How should enterprises relieve the pressure of employees?

How should enterprises face the pressure of employees? Measures to reduce the pressure on employees

Improve the working environment and conditions of the organization, and reduce or eliminate the pressure brought by poor working conditions to employees.

1) Leaders or managers strive to create an efficient working environment and strictly control interruptions. For example, pay attention to noise, light, comfort, cleanliness, decoration and so on. Providing employees with a refreshing and pleasing workspace is conducive to realizing employees' adaptation to the working environment, improving employees' sense of security and comfort and reducing stress.

2) Ensure that employees have good tools and devices to do a good job. Such as updating outdated computers, photocopiers and fax machines.

Encourage and help employees to improve their mental health care ability, learn to relieve stress and relax from the corporate culture atmosphere.

1) Enterprises provide stress management information and knowledge for employees. Enterprises can order periodicals and magazines about maintaining mental health and hygiene 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.

2) Enterprises can set up publicity columns to popularize employees' mental health knowledge, and qualified enterprises can also offer stress management courses or invite experts to give lectures and reports on a regular basis. Can inform employees of serious consequences and costs such as stress (such as illness, work-related death, accidental injury, medical expenses, potential income loss caused by productivity decline, etc.). ); Early warning signs 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.

3) Provide medical care or health programs for employees and encourage employees to develop a good and healthy lifestyle. For example, some enterprises have set up special health rooms to provide employees with all kinds of exercise and relaxation equipment for free use, and a full-time health instructor supervises exercise plans and activities. Some famous American companies also provide funds for people with fitness habits to encourage fitness. 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.

4) Enterprises can hire senior professionals as psychological counselors to provide psychological counseling for employees under pressure free of charge, so that employees can achieve a kind of * * * knowledge: "If you feel unwell, find an internal surgeon and a psychologist". Psychological consultation is a very effective scientific method to provide mental support and psychological consultation for employees, help them improve their social adaptability, relieve psychological pressure and maintain mental health.

Organizing systems and procedures helps to reduce the pressure on employees and strengthen process management.

1) In human resource recruitment: pay attention to identifying the characteristics of human resources and select human resources that meet the job requirements (personality requirements, ability requirements, etc.). ), and strive to avoid the phenomenon of psychological stress caused by incompetence after taking up the post.

2) Human resource allocation: strive for the best allocation of people and things, and define the roles, responsibilities and tasks of employees in this position. It can reduce the psychological pressure caused by role ambiguity and role conflict.

3) In human resources training, employees can be trained to improve their skills in handling work (such as writing official documents or reports, work reports and new skills). ), make their work easier and reduce stress. Staff time management training (arranging priorities and planning time according to the urgency and importance of each task) can be carried out to eliminate time stressors. It can train employees' communication skills and eliminate interpersonal stressors.

4) Career planning: 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-.

5) In human resources communication, leaders or managers should provide employees with information about the organization, feedback the results of performance evaluation in time, let employees participate in some decisions that are closely related to them, and let employees know what is happening in the enterprise and how their work is completed, thus increasing their sense of control and reducing the pressure caused by uncontrollable and uncertainty. Supervisors at all levels should actively communicate with subordinates, really care about their lives, fully understand the difficulties encountered by subordinates in their lives 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.

5) Security system: Improve the employee security system, provide social insurance and various forms of commercial insurance, enhance employees' sense of security and stable employment psychology, and reduce employees' pressure.

6) Providing employees with competitive salaries and keeping the internal promotion channels open will help to reduce or eliminate the pressure brought by social pressure sources.

Matters needing attention

Employee pressure not only directly affects employees' own work efficiency, but also affects the management and development of enterprises. Therefore, for enterprises, how to help employees relieve excessive work pressure is of great practical significance to promote the physical and mental health of employees and the development of enterprises, and enterprise leaders should pay attention to it.

