How to Successfully Lead & Reduce Stress

Weak leadership causes stress and anxiety

Leaders are vital to reduce Stress

Leaders play a vital role in reducing employee stress by fostering open communication, empathy, and support. Setting clear expectations, creating work-life balance initiatives, and recognition of efforts help create a positive environment where employees feel valued and heard.

Providing resources for stress management, promoting self-care practices, and addressing organisational stressors contribute to a healthier workplace culture. Leaders can cultivate an environment where employees can thrive and flourish by leading by example and continuously seeking feedback for improvement.

Organisational Stressors

Stress caused by an organisation, often called organisational stress, encompasses the psychological and physical strain experienced by employees due to various factors within the workplace environment. This type of stress can arise from excessive workload, unrealistic deadlines, unclear job roles, poor communication, lack of support from supervisors or colleagues, perceived unfair treatment, inadequate resources, or toxic work culture. Organisational stress can lead to decreased job satisfaction, impaired performance, burnout, and negative health outcomes if not effectively managed.

A Healthy Culture Reduces Stress

Culture in an organisation plays a more significant role than well-being yoga in promoting health and well-being due to its pervasive influence on employees’ daily experiences and behaviours. While yoga sessions can offer physical and mental health benefits, a positive organisational culture provides a supportive framework which extends beyond individual activities.

A healthy culture prioritises employee well-being at its core, fostering an environment where individuals feel valued, supported, and respected. This includes promoting work-life balance, encouraging open communication, recognising achievements, and providing opportunities for growth and development. In contrast, well-being yoga, while beneficial, addresses only one aspect of employee well-being and may not address broader cultural issues.

Identify Systemic Issues Which Cause Stress

Moreover, a positive organisational culture contributes to stress reduction by addressing systemic issues such as excessive workload, poor management practices, or a lack of work-life balance policies. By promoting a culture of collaboration, trust, and empathy, employees are more likely to feel psychologically safe and supported in managing their stress levels effectively.

Ultimately, while well-being initiatives such as lunchtime yoga can complement efforts to promote health and well-being, a positive organisational culture serves as the foundation for creating sustainable, long-term improvements in employee health, engagement, and overall performance.

Top Ten Things a Manager can do to Support Employees

  1. Set Clear Expectations
    • Provide clarity on job roles, responsibilities, and performance standards to minimise ambiguity and prevent unnecessary stress.
    • Support people to understand their roles.
  2. Foster Open Communication
    • Encourage regular dialogue with employees to understand their concerns, challenges, and ideas for improvement.
    • Be open to feedback.
  3. Promote Work-Life Balance
    • Offer flexible work arrangements, encourage the use of vacation time, and discourage overworking to support employees’ well-being outside of work.
    • Be flexible to the needs of employees.
  4. Recognise and Appreciate Efforts
    • Acknowledge and celebrate employees’ achievements and contributions to foster a positive work environment and boost morale.
    • Be authentic in your praise.
  5. Provide Resources and Support
    • Equip employees with the tools, training, and support they need to perform their jobs effectively and manage stressors.
    • Ensure everyone is set up for success with the resources required.
  6. Encourage Self-Care
    • Promote healthy habits such as taking regular breaks, staying physically active, and practising mindfulness to help employees recharge and stay resilient.
    • Be mindful that people relax in different ways and don’t use a one-size-fits-all approach.
  7. Lead by Example
    • Demonstrate healthy work habits, manage stress constructively, and prioritise self-care to set a positive example for employees to follow.
    • You need to role model behaviours.
  8. Address Organisational Stressors
    • Identify and address systemic issues within the organisation, such as excessive workload or poor communication, to alleviate stress at its root cause.
    • Provide clear measurements of progress and be aware that stressors can also have a positive impact in the short term e.g. productivity.
  9. Empower Employees
    • Delegate tasks and responsibilities appropriately, involve employees in decision-making processes, and provide opportunities for growth and autonomy.
    • Empower employees to be responsible for themselves.
  10. Foster a Supportive Culture
    • Cultivate a culture of trust, collaboration, and empathy where employees feel valued, supported, and respected.
    • This tip often happens as a result of the previous nine actions.

By implementing these recommendations, managers can create a supportive work environment that promotes employee well-being, reduces stress, and enhances overall performance and satisfaction. The most important is to ensure high psychological safety in your organisation (Free Measure) so that people are able to express themselves authentically.

Now is the time for action. For a complimentary 30-minute consultation, reach out to Think Organisation.

Think Performance. Think Excellence. Think Impact.

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Think Performance. Think Excellence. Think Impact. 

Check our Insights page for more valuable information.

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