But don't overdo it. Stress builds up, and a series of small events can often cause a significant increase in stress. And when stress builds to a high level, it becomes difficult to cope with and can lead to harmful pressures. Therefore, everyone needs to be able to relax and rest after resisting stress.
A person's reaction to stress depends largely on his lifestyle, social and professional background, age, culture, gender, education and genetic factors. A person's mental condition and physical health also have an impact on the amount of stress he feels. In general, people who respond well to stress tend to eat well, exercise regularly, have a variety of hobbies and interests, receive strong family support and have good interpersonal relationships.
Enterprise managers should be sensitive to perceive and notice all kinds of pressure signals on themselves and their subordinates, and comprehensively examine all aspects of the pressure source, if found that there is indeed excessive pressure, should be taken in a timely manner, pressure management, pressure control and other measures to achieve the preventive measures. Especially at this level of the branch, both close to the front line of the production site, direct contact with the site operators, but also in the terms of reference to mobilize or coordinate certain resources (people and property) management, is capable of doing a good job.
In the implementation of employee stress management activities, in particular, it is important to first figure out the causes of employee stress, i.e., stressors. Try to identify the basic sources of stress and control them well to prevent anxiety from arising and turning into oppression.
Enterprise managers to fully grasp the connotation of stress management
Excessive, constant stress can lead to serious physical and mental illnesses, and stress management can prevent stress on the employees caused by this destructive damage to the effective maintenance, to maintain, keep the enterprise's "first resource" - human resources. -Human resources. Effective employee stress management is conducive to reducing the excessive psychological pressure on employees, to maintain a moderate, optimal pressure, so that employees to improve work efficiency, and thus improve the performance of the entire organization. Enterprise managers pay attention to the staff's stress problems, can fully reflect Baosteel's people-oriented philosophy, is conducive to the construction of a good corporate culture, and enhance the staff's loyalty to the enterprise.
And the so-called stress management, generally can be divided into three aspects: (1) is to deal with the external stressor itself that causes the problem, i.e., reducing or eliminating inappropriate management and environmental factors; (2) is to deal with the reaction caused by the pressure, i.e., the alleviation of the symptoms of the emotional, behavioral, and physiological aspects of alleviation and diversion; (3) to change the weaknesses of the individual himself, i.e., to change the irrational beliefs, behavioral patterns and lifestyle, etc. For enterprises, the core of stress management is to reduce the adverse effects of employees' pressure and psychological burden on them. And business managers should be familiar with where employee stress comes from when they have to channel it in a managerial way, and take the right attitude to examine the internal stressors and opinions of employees.
In foreign countries, the popularity of a named Employee Assistance Program (Employee Assistance Program, abbreviated as EAP) services to help members of the organization to overcome stress and psychological difficulties, its practice is worth learning and learning from us. EAP is set by the organization for its members of a systematic, long-term assistance and welfare programs. It helps to solve the psychological and behavioral problems of organization members and their families through the diagnosis and advice of professionals and the professional guidance, training and consultation of organization members and their families, so as to maintain the psychological health of organization members, enhance their work performance and improve the management of the organization. To date, EAP has developed into a comprehensive service with a wide range of contents including stress management, occupational mental health, layoff psychological crisis, catastrophic events, career development, healthy lifestyle, legal disputes, financial management issues, eating habits, weight loss, etc., to comprehensively help employees solve their personal problems. The core purpose of solving these problems is to relieve employees from complicated personal problems, reduce their stress and maintain their mental health. Research has shown that the implementation of EAP can significantly reduce the medical costs of employees, reduce absenteeism due to health reasons, and so on.
Of course, occupational stress management is not a miraculous panacea, it can not completely eliminate the employee's stress, but more to play a role in alleviating, inhibiting, and dispersing the pressure, so that employees to maintain a positive, optimistic work mentality, in order to promote the employee's work performance further.
Enterprise managers should be flexible in the use of stress management methods
Speaking of reducing employee stress, not just adjusting work schedules, the effective use of time, improve the working environment and the provision of coffee and so on. In fact, these are just some external objective factors. For Baosteel's high-quality employees, the real change in the staff's feeling of stress should be guided and regulated from their hearts, to change their views on work, to improve their interest and enthusiasm for work, and to enhance their tolerance for work. As a manager of Baosteel, it is best to ease the pressure of subordinates through some soft measures and ways to assist subordinates through the temporary difficulties. Should be fully concerned about, attention, investigation, analysis of the staff experience the source of the pressure side and its type, from the organizational level to formulate and implement a variety of pressure reduction plan, effective management, reduce staff pressure, targeted use of various pressure management methods.
