Staff stress management method
1, diligently observe whether subordinates have abnormal behavior, and then take appropriate measures.
If subordinates are under great pressure and have unpleasant things, they will often show abnormal expressions or behaviors. Therefore, managers can do nothing, but their eyes should always observe and watch everything. Take timely measures when problems are found, such as psychological counseling. Don't think that this is a personal matter for employees and can be hung high. When employees' private affairs affect our work, as managers, we should take the initiative to take care of them. In fact, this can not only reduce the pressure on subordinates, but also make them grow faster.
2. Establish a good communication channel of "talking about everything" so that subordinates can have a voice to speak.
If an employee says that he no longer wants to stay in a certain work area or team, he also says that he likes his present job very much. Maybe he felt depressed and turned into a colleague's party without saying hello, let alone helping each other. If this situation continues, he doesn't know what will happen. If managers and employees have a good communication channel of "talking about everything" and let subordinates cooperate with each other in a friendly atmosphere, such a thing can be completely solved. Long-term lack of communication will leave a high-quality team in a state of semi-disintegration. Therefore, if managers want to have an excellent team, they must establish a good "communication channel", understand their opinions, let subordinates have someone to talk to, reduce their work pressure and try their best to help them solve problems. Sometimes you can't communicate during the day, and going to a teahouse or coffee shop at night is more conducive to communication in a free and relaxed environment.
Let every subordinate know what you expect of them at work.
In the United States, if a subordinate does a good job, the foreign manager will gently pat him on the shoulder or back and say, boy, boy, girl and man. They say this because they give their subordinates some expectations and show that they are important. If managers are unhappy, unwilling to praise and unsure of their subordinates' achievements, it will cause certain pressure on their subordinates. At work, employees always bear a kind of pressure because they have no expectations from managers. Westerners like to affirm a person's contribution, which is good. If someone has achieved something, we must affirm him. When a subordinate is under pressure, it is a comfort to pat him on the shoulder, knock on his desk and say a word of encouragement. If subordinates are too lazy to do such a thing, how can they work happily? This is the so-called importance of comfort and expectation. Let subordinates know that managers have expectations of him at work, work efficiency and performance will be improved a lot, and the pressure will naturally be reduced.
4. As long as circumstances permit, let subordinates participate in your decision-making.
Some managers have a very sad thing. They like to lock themselves in an independent office to make decisions, and they don't know what is going on outside. Subordinates are his eyes and ears, not his mouth. If the people below don't talk, he will be deaf, blind and dumb, and his decision will be deaf, blind and dumb. Managers should believe that their subordinates are also excellent. They rushed to the front and saw a lot. They know a lot of first-hand information at the first scene and have the right to speak. Why not let them participate in decision-making? Managers often think they are smart and experienced, but sometimes this is not the case. They often don't know the whole facts and are prone to make wrong decisions. Therefore, as long as the situation permits, subordinates should be involved in decision-making, so that employees will feel valued and they will work harder. Managers should provide employees with relevant information about the organization and feedback the results of performance evaluation in time, so that employees can understand what is happening in the organization and how their work is completed, thus increasing their sense of control and reducing the pressure caused by uncontrollable and uncertain.
Don't tire your subordinates out, but don't make the "idle people" in the department look bored.
Some managers are pleased to see that their subordinates often take the initiative to work overtime, saying, look how hard my subordinates work. In fact, he is wrong. They will get tired, eventually get bored, have too much work pressure, and even wear out their subordinates. It is meaningless to force them to work overtime every day. Don't let subordinates take overtime as a routine. If your subordinates often work overtime, you will feel sad. You should ask yourself whether he really works too much or doesn't work hard during the day. Overtime seems to be very centripetal force, but it is actually wrong. This is a wrong culture. Really excellent companies don't work overtime casually, they all get off work as soon as they arrive at five o'clock. In fact, if you work hard during the day and do all the things you should do well, there is no need to work overtime for the most important and urgent thing. Therefore, managers should not let subordinates often work overtime, but should arrange the work content reasonably, and don't let some people be too busy and some people become boring "idle people".