How can enterprises alleviate the work pressure of employees? With the continuous development of market economy, the competition among enterprises is becoming increasingly fierce, and employees are facing great pressure in life and work. As an enterprise manager, how to relieve the work pressure of employees? Enterprise managers should pay close attention to the ideological trends and emotional changes of employees, understand the needs of employees at the grassroots level in time, and communicate with employees with "emotional hidden dangers" in person when they find that employees are emotionally unstable. Through heart-to-heart, close the psychological distance with employees, and deeply understand and master the reasons for emotional changes. In view of the crux of the problem, fundamentally solve the problems existing in their thinking, life, work and study, and proceed from reality to help employees solve practical difficulties and intractable practical contradictions in their lives. At the same time, actively take effective measures, conscientiously do a good job in ideological guidance, educate employees to treat work and life-related issues correctly, and enhance employees' sense of dependence, trust and belonging to the enterprise. Promote the harmony of labor relations, further mobilize the enthusiasm and creativity of employees, and devote themselves to the safe production and operation of enterprises with full mental state.

How should enterprises help employees solve or relieve stress? In the current economic environment, it is understandable for enterprises to take actions such as layoffs and salary reductions in order to control labor costs and make their operations healthier. However, as a human resource manager, we should pay attention to the methods when taking specific operations. First of all, we should strengthen the interaction with employees, so that employees can understand the current predicament of the enterprise, neither exaggerate the possible harm and influence, nor conceal it, so that employees can feel that the enterprise is still doing its best for him, which can reduce unnecessary psychological panic and make employees and enterprises become a whole. Secondly, in the near future, human resource managers should give decision makers more advice about employees' psychology, do a good job of communication between employees and senior management of enterprises, and strive to make employees feel at ease and practical. In addition, human resource managers should be patient enough and work in a reasonable way when reducing salary. It is necessary to communicate with employees individually, and negotiate with trade unions or workers' congresses accordingly, and reach an agreement with employees on the premise of legality.

Help employees adjust their mentality and relax appropriately.

Generally speaking, employees with different psychological qualities have different responses to stress. Enterprise human resources managers should give more consideration to employees with poor psychological quality and do some psychological counseling when taking actions such as salary reduction. In the near future, employees can be instructed to relax muscles and meditate. And you can also organize them to do some sports, organize employees to go for a spring outing to get close to nature, encourage employees to spend more time with their families, talk with employees and so on. , so as to reduce the psychological impact of stress on employees by letting employees vent reasonably.

Consider introducing EAP.

In recent years, more and more enterprises have formed * * *, and it is often difficult to solve employees' psychological problems only by enterprise human resources managers. For employees, communication with human resources is always scary, and it is urgent to relieve psychological pressure by talking with third parties. In this context, EAP (Employee Assistance Program) can be considered to effectively solve the problem. In recent years, EAP has been gradually accepted by enterprises in China. Through the team of psychological consultants from professional consulting companies going deep into the enterprise, humanistic psychological management of employee relations can improve the professional mental health level of employees, which can reduce the cost and risk of layoffs and improve the work efficiency of employees. Some enterprises have their own psychological counselors, but employees are always afraid to say anything to these counselors, so they can't achieve a better effect of relieving psychological pressure. EAP can help employees to make career plans and deal with psychological management at all stages through mental health assessment, psychological counseling services, employee psychological training and counseling.

, can solve the headache of human resources managers.

Finally, it should be pointed out that the financial crisis in the current economy has brought greater pressure on human resource managers themselves, which comes from the top management and employees of enterprises. Some employees often vent their dissatisfaction with the company in human resources. This requires human resource managers in enterprises to make psychological adjustment, ensure the legitimacy of working methods, and try their best to make employees feel that human resources are their friends. In a word, after surviving the current financial crisis, our human resource managers have further sublimated their professional skills.

How to relieve the pressure of enterprise employees? First, engage in outdoor activities.

Second, organize movies.