1, diligent observation of subordinates whether there is abnormal behavior, and then take appropriate measures
If subordinates have a greater pressure and unpleasant things, often show abnormal demeanor or abnormal behavior. Thus, as a manager, you can not do things, but the eyes should often observe, more WATCHING EVERYTHING, as soon as you find out that there is a problem, you should take timely measures, such as psychological counseling. Don't think that it is about the staff's personal matters, can be high up. When our staff's private matters affect the work, as managers have to take the initiative to manage. In fact, this is not only for the subordinates to reduce the pressure, subordinates will grow faster.
2, the establishment of "nothing to talk about" good communication channels, so that the subordinate voice of the heart have to talk to the object
If an employee said he no longer want to stay in a certain operation area or shift, while at the same time, he said that he very much like the current post work. It may be that he finds the atmosphere very depressing, evolving into a situation where coworkers don't greet each other, let alone help each other out. If this situation is allowed to continue, he has no idea what will become of him. If managers and employees have a "nothing to talk about" good communication channels, so that their subordinates in a friendly atmosphere of mutual cooperation, such things can be completely resolved. Long-term lack of communication will make a very high quality team in a half-disintegrated state. Therefore, do managers want to have a good team, it is necessary to establish good "communication channels", to understand their views, so that the subordinates of the voice of the heart have to talk to the object, easing the pressure of their work, and at the same time, should try to assist them in solving the problem. Sometimes during the day to communicate things, go to the teahouse at night, go to the coffee house, in a free and easy environment more conducive to communication.
3, so that each subordinate knows what you expect of them at work
In the United States, if the subordinate did a good job, foreign managers will gently pat his shoulder or back, said, good guy, good boy, good girl, nice man. they say so because they give the subordinate some expectations, said the subordinate is very important. If the manager is dead gloomy face, unwilling to go to praise, the subordinate's achievements are not recognized, will give the subordinate cause some pressure. Employees will always be under pressure at work because of the lack of managers' expectations. Westerners like to recognize a person's contribution, which is good. People have achievements, we have to recognize him. When a subordinate is under pressure, a gentle pat on the shoulder, a knock on the desk, and a word of encouragement can be a comfort to him. How can subordinates work happily if they are too lazy to do even this kind of thing? This is the so-called comfort and the importance of expectations, so that subordinates know that managers have expectations of his work, their efficiency and performance will improve a lot of pressure will be naturally reduced. 4, as long as the situation permits, more subordinates to participate in your decision
Some managers have a very sad thing, like to shut himself in his independent office to make decisions, do not know what is happening outside. Subordinates are his eyes and ears, is his mouth, the following people do not speak, he is deaf, blind, dumb, make decisions are also deaf blind dumb. Managers should believe that the subordinates are also excellent, they are in the scene of the front line, see a lot, they face the first scene to know a lot of first-hand information, fully with the right to speak, but why not let them participate in the decision? Do managers are prone to think that they are more intelligent, more experienced, in fact, sometimes not so, he often does not know the full reality, easy to make the wrong decision. So as long as the situation permits, you should let subordinates participate in the decision, so that employees feel valued, they will work harder. Managers should provide employees with relevant information about the organization, timely feedback on the results of the performance evaluation, so that employees know what is happening in the organization, how their work is done, etc., so as to increase their sense of control, reduce the pressure due to uncontrollable, uncertainty.
5, do not exhaust the subordinates, but also do not let the department appear bored out of their wits "idlers"
Some managers see subordinates often take the initiative to work overtime, very pleased to say, you see how hard my subordinates. In fact, he was wrong, they will be fatigued, and finally will be tired, will produce too much work pressure, and even the subordinates exhausted. There is no point in forcing them to work overtime every day. Don't let your subordinates see overtime as a routine, your subordinates if you often work overtime, you have to be very heartbroken, you have to ask yourself if his work is really too much or not work hard during the day. Overtime seems to be very centripetal, in fact, this is a wrong culture, the really good company is not casual overtime, five o'clock to the end of the day. In fact, if you work hard and seriously during the day to do all the things that need to be done, the most important and urgent things to do, there is no need to work overtime. Therefore, managers do not let subordinates often work overtime, to rationalize the work content, do not let some people are busy, some people become bored with panic "idle".
