These leadership strategies can help you build a stress-free team
Some leaders get too deep in the details around how the actual work gets implemented, but implementation belongs to the employee.
Provide accessible and regular oversight for the work to be produced—but don’t micromanage our produce it yourself.
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A boss who’s focused on improving their managerial skills is the kind that workers will respect—and want to emulate. Stay abreast of management trends so you can continue to bring out the best in your team.
Some managers accept or create unreasonable expectations on performance without checking in with their workers, thus causing stress.
A good manager should talk to their employees and ensure expectations are well thought out and feasible before being defined.
Cultural fit is a big component of happiness and should factor into all hiring decisions. A bad fit may bring down the whole group.
Even with tight deadlines and high demands, many workers have reported being happy with their jobs if they jive well with their coworkers. Cohesive teams tend to take challenges in stride and win together.
Not receiving enough feedback stresses employees out. They don’t want to be micromanaged, but they definitely want and crave constructive criticism, and they want general feedback on their performance on a consistent level.
Let employees know if they’re doing what you expect, as regularly as you can. Even if you’re just offering quarterly feedback, it will help your workers feel confident that they’re headed in the right direction.
Employees see decisions made without knowing the whole story, so they tend to make up a story in their mind, and often it’s not a good story. Prevent that by keeping employees in the loop as much as possible.
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Design your hiring process with remote candidates in mind. Look for 3 main things:
Remote workers won’t have the opportunity to be involved in spontaneous conversations or team lunches, but there are other things you can do to help them settle:
Remote workers need a dedicated, quiet space to do their work, so it’s important to set some guidelines:
They can still work from a coffee shop every once in a while, but they need a good default setup.
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Employees that feel they have a positive personal rapport with their management are more likely to be engaged and feel more appreciated when they or their work gets noticed.
To reduce stress in the workplace and increase focus and clarity, encourage your team members to do some physical activity. Physical activity such as yoga and running is also a good way for staff to learn how to pace themselves at work.
You can also set some reminders every two hours for your team members to stand up, stretch and rest their eyes by looking out of the window.
Allow your team members flexibility by not monitoring them often, if their work is completed by specific deadlines. Remember that salary is not everything.
Letting go of rigid work schedules or allowing them to work from home when possible goes a long way to reduce stress in the workplace.
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While a manager expects and assumes the team to be top-notch in their work, completing projects like there is no tomorrow, the reality of workers is quite different. More than half of the workforce...
If there are signs of team overwhelm, the manager needs to first see if the work can be shared with others, or if any deadline can be extended, providing some relief to the workers. A replanning of upcoming projects to lessen the intensity of upcoming work can also be worked on.
In many cases it is just a matter of giving the workers a day off to recoup.
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