6. Encourage subordinates to eat or drink tea outside the office and breathe fresh air.
Don't keep your subordinates in the office all the time. They are depressed in the same working environment every day. They should be encouraged or taken out to breathe fresh air and see the color of the sky outside. Don't have a working meal in the company all day, get together once in a while and organize a self-help tour around to relax and make everyone feel fresh. Don't always stay for hours at a meeting. You can change the environment and get rid of the formality of your subordinates. Your speech will be very positive and effective. For example, the power generation operation area of our branch factory has five shifts and three shifts, which are distributed in the production areas of four units. It is also divided into two control rooms. Working hours are mostly telephone contact, and there are not many meetings and exchanges, which is a bit like "yellow horns and buffalo horns, each in charge." The club encourages them to travel together in their spare time. The effect was not obvious at first. Many people feel that it is meaningless to make excuses not to attend, but they still insist on it several times, with more exchanges, closer topics and more harmonious atmosphere, which gradually evolved into a routine.
7. Encourage and help employees to improve their mental health care ability from the corporate culture atmosphere, learn to relieve stress and relax themselves. Enterprise managers should create conditions to provide employees with information and knowledge of stress management. Periodicals and magazines about maintaining mental health and hygiene can be ordered for employees to read for free. This can also reflect the real concern of enterprises for the growth and health of employees, and make employees feel concerned and respected, which will also become an effective incentive means to motivate employees to improve their performance and thus improve the performance of the whole organization.
Employee stress management mode
Stress management can be divided into three ways: catharsis, consultation and guidance.
As a way to release pressure, catharsis should have a good effect. There are many ways to vent, such as shouting in places where no one is around, or strenuous exercise and singing. Research shows that exercise and housework are very beneficial to relieve stress.
Psychological counseling is to talk with professional psychologists or relatives and friends about their depression and nervousness. Talking to your friends or parents is almost everyone's experience. In fact, whether the person you talk to can solve the problem for yourself or not, talking is a good way to adjust the pressure. What is better here is psychological counseling to communicate with professionals. Psychological counseling is a process in which professional psychological counselors communicate with employees through language, writing and other media to adjust their psychology or emotions. Psychological counseling can help employees to change their views, feelings and emotions in dealing with stress, solve psychological problems, adjust their mentality, correctly face and handle stress, maintain physical and mental health, and improve work efficiency and quality of life.
Guidance means that managers or others help employees to change their mentality and behavior, so that employees can cope with stress correctly. For example, redefining development goals and cultivating employees' hobbies are all good guiding methods. Employees set correct and appropriate goals, which can be achieved through their own efforts, and the related pressure will naturally disappear. If employees have a variety of hobbies, it is easy to divert attention when they are under great pressure, devote themselves wholeheartedly to hobbies, cultivate their sentiments and protect their physical and mental health, and their mentality will be peaceful, and the pressure will naturally be alleviated until it disappears.
Stress management skills of enterprise employees
1, take a full rest, and ensure 8 hours of sleep every day no matter how busy you are.
2, adjust the diet, ban smoking and drink less. Alcohol and nicotine can only cover up stress, but not relieve it.
3. A passionate life is of great benefit to relieve psychological pressure.
4. Participate in social activities and communicate with close friends.
5. Dare to say "no". Dare to refuse work and obligations that you feel unbearable, and do what you can.
6. Don't demand perfection in everything. As long as you try your best to do everything well, don't feel sorry for yourself even if you can't reach the expected goal.
7. Don't blame yourself for other people's faults, and don't be responsible for other people's emotions.
8. Don't be too hasty. When you encounter major problems such as marriage, employment, buying a house and promotion, remind yourself that only time can solve the problem.
9. When encountering difficulties, imagine the worst result first, which will make you more confident in your adaptability.
10, don't worry about things that you have no right to intervene or supervise.
1 1. Open the photo album and relive the good old days.
12. Turn off the TV and have a rest in a comfortable and warm bathtub.
13. Turn on the record player, close your eyes and listen to the familiar and wonderful music.
14, recalling my happiest moment.
15, enjoy nature and go swimming outside school.
16, take part in fitness activities and relax completely.
17, call friends or relatives who love to laugh.
18, enjoy the food.
19, go to the mall to choose a gift for yourself.
20. If you can't solve the troubles in your heart, you should talk to a friend or a psychologist.
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Measures to relieve the pressure of employees in enterprises
(A) improve the psychological environment of employees
Stress is a subjective psychological feeling, and the same degree of work stress will show different tolerance because of employees' own psychological factors. Therefore, it is far-reaching to intervene employees from the perspective of thinking, which is helpful to improve employees' ability to resist pressure.
