Workplace Stress Management Strategies

We review the three major sources of workplace stress and how to determine if you need to self-soothe or cope with the situation. The goal of self-soothing is to reduce your own anxiety, increase your ability to think rationally and prepare for problem solving. Coping skills can include self-soothing techniques but also consist of a wider range of activities for when the desired outcome isn't possible and you need to endure until the situation changes. Lastly, we will review the actions organizations can take to reduce stress and how to effectively problem solve to achieve a win-win outcome.

Empowerment and stress have an inverse relationship. As your sense of empowerment increases, your perceived amount of stress decreases. And vice versa. Empowerment is the perceived amount of choice you have in a situation.

Boundaries issues reflect feeling less respected than desired. This can result from avoidance of confrontation, an inability to confront "special" or "untouchable" people in the organization or a fear of retaliation for rocking the boat.

Self-soothing is an activity that results in your mind and body relaxing so you can engage in problem solving skills. Elevated moods cause your prefrontal cortex, or problem solving center, to shut down. During this time you are unable to see other points of view or to accept influence from others. Relaxing is the only way to get it to re-engage. Self-soothing exercises aim to reduce your heart rate & respiration and release muscle tension.

Coping is what you do when you cannot change your situation and all you can do is endure it. In those situations, it is helpful to have healthy outlets for your extra energy that may be rooted in anger/ frustration (sports, exercise, hiking, aggressive video games). As you expend this extra energy it is good to replace it with positive energy derived from pleasurable activities (nature walks, achievement-oriented games, reading, knitting, socializing, quality time with special people).

To understand what has caused your stress you must identify the specific situation(s) that introduced the stress, who was involved with the situation and which one of the stress inducers have been triggered... empowerment, alignment or boundaries. Each cause elicits its own approach to resolving.

Empowerment - focus on you, what you can control and choose.

Alignment - restore balance by adjusting your behavior or your attitude, or both.

Boundaries - know your worth and set limits that reflect the same.

It's OK to not know all the answers, just know where to find them. Being open to all other sources of information may reveal options you hadn't thought of or simply didn't know. Other eyes and minds on the problem may reflect unique perceptions and opportunities.

Seeking validation can increase self-esteem and confidence which helps you to see yourself positively and capable of finding a resolution.

Before involving your manager or other organizational personnel it is important to help yourself first. Self-soothing and coping skills helps you reduce your anxiety so you can think clearly. Next explore your own history of managing stressful situations. Does this current stressor remind you of a previous situation in your life (personal or professional)? An unresolved fear of a negative event or repeating pattern can cause you to overreact to a current event. Awareness of your own issues is an important step to creating healthy boundaries. This awareness also helps to clarify what you need and how best to advocate for it. Now that you are clear about what this stressor means to you and what you need, identify potential resolutions in the areas of empowerment, alignment & boundaries and advocate for them.

By following these steps, organizations can create an environment where employees can express their ideas without fear or retaliation.

When organizations are consistent with what they expect, when and how employees are able to develop mastery of tasks. Mastery leads to confidence and confidence reduces anxiety.

Organizations must also appropriately identify and meet the needs of its employees. Soliciting feedback from employees in a kind and supportive manner instills trust and fosters respect and loyalty. Employees who feel respected are less likely to leave increasing employee retention and reducing costs to recruit and train new employees.

Guidance, training and support must also be provided in the manner most receptive to employees. Training and support should be available in various modalities: In-person. Online. Real-time. Recorded. Visual & audio. Audio only. Written. Self-driven.

Win-Win problem solving was developed for those who wish to preserve their relationship while also resolving differences. To effectively achieve this outcome the relationship must be prioritized over the problem. Therefore, understanding is at the core of this technique. Firmly understand what the "problem" means to all parties. Then uncover the fears associated with the "problem." What does each party believe will be lost or gained should the current way of operating change? Find common ground. What can all of you agree to as a desired outcome? Finally, formulate resolutions based on your common ground.

Question 1: What advice would you give to someone who is feeling overwhelmed / stressed with starting a new position in a company? Be it a new hire or a promotion.

Question 2: Is the use of “work buddies” an effective means of helping to reduce work stress?

Question 3: How can shy or socially anxious people navigate the workplace with less anxiety?

Question 4: What suggestions do you have for middle managers who feel the pressure from those supervising them and others they are responsible for supervising?

Question 5: What are some things a middle manager can do to when subordinates are not pulling their weight?

Questions 6: Being privy to the personal information or dynamics of an employee’s life can be tricky. How can organizations be empathetic to those issues without overstepping boundaries?

Questions 7: Are there benefits to organizations having mental health professionals come in to educate employees about maintaining their mental wellness?