Making stress awareness a year-round effort in the workplace
Working in a fast-paced environment can be incredibly draining, even in the best of times.
It’s no exaggeration to say these have been incredibly trying and stressful times for people around the world. Through it all, offices and workplaces have tried different ways to accommodate employees while maintaining productivity levels with varying degrees of success.
As April marked Stress Awareness Month in the U.S., it’s important for employers to examine the state of their workplaces and determine what can be done to better help employees cope with the stresses that come with working in fast-paced environments. Though April is now over, workers’ stress persists, and employers need to be addressing the issue year-round.
Related: Stress, bad decisions shoot up in 2021
Be in tune with employees
It’s crucial to understand employee sentiment in order to make their jobs as enjoyable as possible. When I started my position four years ago, I was given the responsibility of improving my specific office’s culture, and it was no small task as the team had essentially been operating in survival mode. They were delivering quality work but at the cost of a quality environment. Our employees were dedicated to doing their jobs, but they weren’t getting the proper support they needed to flourish from upper management. I saw incredible potential to flip the script.
We started by sending out internal surveys asking questions such as, “What would it take to make you feel valued?” and the feedback was enlightening. Employees wanted better communication of major changes within the organization, more social events and greater understanding of the strategic plan for the company.
We promptly got to work changing the way we interact with each other. We started “First Fridays,” where beer and wine were provided to enjoy while listening to music. We held cooking contests and came to work in costume for Halloween. We started Thanksgiving potlucks and took a half day to catch a movie. And most importantly of all, we made an effort to show appreciation from leadership at any and every opportunity.
Roll with the punches
The work we did was palpable. Employee engagement increased, and we were seeing real growth in their personal development, which benefited the organization as a whole. Then it all came crashing down when the pandemic hit. All of the in-person bonding progress was put on indefinite pause, but we didn’t let it deter us. While organizations across the world scrambled to cope with the new reality we suddenly found ourselves in, we took a people-first approach to ensure employee wellness was prioritized above all else.
During this time, what many companies failed to grasp was that their employees were human beings living through an unprecedented global health crisis. They needed to be supported not just in their work, but in their daily lives as well. Keeping employees engaged as they worked remotely was a challenge that required close attention to our employees’ wants just as much as their needs.
We held meetings in the early days of the pandemic with employees to brainstorm ideas for plans and activities that could help our team feel more connected through their computer screens. We sent out gift packages, recipes and ingredients to cook together via Zoom, summer contests, and more. All of this was underscored by our commitment to make everyone feel like a valued member of the team just for being them.
Prioritize wellness
Working in a fast-paced environment can be incredibly draining even in the best of times. Organizations can greatly reduce burnout by offering programs and resources that support employees’ mental and physical wellbeing. Bringing in speakers, comedians, activity instructors and more can help people loosen up and feel more like themselves as they tackle their to-do lists.
Get to know your employees and understand what may be impacting them in their personal lives. There’s a father in my team who coaches his kid’s soccer team, so I let him leave work early whenever he needs to make it to a game. When he comes back to work the next day, he comes eager to make up for the time lost and continue doing great work with us.
I also try to take note of which days seem extremely busy and which employees seem to be struggling to take breaks. We all should find time in the day to breathe, but when my team feels like their backs are against the wall, I will force them to take a step back despite their protests. I will put a catch up meeting on their calendar for 1-2 hours.Then when they join the call, I will tell them: ‘Go take some time to yourself. The slot on your calendar is blocked off. Your work can wait.’ I will never make my employees sacrifice raising their kids, attending important life events or their mental health over getting a report in.
Stress awareness: Beyond one month
Stress Awareness Month exists because it’s clear that we all need a break every once in a while. Use your PTO. Pay attention to your body when you need rest, especially when you’re sick. You can’t be your best self if you’re not kind to yourself. As for leadership, employees want to feel supported when they need those breaks. It’s okay to reschedule meetings or let people step away for a bit when they’re not feeling up to the task. Listening to employees and learning what works best for them to accomplish their work has a ripple effect that can help your organization reach greater heights, just as it has for us.
Nicole Wilson is senior program director with Cubic Transportation Systems and leads the Chicago Ventra fare pass program. In her role, Nicole works with stakeholders to carry the message of Ventra, its purpose, mission, and benefits for Chicago residents and visitors on public transit.
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