A manager's work is stressful. However, in addition to their own stress, managers should monitor the stress levels of their subordinates as well to prevent too much stress. Stress can motivate people to perform better, but too of it can cause big problems. What are the warning signs you should not ignore?
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Behavior changes. An employee who used to be enthusiastic and full of energy has become silent and reserved.
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Emotional outbursts. These may include anger outbursts, frustration, or moodiness.
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Confusion. An employee is unable to concentrate, he seems distracted and overwhelmed.
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Loss of humor. An employee who used to be a jolly fellow has become unable to see the funny side of his work.
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Changes in appearance. An employee loses or gains weight; his skin or hair turn gray. You should, however, be on alert even if he only loses interest in his appearance.
If you notice these symptoms in connection with your subordinates, do not overlook it. Andrew Kinder, member of the Executive Committee of the British Association for Counseling and Psychology (BACP) Workplace Division, advises managers of such employees to reach out and talk to their subordinates. It is important to not assume anything in advance. You should not threaten the employee either. Show that you are genuinely interested in his health and well-being.
Offer professional support
The employee may face serious personal problems he will not want to talk about with you. In such a case, you should ask your HR department for contacts on your corporate or external experts who could help the employee professionally.
Consider reducing the employee's workload
When you find out what is causing the employee's stress, you can decide whether to temporarily reduce the volume of his work or whether to send him for a training to improve his skills. If the cause is a personal problem, you may offer him a few days off. Always, however, agree a clear time frame.
Watch the employee's progress
Ask the employee whether the recommended professional help has been helpful to him. Watch his behavior and offer regular meetings to talk about its progress or assign him a colleague to support him.
Do not underestimate stress and do not be afraid to collaborate with experts on occupational psychology. It is no shame to be affected by psychological problems. This may happen to anyone.
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