3 WAYS TO SUPPORT EMPLOYEES WITH WORKLOAD

Stress at work is inevitable. But with proper support, stress should never cause burnout or an extended period of unproductivity.

As a leader of a team, it’s your responsibility to ensure each person is being practically supported with their workload. In fact, 56% of people say they find work more stressful than financial problems, health, and relationships (Mind). Not to mention, this same study also highlighted that stress from work stemmed from:

• Excessive workload (52%)

• Not enough support from managers (47%)

• Unrealistic targets (45%)

Work can really impact people’s personal lives and mental health. Making sure it’s manageable, with the right steps in place to succeed can really improve their overall job satisfaction. Here’s some ways to ensure your employees feel supported and don’t drown in those deadlines!

ORGANISATION TRAINING

Being practical is always a good first step.

Ever wondered how your employees manage their tasks, track their time, or maintain productivity? If so, it may be time to conduct some organisation training.

You may be surprised to find that employees with busy schedules and big projects don’t have a system to plan their day or break down their goals into achievable tasks… that’s stressful just thinking about it!

Looking at all you need to do without strategising how and when you will do it, will only leave you feeling defeated before you even start. Encourage your employees to take time out of their day to actually plan their day. Whether it’s using:

• To do lists

• A calendar

• Emails

• A digital task manager

It will make everything seem less daunting!

But remind your employees that it’s not one size fits all and they have to find what works for them. For instance, someone’s highest productive hours may be in the morning, so tackling those tedious jobs in the morning is a good idea so “easier” tasks can be worked on when they’re feeling low after lunch.  

CONDUCT REGULAR CATCHUPS TO DISCUSS WORKLOAD

1-1 catchups are great because they give you the chance to understand individual employees more, whilst working together to find strategies that help stress and productivity.

You may find that some employees have been putting too much pressure on themselves to complete lots of tasks, so having regular priority checks can ensure they know what they need to complete now, and what can take a backseat for a little bit.

A study by Mind showed that nearly 30% of employees say they wouldn’t be able to talk openly with their manager if they were stressed. Taking the time to check on your employee’s wellbeing gives them the space to feel comfortable enough to speak about anything that’s bothering them.

CREATE A FUN WORKING ENVIRONMENT

The culture of a company can either support you or destroy you.

In our blog ‘4 Benefits Of An Engaging Workplace’, we said that:

“A healthy amount of pressure is needed for any job but too much stress can drastically impact our work. If employees are in a cut-throat, dreary, and unsupportive environment, it’s a no brainer that many will feel anxious, insecure or irritated.”

This doesn’t just apply to how the workload itself can be too much, but that there’s no stress release to cope with it. If employees feel they can never laugh, have a chat with their colleagues, or even take a 5-minute break from their screen – tasks can start to feel more difficult, and worries can begin to pile up.

Ensure the culture of the office is a collaborative and happy one, it can really make a difference with how people approach their work, and the quality to which they complete it.

MANAGE YOUR EXPECTATIONS

This is where the ball is in your court.

• What expectations are you setting your team that may be unrealistic?

• Are you offloading any stress you have onto your employees?

• Have you thought about the time and effort it would take employees to complete something before setting harsh deadlines or adding more to their to do list?

Be a leader that is constantly improving for the benefit of their team.

- Written by Tim Macmillan

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