Stress can play a huge role in our daily work lives. As organizations are forced to succeed with fewer resources – it seems that jobs disappear overnight. For those employees that are left behind, this can mean absorbing an increased number of tasks into an already lengthy “to do” list. I have heard employees describe how their job has morphed into an unrecognizable monster.
You can’t solve all the problems that contribute to stress at work. But, it is in everyone’s best interest to take hold of the issues you can address and act swiftly. Stress is serious business - so move the needle where ever possible.
Could this be a problem at your organization?
There are a number of different scenarios that can trigger a role stress problem. Early diagnosis is important – so ask yourself the questions which follow. If you answer yes to anyone of them – a review is warranted:
- Do you have unfilled positions which other employees are covering?
- Do your employees often function in more than one role?
- Are your employees often “on the road”?
- Are you offering a new product or type of service?
- Does your organization have a new reporting obligation or parent company?
Stem the tide of stress
There are simple and effective methods to keep certain sources of role stress at a minimum. Two huge offenders: Role ambiguity and role conflict.
- Step 1: Reduce role ambiguity by ensuring that employees have clarity concerning their roles and the accompanying expectations. This included outlining performance criteria and markers of effectiveness.
- Step 2: Clear up role conflict – the confusion that comes when employees experience competing obligations. If an individual functions in two roles, be sure they are aware of priorities when considering procedures, meeting obligations and serving customers.
What to discuss if you suspect a role stress problem
- Review the overall function of each role within the big picture. If a job has obviously expanded in the last six months – take a look. Has the overall purpose of the role changed? Does it need to?
- Set a vision for core tasks. Consider the role in relation to other roles in the organization. How does the role fit in? What are the key tasks the role should accomplish for the organization?
- Meet with the employee. In this case the incumbent is the expert. Have the employee list all daily tasks and whom they interact with to get the job done. Compare with your view of core tasks for the role.
- Discuss options to modify tasks. Research has shown that employees often feel that they spend their time addressing meaningless tasks. Have some tasks become obsolete? On the flip side, are new tasks now a priority? Be sure to touch upon tasks which are obvious sources of stress, such as redundant reports and meetings. Propose a few meaningful changes.
- Work to remove roadblocks to success. Small changes can spell big relief for your employees. In particular, pay attention to policies and procedures that were once helpful, but now are impeding progress.
Reducing role stress has payoffs
Research shows that role issues are related to workplace outcomes such as satisfaction and performance effectiveness – areas which have high impact on eventual organizational outcomes. If you are suffering from role stress, talk to your supervisor. If you are a business owner – talk with your employees. But, it is possible to address the sources of role stress and help your organization move forward.
Dr. Marla Gottschalk is a Workplace Psychologist. Find her on Twitter and Linkedin.
