Stress is a normal part of the workplace, and it actually has some positive effects on us. The right amount of stress can help us build up our muscles, sharpen our minds, and strengthen our spirits. However, when stress becomes distress, it can lead to various problems. Many people in the workforce experience stress due to factors both within and outside of their workplace. In this article, we will explore seven common stressors that affect how people feel about their jobs.
The first stressor is being out of sync with one’s career values. Career values are personal principles or standards that govern our behavior in the workplace and influence our career decisions. Examples of career values include job flexibility, time freedom, working alone or with others, and job stability. It is crucial for individuals to identify their core career values and assess whether their current job aligns with these values. For instance, if someone values work-life balance but is constantly working long hours without taking vacations or attending family events, there is a clash between their values and their job, resulting in stress.
The second stressor is consistently applying “burn out” skills rather than motivated skills. Motivated skills are those that a person enjoys doing and excels in, while burn out skills are tasks that one is good at but disfavors. If individuals are constantly using their burn out skills instead of their motivated skills, their performance and motivation will decline, leading to burn out. Factors like performance management systems and appraisal processes can contribute to the neglect of motivated skills. For example, if an employee excels in sales and writing but is tasked with planning and budgeting due to their excellent performance in those areas, they may experience burnout unless they find ways to negotiate a return to the tasks they enjoy and excel in.
The third stressor is being delegated responsibility without authority. Many individuals who are reliable and always willing to take on more work become taken for granted, resulting in the assumption that they will continue to handle additional responsibilities without considering their own time or motivational needs. This lack of structure and clarity often leads to self-imposed stress and longer working hours compared to others in the organization.
The fourth stressor is the expectation to produce more work with fewer resources and for fewer rewards. As managers face pressure to do more with less, they pass this pressure onto their teams. This creates a cycle of stress that reverberates throughout the organization. Moreover, employee benefits and reward programs are being revised or cut back, making it harder for employees to take time off and enjoy time outside of work. This further increases stress levels, as individuals feel the need to keep working even during vacation time to avoid a backlog of work upon their return.
The fifth stressor is job and career uncertainty and insecurity. It is becoming the norm for individuals to experience multiple career changes throughout their working lives. Some changes are by choice, while others are a result of external factors like the economy or business decisions. This uncertainty and insecurity surrounding one’s job and career can cause a significant amount of stress and anxiety.
The sixth stressor is the fast pace of change in the workplace. Technological advancements and market shifts have led to constant changes in how work is done. This rapid pace of change can be overwhelming for many individuals, as they struggle to keep up and adapt to new processes and technologies. The fear of falling behind or becoming obsolete can be a significant source of stress.
Finally, the seventh stressor is balancing family and work obligations. Trying to juggle the demands of work with family responsibilities can create intense stress. Individuals may feel torn between dedicating enough time and energy to their jobs while also being present for their families. This struggle to find a balance can lead to feelings of guilt, frustration, and overwhelm.
In conclusion, these seven stressors contribute to the majority of workplace stress. It is crucial for individuals and organizations to recognize these stressors and take steps to address them. By aligning job roles and responsibilities with career values, promoting the use of motivated skills, establishing clear authority structures, providing adequate resources and rewards, ensuring job and career security, managing the pace of change, and supporting work-life balance, both employees and organizations can work towards reducing workplace stress and creating a healthier, more sustainable work environment.
Written by Dan Strakal
