What Are The Most Common Work-Related Stressors?<\/strong><\/h2>\n\n\n\n![\"\"](\"https:\/\/www.successories.com\/blog\/wp-content\/uploads\/2023\/04\/bigstock-Stressed-Overwhelmed-Business-469801989-1024x683.jpg\")
<\/a><\/figure>\n\n\n\nAgain, there are literally dozens of these, but time and again, surveys and statistics point to the following as being the most common work-related stressors:<\/p>\n\n\n\n
\n- Unclear performance expectations<\/li>\n\n\n\n
- Contradictory workplace demands<\/li>\n\n\n\n
- Lack of social supports<\/li>\n\n\n\n
- Work that\u2019s boring, repetitive, not engaging and not challenging<\/li>\n\n\n\n
- Limited opportunities for growth and\/or advancement in your company<\/li>\n\n\n\n
- Too much work<\/li>\n\n\n\n
- Too little pay<\/li>\n\n\n\n
- Insufficient autonomy in the workplace<\/li>\n\n\n\n
- Lack of recognition<\/li>\n<\/ul>\n\n\n\n
Most managers have heard almost all of these before, so this isn\u2019t new information, and the good news is that many of these have relatively easy fixes, which we\u2019ll address next!<\/p>\n\n\n\n
Addressing The Most Common Work-Related Stressors<\/strong><\/h2>\n\n\n\nTaking these in the same order we listed them above, we find that most of the workplace stressors do have relatively straightforward fixes. For example:<\/p>\n\n\n\n
\n- The first two items, unclear performance expectations and contradictory demands both describe communications issues at one level or another. It could be a case of \u201ctoo many cooks in the kitchen\u201d where you\u2019ve got an employee getting his or her marching orders from two different people who want very different things, or it may be the case that you\u2019ve simply not communicated clearly enough to get the result you want. In either case, the fix lies with you.<\/li>\n\n\n\n
- Lack of social supports may or may not be something you can fix completely, but you can go a long way toward solving for that simply by encouraging your employees to work more closely together and by implementing an open door policy if you\u2019re not using one already. Sometimes, all it takes is an effort to humanize the workplace to make it notably less stressful.<\/li>\n<\/ul>\n\n\n\n
Surprisingly, all of the remaining items on the list can be solved for in similar fashion as they are all components of the same basic pair of problems: Lack of autonomy and lack of recognition.<\/p>\n\n\n\n
Today\u2019s workforce is very different than it was in decades past. Today\u2019s employees crave two things above all others: First, greater autonomy, and second, greater recognition for their contributions.<\/p>\n\n\n\n
Autonomy easily solves for the lack of challenging work as it gives your employees the freedom and flexibility to define their own work related tasks within the parameters you set. Even better, although increased pay is still appreciated, increased autonomy is often considered to be a worthy substitute, so if you\u2019re simply not in a position to pay your people more, this could provide you with a simple solution that offers the best of both worlds.<\/p>\n\n\n\n
In a similar vein, lack of recognition is also easy to solve for, and generally involves establishing some type of Employee Recognition Program<\/a>.<\/p>\n\n\n\nIf you don\u2019t have one yet, you\u2019re in the minority, as the latest statistics indicate that some 80% of companies in the US now boast some type of recognition program.<\/p>\n\n\n\n
The few managers who haven\u2019t gotten onboard with that idea tend to cite lack of time and a desire to not be seen as playing favorites as their reasons for balking at it.<\/p>\n\n\n\n
The reality is that if you allow your employees to manage it via a steering committee, you can neatly solve for both of those issues and reap all of the benefits that managers and business owners enjoy as a result of having a vibrant employee recognition program.<\/p>\n\n\n\n
One side benefit of setting up an employee recognition program lies in the fact that our extensive product line includes all sorts of fun gift ideas that will help reduce the stress levels of all the employees you have in your employ. <\/p>\n\n\n\n
<\/a><\/figure>\n\n\n\nAgain, there are literally dozens of these, but time and again, surveys and statistics point to the following as being the most common work-related stressors:<\/p>\n\n\n\n
- \n
- Unclear performance expectations<\/li>\n\n\n\n
- Contradictory workplace demands<\/li>\n\n\n\n
- Lack of social supports<\/li>\n\n\n\n
- Work that\u2019s boring, repetitive, not engaging and not challenging<\/li>\n\n\n\n
- Limited opportunities for growth and\/or advancement in your company<\/li>\n\n\n\n
- Too much work<\/li>\n\n\n\n
- Too little pay<\/li>\n\n\n\n
- Insufficient autonomy in the workplace<\/li>\n\n\n\n
- Lack of recognition<\/li>\n<\/ul>\n\n\n\n
Most managers have heard almost all of these before, so this isn\u2019t new information, and the good news is that many of these have relatively easy fixes, which we\u2019ll address next!<\/p>\n\n\n\n
Addressing The Most Common Work-Related Stressors<\/strong><\/h2>\n\n\n\n
Taking these in the same order we listed them above, we find that most of the workplace stressors do have relatively straightforward fixes. For example:<\/p>\n\n\n\n
- \n
- The first two items, unclear performance expectations and contradictory demands both describe communications issues at one level or another. It could be a case of \u201ctoo many cooks in the kitchen\u201d where you\u2019ve got an employee getting his or her marching orders from two different people who want very different things, or it may be the case that you\u2019ve simply not communicated clearly enough to get the result you want. In either case, the fix lies with you.<\/li>\n\n\n\n
- Lack of social supports may or may not be something you can fix completely, but you can go a long way toward solving for that simply by encouraging your employees to work more closely together and by implementing an open door policy if you\u2019re not using one already. Sometimes, all it takes is an effort to humanize the workplace to make it notably less stressful.<\/li>\n<\/ul>\n\n\n\n
Surprisingly, all of the remaining items on the list can be solved for in similar fashion as they are all components of the same basic pair of problems: Lack of autonomy and lack of recognition.<\/p>\n\n\n\n
Today\u2019s workforce is very different than it was in decades past. Today\u2019s employees crave two things above all others: First, greater autonomy, and second, greater recognition for their contributions.<\/p>\n\n\n\n
Autonomy easily solves for the lack of challenging work as it gives your employees the freedom and flexibility to define their own work related tasks within the parameters you set. Even better, although increased pay is still appreciated, increased autonomy is often considered to be a worthy substitute, so if you\u2019re simply not in a position to pay your people more, this could provide you with a simple solution that offers the best of both worlds.<\/p>\n\n\n\n
In a similar vein, lack of recognition is also easy to solve for, and generally involves establishing some type of Employee Recognition Program<\/a>.<\/p>\n\n\n\n
If you don\u2019t have one yet, you\u2019re in the minority, as the latest statistics indicate that some 80% of companies in the US now boast some type of recognition program.<\/p>\n\n\n\n
The few managers who haven\u2019t gotten onboard with that idea tend to cite lack of time and a desire to not be seen as playing favorites as their reasons for balking at it.<\/p>\n\n\n\n
The reality is that if you allow your employees to manage it via a steering committee, you can neatly solve for both of those issues and reap all of the benefits that managers and business owners enjoy as a result of having a vibrant employee recognition program.<\/p>\n\n\n\n
One side benefit of setting up an employee recognition program lies in the fact that our extensive product line includes all sorts of fun gift ideas that will help reduce the stress levels of all the employees you have in your employ. <\/p>\n\n\n\n