Think of the last time there was a momentary crisis on your team…

A crisis can create clarity.

It can actually be beneficial for leaders and teams…

But many of the people on your team may have begun to feel like those challenges have become uncomfortably pervasive.

And a sense of prolonged crisis can become overwhelming.

As the workplace becomes more competitive, and the pace of projects has intensified, and the number of responsibilities has grown, the prolonged result of those becomes workplace stress.

A collection of research on the topic has shown that workplace stress can lead to a decrease in employee productivity, an increase in absenteeism, and a general decrease in employee satisfaction.

But there IS hope!

Most negative effects of stress can be attributed to “A BOSS.”

Okay… that’s actually just a clever acronym.

It stands for the five main factors that lead to workplace stress. 

If you want to improve your health and team productivity, you will want to consider ways to create more of these:

• Autonomy
• Boundaries
• Opportunities
• Systems
• Support

Those five things (A BOSS) are responsible for most of the stress-related issues that have decreased productivity and negatively impacted employee health over recent years…

Below are some explanations of these five most common causes of workplace stress

And later in the article you will find helpful tips to overcome them and build resilience.

Lack of Autonomy

According to a recent study from the Indiana University Kelley School of Business, “our mental health and mortality have a strong correlation with the amount of autonomy we have at our job.” Employees who feel micromanaged and unable to make decisions are more likely to experience burnout and frustration. According to a survey by the American Psychological Association, lack of control over work was the most commonly cited source of work stress.

Feeling that one has no control over their work environment can lead to a sense of powerlessness, which can exacerbate feelings of stress and anxiety. Furthermore, micromanagement can hinder creativity and innovation, which can negatively impact productivity.  To combat the negative effects of a lack of autonomy, employers should consider empowering their employees by giving them more control over their work. This can include allowing employees to make decisions about how and when they perform their work. By giving people more control, employers can help employees feel valued and respected, which can lead to higher job satisfaction and reduced stress levels.

Lack of Boundaries

In an effort to get things done, many employees often find themselves answering emails or taking calls outside of their regular work hours. This can lead to burnout, decreased productivity, and an increase in stress. It is important to set clear boundaries between work and personal life to avoid burnout.

According to a study conducted by the American Institute of Stress, 80% of workers feel stress on the job, and nearly half say they need help in learning how to manage stress. To avoid burnout, employees should set clear boundaries by separating their work and personal life, including setting specific working hours and taking breaks throughout the day.

Lack of Opportunities

Many employees find themselves stuck in their current positions without any opportunities for growth or advancement. This can lead to frustration, decreased motivation, and a lack of engagement. To avoid these issues, it is important to seek out opportunities for growth and advancement within the organization.

According to a survey conducted by the Society for Human Resource Management (SHRM), 49% of employees feel that opportunities for growth and development are essential to their job satisfaction. Employees should seek out opportunities for professional development, such as training programs or mentorship opportunities. They can also discuss their career goals with their managers and ask for feedback and guidance.

Lack of Systems

Many employees feel stressed due to a lack of proper systems or processes in place within the organization. This can lead to confusion, errors, and a general lack of productivity. To avoid these issues, it is important to establish clear systems and processes.

According to a survey conducted by the American Psychological Association, 35% of workers say that lack of clear job expectations is a significant source of stress. To address this issue, employees should work with their managers to establish clear expectations and systems for their work. This can include setting clear deadlines, establishing communication channels, and providing proper training on new processes.

Lack of Support

Many employees feel stressed due to a lack of support from their colleagues, managers, or the organization as a whole. This can lead to a feeling of isolation, decreased motivation, and a lack of engagement. To avoid these issues, it is important to establish a support system within the workplace.

According to a survey conducted by the American Psychological Association,  “two-thirds (65 percent) of U.S. adults citing work as a significant source of stress.” To address this issue, employees can seek support from their colleagues, participate in company wellness programs, or discuss their concerns with their managers. Employers can also take steps to address stress within the workplace, such as offering mental health resources, scheduling team building events to strengthen relationships, or policies to allow more work-life balance.

By tackling these four major bosses of workplace stress, employees can build resilience and create a healthy work environment. It is important to prioritize self-care and seek support when needed to prevent burnout and promote overall well-being.

So how do you reduce workplace stress?

Most importantly, leaders can focus on giving attention to the five issues listed above.

But individual employees and teammates can actually better handle the challenges of a difficult role or organizational culture by developing RESILIENCE…

The need for resilience has become more crucial than ever before.