Third, dance aerobics (dance)

According to the research, excessive work pressure will lead to a series of negative physiological, psychological and behavioral symptoms of employees, which will seriously affect their ability, career development and quality of life. For an organization, the work pressure of employees will lead to the increase of absenteeism rate, turnover rate and accident rate, and the deterioration of interpersonal relationship at work. At the same time, it will increase the cost of human resources management such as recruitment and training, and reduce the efficiency of the organization. So, how to alleviate the work pressure of employees and improve the performance of the organization? I think we can consider the following points.

How does a team leader relieve the pressure of employees? You should put yourself in his shoes before you talk to him. You give your heart, I believe you will soon know what he is worried about. Then it can be decompressed appropriately, which is also possible.

How to strengthen management and relieve the pressure of employees? Reprint the following information for your reference.

How to alleviate the pressure of employees in enterprises

It is true that pressure can indeed be transformed into motivation to a certain extent, but excessive pressure may make people listless and in a trance at work; Once the contrast between pressure and ability is too great, the executor will be unbearable and the efficiency will be lower and lower.

For every company, it is necessary to reduce the excessive work pressure of employees. So, how do we do this? Work stress mainly comes from the following aspects, so as long as you learn to "prescribe the right medicine" and take different ways to relieve different stressors, you can help your subordinates get out of excessive pressure.

Stressor 1: pressure from personal life and family.

Countermeasures: lend a helping hand, some managers will think that employees' personal problems belong to the privacy category and are not suitable for questioning. But this kind of pressure is often the most difficult for employees to get rid of. At this time, as a manager, if you can lend a helping hand, you will gain greater trust from employees.

For managers, on the one hand, they should have the art of leadership and be good at observation. If they see that employees are absent-minded, they should take the initiative to communicate.

In addition, when subordinates have conflicts at home and at work, managers must prioritize, and they must never "look at others differently" and be biased because employees take time off to deal with private affairs at critical moments.

Stressor 2: Due to interpersonal problems, I have conflicts with my colleagues around me and have great psychological pressure.

Countermeasures: treat people equally, observe words and observe emotions, and managers should create a good atmosphere. They should first have integrity, not engage in interpersonal struggle, and advocate a fair, cooperative and frank work spirit. Under the support of this concept, friction will definitely be greatly reduced. For those existing contradictions, managers should be good at observing words and feelings, actively coordinating, communicating and solving them.

For managers, the most important thing is not partiality, but equal treatment. Everyone has preferences, but at this time you must remind yourself to try to avoid personal preferences affecting your work, otherwise it will get worse.

It is particularly worth mentioning that managers need to care more about those employees with poor abilities, take the initiative to care for them, and make them feel that they are not discriminated against. He will also work harder, devote himself wholeheartedly, and open his heart to accepting colleagues with better abilities than himself.

Stress source 3: the task is too heavy and the goal is unrealistic, which leads to the task being impossible to complete.

Countermeasures: employees participate in goal setting. Managers must be reasonable when setting goals, so that subordinates have the confidence to complete the goals. In terms of economic indicators, if 6,543,800 yuan was completed last year, it is naturally impossible to set a target of 5 million yuan this year (unless the outside world or itself changes greatly). If the goal is beyond the ability of subordinates, it will bring endless pressure to subordinates.

In order to avoid the goal is too far away and the task is too heavy, managers had better involve their subordinates when formulating work goals, and link management by objectives with participation management, so that senior managers have full confidence in accomplishing this goal.

After setting goals, managers should fully empower their subordinates and provide necessary resources. Only by giving as much support as possible can subordinates have more confidence. Because he will feel that there is a strong backing behind him, he can safely and boldly sprint towards the goal.

At the same time, the market is changing. In case of force majeure, managers should take the initiative to adjust their goals according to market conditions and cannot stubbornly adhere to an impossible goal.

Of course, even if you try your best to achieve your goal, there will still be many cases where subordinates can't finish the task because of their different abilities. Managers can of course implement relevant systems for their subordinates. But if managers can do the opposite at this time, instead of implementing the punishment system immediately, they will find ways to help their subordinates achieve their next goal, so the effect will be better. Because after doing this, other employees will have more confidence and energy to achieve their goals, instead of fooling around all day.