How to deal with the pressure and psychological problems of employees?

Consultant of Beijing Ipsos Center (hereinafter referred to as Jin) Dr. Zhang Xichao, Chief Consultant of Beijing Ipsos Enterprise Consulting Service Center. What are the psychological problems of American Management Institute member enterprises? Jin: Since 1997, you have conducted in-depth research on the psychological problems of enterprises and conducted a lot of psychological training in well-known enterprises such as General Electric, IBM and Samsung. In the process of long-term contact and research on enterprises, what psychological problems do you find worthy of attention? Zhang: Generally speaking, the psychological problems of enterprises are the sum of various psychological problems of employees, but this sum is not a simple sum of personal psychological problems, and should be examined more from the organizational level. The most prominent psychological problem of enterprises is stress. The stress of employees may come from the work itself, interpersonal relationships at work, family and daily life. In short, stress may come from all aspects of work and life, so in fact, stress is the core of corporate psychological problems. Excessive stress will cause many negative reactions, such as fatigue, depression, decreased memory and creativity, decreased work enthusiasm and enthusiasm, and may also produce various physical reactions. Although these reactions are personal burdens and pains of employees, they undoubtedly greatly affect work efficiency. The second outstanding problem is communication and interpersonal relationship. In today's enterprises, communication and interpersonal relationships are more important than ever. There are several aspects of communication and interpersonal relationship, one is communication and relationship with customers, the other is communication and relationship between colleagues, and the third is communication and relationship between superiors and subordinates. All three aspects are important. Communication and interpersonal relationship are directly related to the quality of customer service, the speed and quality of information transmission, the organizational atmosphere and the health of corporate culture, so they are closely related to the efficiency of organizational operation. The third is psychological crisis. In some specific periods, enterprises will have psychological crises, such as layoffs, mergers and acquisitions, and employee plane crashes. At this time, employees will have diffuse psychological panic, and psychological intervention is very necessary. In addition, in the process of communication between layoffs and performance, managers are under great pressure, and psychological help can also make a great difference in these aspects. Fourth, some personal problems of employees, such as love, marriage and family, children's education, personal psychological problems and so on. Although these are personal problems of employees, they are important factors that affect employees' stress and emotions. What is the impact of psychological problems on enterprises? Kim: You pointed out the psychological problems of many enterprises. What impact do you think these psychological problems will have on enterprises? Zhang: We have a common understanding that it is difficult to do a good job because we are in a bad mood and unhealthy psychology. Staff's stress, emotion and personal psychological problems will inevitably affect organizational efficiency. Now let's focus on stress. We are surrounded by all kinds of pressures all the time, which is the characteristic of our time. So what are the negative effects of stress? First of all, it will bring a series of physical symptoms, such as muscle tension, indigestion, psychogenic obesity, frequent urination or constipation, shortness of breath, dizziness or migraine, dry mouth, palpitation, decreased immunity and so on. Secondly, there will be bad behaviors, such as nervousness, inability to relax, increased dependence on cigarettes, alcohol, tea and coffee, decreased sexual desire, compulsive behavior, procrastination, and difficulty in making decisions. When employees find themselves in these situations, they should pay attention to reducing the pressure. There are also some emotional and cognitive symptoms, such as inattention, memory loss, reading difficulties, decreased learning and understanding ability, decreased creativity, constant anxiety, irritability, anxiety, and disinterest in anything. The stress response of these individuals will undoubtedly have a great impact on enterprises. Different from other physical problems, stress and emotional problems will spread in organizational life. So where is the loss of the enterprise? Our research found that the pressure of employees will lead to an increase in the cost of human resources management, such as absenteeism, turnover rate, accident rate, interpersonal conflict at work, recruitment and training, a decrease in work enthusiasm or morale, and a decrease in work efficiency. A study in Britain shows that the loss caused by stress will account for one tenth of the whole gross national product. For enterprises, although the cost of stress is difficult to estimate, the research on the return on investment of some stress and psychological intervention projects shows that the return on such service projects is often very high, far exceeding the return on general business investment. This also proves from the opposite side how much loss pressure and psychological problems bring to enterprises. How should enterprises deal with psychological problems? Jin: So how should enterprises manage and solve these problems? Zhang: Enterprises should first change their ideas to cope with stress and psychological problems. They should understand the psychological and personal problems of employees from the organizational level, fully realize the impact of these problems on enterprises, and regard the psychological and personal problems of employees as their own problems and an indispensable part of enterprise management. Secondly, we should see that psychology and psychological experts are very important and effective in the management and intervention of enterprise stress and psychological problems. There are two ways for enterprises to cope with stress and psychological problems, one is psychological training, and the other is EAP (Employee Assistant Program). My psychological training in GE, IBM, Lenovo and other companies is very popular, which shows that enterprises need such training very much. On the other hand, it also shows that professional psychologists are the most competent people for these psychological trainings. Many enterprises have realized the importance of psychological training, such as stress and time management, work-life balance, self-confidence and positive emotions, consulting managers, transactional analysis and so on. Of course, the most effective and comprehensive way to solve the stress and psychological problems of employees is EAP, that is, employee assistance plan. EAP is a package solution to solve the stress and psychological problems of enterprises. Focusing on occupational mental health, professional psychological service companies design and provide services including investigation and study of enterprise psychological problems, suggestions for improvement of organization and management, publicity and education, psychological training and psychological consultation. EAP service abroad has a history of nearly a hundred years, and it is very mature, which proves that EAP is effective and enterprises can get high returns. This service is gradually developing in China. Hook, through continuous dialogue, increase communication between supervisors and employees, so that they can understand the company's strategy and expectations of both parties; Accurately measure employees' performance and identify employees with good performance, so that they can get better rewards and better promotion opportunities.