Category: Professional Development

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3 tips to cope better with stress at work

Coping with stress

Stress defined? ‘When the demands placed upon us at work exceed our resources, and we feel we can no longer cope’. You’ve had a stressful day – there’s too much work, deadlines are tight and you’re worrying constantly if it’s not done. Perhaps your manager will blame you? Not a pleasant situation, and the last time was horrible. Now you’re also imagining what the next time will be like. It’s the end of another working day, and you feel exhausted, irritable and on edge.

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3 tips to help you manage stress at work

If you are stressed, you spend your day in a state of anxiety. Basically, you’re stuck in fight or flight mode, that wonderful caveman survival instinct designed to assist us whenever we feel threatened or in danger. You perceive a threat, and fight or flight is switched on, releasing adrenaline and cortisol into your bloodstream. There are physical effects (increased heart rate, raised body temperature, sweaty palms, butterflies in the tummy), but the main problem is the amount of nervous energy it gives you, which you are supposed to use to stay alive – either fight back or take flight! But you’re in the office, not about to engage a sabre-toothed tiger in mortal combat!

Here’s the thing: once you have dealt with the threat, the fight or flight mechanism is supposed to switch off. It’s only meant to be used in temporary, short-term bursts. The problem is that stressed out people see threats around them at work all of the time, so they go into fight or flight mode and get stuck there. The nervous energy within them builds up throughout the day, and at some point it will have to be released!

What can you do?

Let’s talk about coping networks. It’s all about finding an appropriate outlet for the pent up nervous energy, emotion and frustration generated during a stressful working day. These networks are very important, because if we can’t find an appropriate way of releasing our nervous energy, it will definitely come out somehow! This might take the form of an outburst – we’ve had a hard day, and someone says something we don’t like. Suddenly we start raging at this poor unfortunate person!

Here are some popular coping networks:

  • Exercise – ever wondered why people go to the gym after work, or go running? Obviously a healthy pastime, but also an effective way to burn off the nervous energy accumulated at work. Any form of sporting endeavour can be useful here.
  • Talking things through with family, friends and colleagues. Perhaps after you’ve played sport, it’s time for a drink in the bar? Over a nice glass of something, the conversation usually starts with ‘you will not believe the day I’ve had…’
  • Hobbies and pastimes – any activity which allows you to relax for a while!

There are no hard and fast rules here – it’s each to their own! Some people like to take the dog for a walk in the countryside, or learn to play an instrument, or wallow in a hot bath, with essential oils, scented candles and whale song on the CD player!

Conclusion

During a stressful day at work, nervous energy accumulates within us. That energy is going to find a way out at some point, and it’s better for everyone if we can control how and when that happens. As discussed, there are a number of possibilities available so find the coping network that works for you. After all, we all need a bit of ‘me’ time!

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Three ways to catapult performance management

Performance Management

In this post we will provide a definition for Performance Management and guidance as to how to ensure it is used effectively.

 What is Performance Management?

“A process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such it establishes a shared understanding about what is to be achieved and an approach to leading and developing people that will ensure it is achieved”

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Three ways to ensure effective performance
Three ways to ensure Performance Management is effective:

Ensure your performance management system is aligned to the business strategy.

In measuring employee performance, its important that any individual objectives be aligned to those of the business. We need to feel that we’re making a useful contribution. We can do this by making a clear link between performance and the success of the business.

Everyone has a part to play in making performance management a valuable component of the businesses success.

Firstly there are the Organisational Responsibilities:
  • Ensure a culture of performance management can flourish. Encourage feedback across all employee levels and celebrate business, team and individual success.
  • Make certain that performance management conversations at all levels are a priority.
  • Use storytelling as a method for sharing performance management success. Role modelling, particularly by those at the very top of an organisation, sets the tone for sustainable success.
  • Keep employee remuneration conversations separate from the performance management. They dilute the actual ‘performance’ aspects of the discussion and risk any meaningful feedback being lost in a battle over money.
Then there is the Line Manager Responsibilities:
  • Work with employees to agree SMART objectives that contribute towards delivery of the overall business strategy.
  • Use any rating systems fairly and consistently.
  • Effectively differentiate performance using evidenced examples.
  • Commit to regular ‘great’ conversations with employees that are both formal and informal in nature.
  • Translate feedback into action through clear development plans which then form the basis for ongoing conversations with your employee.
And finally the Employees’ Responsibilities:
  • Work with your line manager to agree SMART objectives that contribute towards delivery of the overall business strategy.
  • Rate your performance, based on your overall contribution, honestly and consistently.
  • Provide examples of how your performance has differentiated you from your peers using evidenced examples.
  • Take responsibility for contributing fully to a great conversation with your line manager around your overall performance.
  • Take feedback in the right way and translate into action by agreeing clear development plans.
Focus on the ‘how’ as well as the ‘what’

If performance management is to be effective it needs to make a sustainable contribution to business productivity. To achieve this it is critical that the behaviours an individual displays when completing a set objective are equally as important as the delivery itself.

Behaviour, in relation to performance management, can be defined as:
  • How a person conducts themselves in a role
  • The action or reaction of someone under specific circumstances
  • Observable activity

Performance management is often criticized by organisations and employees alike. In a culture where great conversations flourish however, it can have a significant impact on things like productivity and retention.