will want to know when you are having difficulty. However, instead of saying "I can't do it, offer some possible solutions.
These techniques probably won't help you enjoy the life of leisure envisioned by those early futurists. But they can cut down on your stress and may make your work both more manageable and more enjoyable.
