Workplace stress is a very common issue in many organizations, both large and small. For employees, the result of such stress is less job satisfaction. In severe cases this may increase physical and psychological symptoms such as muscle pain and pain, weakness of resistance, irritability and depression to name a few. This completely leads to burn out. For the agency there is also an effect.
First, an employee who suffers from stress and burns out usually suffers from infertility due to absenteeism and / or less than adequate career. The impact of the agency will also vary depending on the role of the employee. For example, a focused salesman who develops solutions to customers may potentially affect the overall perception of the organization. Similarly, stressed employee involved in producing products will not produce anything near his / her best productivity. It can also be indirectly influenced by other collaborators because of minor morals.
Before you can look at how to handle a workplace position, it is important to look at various sources of such stress. Stress will be either for personal reasons or for workplace issues. Personal stress may include anything that is not related to a real workplace, such as affiliation, family conflicts, financial concerns, etc. Emphasis on the workplace is based on the nature of the work itself or the nature of the organization or both. The job itself can be too much stress for one person because either the lack of resources (people and equipment) or time. There may be some kind of ambiguity about what the actual role of the job is exactly. From a structural point of view, there may simply be a low moral of downsizing and costing. Administration of the organization may also be considered inappropriate for its employees. Or subject to the actual conditions of the workplace are below the acceptable standard.
Because the workplace can be either personal or organized, dealing with and managing this stress will require a preventative approach from two angles. Personally, much can be done to make him / her happy and happy to have regular rest, exercise, eat well and even seek special care if necessary. If stress is due to the nature of the function or organization, the employee must speak with the relevant authority, ie. manager or other persons, to discuss concerns. If this does not solve the problem, sometimes it's time to go on – it simply can not be good to fit the individual and the job, or individual and the company.
Finally, the agency can be very preventive in minimizing the workplace status of its employees. Role can be redesigned to suit individuals. An appropriate training or change management system may be established to support employees. HR department within the company may also need to look at better ways to hire the right people. For large organizations, stress management and well-being courses can also be introduced. The Agency has a great deal to accomplish by implementing one or more of the above recommendations – increased morale, reduced absenteeism, reduced turnover, increased performance and productivity, and greatly increasing profits.