How to effectively manage employee pressure

Stress can build confidence. Experiencing and controlling stress can help people discover their own abilities and thus improve their self-affirmation. When experiencing similar challenges, people will be more confident in their abilities. After living under pressure for a period of time, think back on how you handled the pressure and give yourself some encouragement. Remember the sense of accomplishment you feel. If there is pressure in the future, recalling your previous sense of accomplishment will help you maintain a high degree of self-confidence.

But don't overdo it. Stress will accumulate, and a series of small events will often cause a significant increase in stress. In addition, when stress accumulates to a high level, it becomes difficult to cope with and may lead to harmful oppression. Therefore, everyone needs a rest after resisting stress.

A person's response to stress mainly depends on his lifestyle, social and professional background, age, culture, gender, education and genetic factors. A person's mental state and physical health will also have an impact on the stress he feels. Generally speaking, people with strong ability to cope with stress often eat well, exercise regularly, have a variety of hobbies and interests, get strong support from their families and have good interpersonal relationships.

Enterprise managers should pay sensitive attention to all kinds of pressure signals on themselves and their subordinates and comprehensively investigate all kinds of pressure sources. If excessive pressure is found, they should take measures such as pressure management and pressure control in time to prevent micro-persistence. Especially at the branch factory level, it is not only close to the front line of the production site, but also in direct contact with the field workers, and can mobilize or coordinate certain resources (people and property) for management within its scope of authority, so it is capable of doing a good job.

In the implementation of employee stress management activities, it is particularly important to find out the causes of employee stress, that is, the sources of stress. Try to identify the basic sources of stress and control them well to prevent anxiety from turning into oppression.

Enterprise managers should fully grasp the connotation of stress management.

Excessive and persistent stress will lead to serious physical and mental illness of employees, and stress management can prevent this devastating injury to employees and effectively maintain and maintain the "first resource" of enterprises-human resources. Effective employee stress management is conducive to reducing employees' excessive psychological pressure, maintaining moderate and optimal pressure, thus improving employees' work efficiency and improving the performance of the whole organization. Paying attention to the pressure of employees by enterprise managers can fully embody Baosteel's people-oriented concept, help to build a good corporate culture and enhance employees' loyalty to the enterprise.

The so-called stress management can be generally divided into three aspects: (1) is to deal with the external stress source itself that causes problems, that is, to reduce or eliminate inappropriate management and environmental factors; (2) coping with stress, that is, relieving and guiding emotional, behavioral and physiological symptoms; (3) change the individual's own weaknesses, that is, change unreasonable beliefs, behavior patterns and lifestyles. For enterprises, the core of stress management is to reduce the adverse effects and psychological burden of employee pressure. Enterprise managers should know where the pressure comes from, guide employees through management, and examine the internal pressure sources and opinions of employees with a correct attitude.

In foreign countries, a service called EAP (Employee Assistance Program) is popular, which helps organization members overcome pressure and psychological difficulties. It is worth learning and learning. EAP is a systematic and long-term assistance and welfare plan for its members. Through professional diagnosis, advice, professional guidance, training and consultation for organization members and their families, we can help solve the psychological and behavioral problems of organization members and their families, thus maintaining their mental health, improving their work performance and improving organizational management. Today, EAP has developed into a comprehensive service, covering stress management, occupational mental health, psychological crisis of layoffs, catastrophic events, career development, healthy lifestyle, legal disputes, financial problems, eating habits, weight loss and many other aspects. And help employees solve personal problems in all directions. The core purpose of solving these problems is to free employees from complex personal problems, reduce stress and maintain mental health. Research shows that the implementation of EAP can greatly reduce the medical expenses of employees and reduce absenteeism caused by health reasons.

Of course, occupational stress management is not a panacea. It can't completely eliminate the pressure of employees, but more plays the role of relieving, restraining and dispersing the pressure, so that employees can maintain a positive and optimistic working attitude, thus further promoting their work performance.

Enterprise managers should use stress management methods flexibly.

When it comes to reducing the pressure on employees, it's not just about adjusting the work plan, using time effectively, improving the working environment and providing coffee. In fact, these are just some external objective factors. For Baosteel's high-quality employees, it is necessary to guide and adjust their feelings about pressure from the heart, change their views on work, improve their interest and enthusiasm for work, and enhance their tolerance for work. As a manager of Baosteel, it is best to relieve the pressure of subordinates through some soft measures and ways to help them tide over the temporary difficulties. We should fully care about, pay attention to, investigate and analyze the sources and types of stress felt by employees, formulate and implement various decompression plans from the organizational level, effectively manage and reduce the pressure of employees, and use various stress management methods in a targeted manner.

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 it's a personal matter of employees, you can hang it 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 were at the scene 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.

You can set up a publicity column to popularize employees' mental health knowledge, or you can set up a stress management course or invite experts to give lectures and reports regularly. In particular, it is best to seize the eve of the long holiday and publish health information by email. Can inform employees of the serious consequences of stress, costs (such as illness, work-related death, accidental injury, medical expenses, potential income loss caused by productivity decline, etc. ), early warning signals of stress (physiological symptoms, emotional symptoms, behavioral symptoms, mental symptoms); Self-regulation methods of stress (such as healthy diet, regular exercise, learning to relax and have a good sleep, cultivating personal hobbies, etc.). )? Let employees build a dam of "psychological immunity" and enhance their psychological "earthquake resistance" ability.

Actively encourage employees to develop a good and healthy lifestyle. Through fitness and exercise, not only the physical health of employees is maintained (this is the basis of mental health), but also the pressure of employees can be released and vented to a great extent. For example, our factory actively encourages employees to join various health engineering associations in power plants, specially contacts exercise venues for shift workers, encourages them to take an active part in physical exercise, and grasps several typical examples with obvious effects to publicize them with obvious effects. 8. Carry out targeted employee training. First, employees can be trained to improve their work skills (such as writing official documents or reports, work reports, new skills, etc.). ) make their work easier and reduce stress. Second, employees can be trained in time management (prioritizing and planning time according to the urgency and importance of each task) to eliminate time stressors. Third, employees can be trained in communication skills to eliminate interpersonal stressors.

9. Do a good job in employee career design.

Career design can help employees to improve their thinking, abandon unrealistic high expectations and establish realistic and objective SMART development goals: S-specific (concrete and suitable for them), M-measurable (measurable), A-achieved (achievable), R-reality (practical) and T-time-based (. At the same time, managers should actively communicate with subordinates, really care about their lives, fully understand the difficulties encountered by subordinates in life and give them as much comfort and help as possible, so as to reduce the adverse effects and pressures brought by various life stressors to employees and shorten their psychological distance.

10, with the help of scientific methods and tools.

For example, do some psychological tests such as stress tests to assist the organization's target management and assessment, make use of job analysis, formulate reasonable and feasible work standards, and gradually adjust the workload in practice, so that the ability of employees is directly proportional to the work content, and let everyone know that not all stress is negative. List some successful examples of people working in by going up one flight of stairs under pressure to encourage employees to overcome difficulties. Especially in some European and American companies, people are usually promoted to senior positions by learning to overcome pressure. However, when the pressure makes you feel that you are about to collapse, this pressure has undergone a qualitative change. For example, a person's struggle before the college entrance examination makes him feel great pressure. After the exam, his body and mind suddenly relax. The crisis point is different for each of us. Stress is like the strings of a violin. Without pressure, there would be no music. But if the rope is pulled too tightly, it will break. We need to control the stress at an appropriate level-so that the degree of stress can be coordinated with the life of employees.