1. Help employees affirm themselves. Self-affirmation can induce positive, lively and cheerful personality, and it is also the cornerstone of building self-confidence. Encouraging employees to always believe that they will succeed in the end regardless of difficulties or adversity will greatly enhance their psychological stress resistance. Therefore, managers should not be stingy with their own praise and affirmation when treating employees, find out the bright spots of employees and give more positive comments, because these are all stress management methods with zero cost but twice the result with half the effort.
2. Advocate a positive and peaceful attitude. Dealing with things peacefully is an attitude towards stress, a psychological state of changing events that one can change and accepting events that one cannot change. Undoubtedly, this mentality is of great significance for relieving work pressure. Although enterprises cannot change a person's values, managers can advocate a positive and peaceful attitude in their work. In this state of mind, employees learn to give up some unrealistic pursuits in time to reduce their psychological burden, and they are tolerant of the temporarily unsatisfactory places in interpersonal relationships and management systems. At the same time, they gradually realize that some things can be changed through their own abilities, thus reducing meaningless complaints.
(B) to cultivate good work habits of employees
1, to create an efficient working environment. Cultivating employees' habit of actively creating a clean and comfortable office environment will alleviate the boredom caused by the chaotic working environment, thus improving office efficiency. In this regard, you can set up these training programs: keep the desktop clean and tidy. Only put the necessary items on the table and concentrate on them at hand; Establish an appointment memo mechanism (event memo notebook). When a new task comes, don't stop what you are doing in a hurry, and write the tasks that you won't handle for the time being into the "appointment memo"; Strengthen document management.
2. Strengthen time management. The scarcity of time is an important factor to induce employee stress, because employees must complete more and more tasks in shorter and shorter time and fewer resources. The concept of time management potentially provides employees with a way to cope with demands under pressure, so that they know how to control and use their time reasonably and effectively, and establish a sense of giving priority to tasks, which will greatly alleviate their sense of urgency in their work. At the same time, while improving employees' time management concept, we should also pay attention to enhancing employees' decision-making ability. The source of anxiety is indecision in dealing with things, and it will cause greater psychological pressure on employees because many opportunities and time are lost in hesitation. In addition, managers should also have a systematic or logical management of the tasks that have been issued or will be issued, so as to avoid repeating the tasks in the form of changes and affecting work efficiency.
3. Learn to draw a proper psychological boundary. It is common to have several things to deal with at work at the same time. Many employees often regard being disturbed by others at work as a kind of pressure, which is actually caused by their inability to limit themselves with others. In this case, employees should understand what others can and can't do to themselves, enhance their awareness of personal power, enable employees to frankly advocate personal requirements, encourage employees to dare to refuse what they can't do, and calmly and objectively state difficulties for tasks that cannot be refused; Express your views, feelings and needs frankly and neutrally, and protect yourself from work pressure by consciously maintaining your work status.
Develop social support network
Psychologists have found that social support from colleagues or leaders can relieve work stress more effectively than support from family and friends. It can be seen that social support plays an important role in relieving employees' pressure. Enterprises can apply social support theory to implement employee decompression;
1. Supporting interpersonal relationships and networks is an important criterion for recruitment and selection. Enterprises can take employees' awareness of helping others as one of the dimensions of recruiters, because this practice is actually creating a supportive working atmosphere for enterprises. In this atmosphere, employees can get help and emotional comfort from colleagues more easily when their work pressure is too high, thus supporting themselves to get out of the pressure dilemma as soon as possible.
2. Strengthen the training of basic consulting skills for managers and improve their self-cultivation. Stress management does not necessarily require enterprises to pay costs. Managers' own calm, optimistic and positive ways of doing things can subtly influence employees' values and stress coping styles. Therefore, while enterprises are busy paying the cost for employees' stress relief, don't forget to start with improving the management's own emotional intelligence and self-cultivation, and use the personal leadership charm of managers to influence and change the stress coping style of employees. In addition, a large number of facts have proved that the support from the boss is an important source to relieve the pressure on employees, so the communication skills of managers should be strengthened to ease and release employees in a trusting and open communication atmosphere.
Matters needing attention
The crux of the problem is how to convince employees that this promise is credible. One feasible way is to institutionalize the commitment in the form of internal regulations of the company. The knowledge of game theory tells us that once the commitment is institutionalized, it will have credibility. Because the price of breaking promises is huge.