6, encourage subordinates to the office outside the gathering or tea, fresh air
Don't let subordinates always stay in the office day and night, every day in the same work environment they will be depressing, should be encouraged to go out to take a breath of fresh air, look at the color of the sky outside. Do not day and night in the company to eat work meals, occasionally get together for a meal, the organization of the surrounding area of a self-guided tour, relaxation, relaxation, so that everyone has a sense of freshness. Meetings do not always stay in the office is a few hours, you can change the environment, lift the subordinates of the constraints, the speech will be very active, the effect is very good. For example, our plant's power generation operation area, five shifts, three runs, distributed in four units of production area, but also divided into two control rooms, work time more by phone, meet and communicate not too much, a little "yellow bull horn, buffalo horn, each tube of each" flavor. Branch encouraged them to use their spare time together for team travel, the effect is not obvious at first, many people think there is no meaning to excuse not to participate, but a few times insisted on, more communication, the topic is close, the atmosphere is more cordial, and gradually evolved into a practice. 7, from the corporate cultural atmosphere to encourage and help employees to improve mental health capabilities, learn to relieve stress, self-relaxation Business managers should create conditions to provide employees with information and knowledge of stress management. Can be ordered for employees to maintain mental health and health journals, magazines, so that employees can read for free. This also reflects the real concern of the enterprise for the growth and health of employees, so that employees feel care and respect, which will also become an effective means of incentives to stimulate employees to improve performance and thus improve the performance of the entire organization.
Publicity columns can be opened to popularize the mental health knowledge of employees, but also to open courses on stress management or regularly invite experts to give lectures, reports. Especially seize the eve of the long vacation through e-mail health information dissemination, the best effect. Employees can be informed of the serious consequences of stress, such as the cost (such as disease, death at work, accidents, injuries, medical expenses, loss of productivity and potential loss of income, etc.): the early warning signs of stress (physiological symptoms, emotional symptoms, behavioral symptoms, mental symptoms); self-adjustment methods of stress (such as healthy recipes, regular exercise, learning to relax and sleep well, the development of personal hobbies and interests, etc.) What is the most important thing for you to do? Let employees build a "psychological immunity" dam, enhance the psychological "anti-shock" ability.
Actively encourage employees to develop a good, healthy lifestyle. Through fitness, exercise not only to maintain the physical health of employees (which is the basis of mental health), but also can make the staff to a large extent to release the pressure and catharsis. For example, our branch actively encourage employees to join the power plant's various health engineering associations, and specifically for the shift personnel to contact the exercise site, driving them to actively participate in physical exercise, to seize a few effective typical, point to point publicity, the effect is obvious. 8, targeted staff training First, you can train employees to improve the skills to deal with the work (such as writing documents or reports, work statements, new skills, etc.), so that they work more comfortable, reduce pressure: Second, you can carry out staff time management training (according to the urgency of each task, the importance of differentiating priorities, plan time), to eliminate the source of time pressure: Third, you can train the staff communication skills, to eliminate interpersonal stress. Third, we can train employees' communication skills to eliminate interpersonal stress.
9, the practical design of employee careers
Employee career design can help employees to improve thinking, discard unrealistic expectations of too high a goal, and the establishment of realistic and objective SMART-type development goals: S-specific (specific, suitable for their own), M-measurble (measurable), A-achievable (achievable), M-measureable (measurable), A-measureable (measurable), A-measureable (achievable), A-measureable (measurable), A-measureable (achievable). achievable (realizable), R-realistic (actual), T-time-based (time-based). At the same time, managers should actively communicate with subordinates, really care about the life of subordinates, all-round understanding of subordinates in the life of the difficulties encountered and give as much as possible to comfort, help, alleviate a variety of life stressors to the staff of all kinds of negative impacts and pressures, and to shorten the psychological distance with the subordinates.
10, appropriate with the help of scientific methods, tools
For example, to do some psychological tests such as stress tests to assist the organization's goal management, assessment, the use of job analysis, the development of reasonable and feasible work standards, and gradually adjust the workload in practice, so that the staff's ability to work with the work content is proportional to the same time, while allowing everyone to understand that not all the pressure is negative. Cite the successful examples of some people's career advancement in stressful situations to motivate employees to overcome difficulties. Especially in some European and American companies, it is common for people to learn to overcome stress in order to rise to top positions. But when the pressure makes you feel like collapsing, this pressure changes qualitatively, such as a person's struggle before taking the university exam makes him feel a lot of pressure, when the exam is over all of a sudden the body and mind are relaxed. For each of us, the breaking point of a crisis is different. Stress is like a violin string; without it, no music is produced. But if the string is too taut, it will break. We need to keep stress at the right level - at a level that harmonizes with the lives of our employees.