Resilience is defined as the ability to cope with adversity, recover from setbacks, and adapt to change, and it is essential for maintaining peak performance in high-stress environments. I

And following the earlier portion of this article, we will examine five effective ways to build resilience in the workplace: increasing employee autonomy, setting professional boundaries, finding growth opportunities, creating effective systems, and building relationships for support.

Increasing Employee Autonomy

Nobody wants to be micromanaged.  And few leaders want to have to do that – but they may do so because they haven’t built trust in their people.  In an article from Fast Company, the author reminds us that “unless you can measure what people produce and deliver and the value they add, attempts to give people freedom will backfire.”

But you CAN find ways to improve employee freedom and the power of choice.  Once you clarify and set expectations of required results, you may be able to offer more time away or more flexibility in when communication occurs.  And while autonomy demands that you and your team are intentional about building and strengthening trust, according to another article on the topic, “79% of employees are engaged when given autonomy at work and thus show increased accountability and performance output.”

Setting Professional Boundaries:

Establishing clear boundaries is crucial for maintaining a healthy work-life balance and avoiding burnout. Employees who fail to set boundaries are more likely to experience emotional exhaustion and job dissatisfaction, which can lead to decreased productivity and increased absenteeism. It’s important to communicate your boundaries clearly and enforce them consistently, both with colleagues and superiors.

A 2022 article on Psychology Today suggests boundaries are needed because they “help protect us, clarify our responsibility, preserve our physical and emotional energy, and live our values”

Clarifying when you agree to reply to an email or text, what platform you are expected to use, how your team will handle disagreements and make decisions, and what physical or emotional expectations are will deliver higher levels of job satisfaction and performance for all.

Finding Growth Opportunities:

Employees who are given opportunities for growth and development are more likely to feel engaged and motivated in their work, which can lead to increased resilience. This can include training, mentorship, or simply being given new responsibilities. In fact, a study by Gallup found that  87% of millennials rate “professional or career growth and development opportunities” as important to them in a job.

By seeking out opportunities for growth and development, employees can expand their knowledge. Leaders can also take the initiative to schedule professional development retreats and leadership or team building events, which can help coworkers improve communication, develop new skills, and better handle stress and adversity.

Creating Effective Systems:

A lack of effective systems and processes can lead to confusion, frustration, and stress in the workplace. By creating clear, well-defined systems for tasks such as project management, online communication, and task delegation, employees can reduce uncertainty and feel more in control of their work. This can lead to increased productivity, improved job satisfaction, and greater resilience in the face of adversity.

Leaders are responsible for implementing and emphasizing the use of systems, though – and a recent leadership study showed that ineffective-leader-induced occupational stress is “a major concern for both organizations and the global economy.”

Employees who feel their organization has effective processes and systems in place enjoy higher levels of job satisfaction and were less likely to experience burnout – so identifying and implementing systems where people can be more efficient and connected can be helpful.

Building Relationships for Support:

Finally, building supportive relationships with colleagues and superiors can be a crucial factor in building resilience. By cultivating strong relationships with others in the workplace, employees can feel a sense of belonging and support that can help them to weather difficult times.

In fact, a study by Harvard Business Review found that “Interpersonal [work] relationships have a sizeable and significant positive effect on the job satisfaction of the average employee.” People who have strong relationships with colleagues are better able to handle stress and adversity. It’s important to invest time in building these relationships, whether through social events, team-building activities, or simply taking the time to get to know your coworkers.

Workplace stress is something that grows and becomes more damaging over time…

Great teams can handle a crisis – and even grow through it.

But prolonged stressors can significantly diminish your team morale and performance.

And if you want your teammates to be more resilient, you will want to work on those five areas that are the most common contributors to workplace stress…

• Autonomy
• Boundaries
• Opportunities
• Systems
• Support

The first step in improving your culture is becoming more AWARE of ideas that can help you and your teammates be more effective and productive in the midst of challenges… 

And whether you are seeking out business leadership speakers for an upcoming conference or looking to organize a corporate team building event to connect your people, it is my hope to be a valuable and trusted resource to you…

–           –           –           –           –

Sean Glaze delivers engaging conference keynotes and interactive team building events that help healthcare and education leaders build more positive and profitable cultures.

Sean is also an author, and each of his four books, The Unexpected Leader, Rapid Teamwork, The 10 Commandments of Winning Teammates, and Staying Coachable, are entertaining parables with powerful take-aways for team growth and leadership! 

What issues are YOU dealing with that would disappear if you could build a team culture that inspired connection, accountability, and a team-first attitude?

You can reach Sean via email at [email protected]