Stress is a normal part of life and can be caused by a variety of factors, such as work, financial pressures, or relationships with others.

And stress is often triggered by things that an individual perceives as a threat to their well-being.

Now, let's look at the definition of the term "work".

"Work" is defined as physical or mental activity directed toward the accomplishment of something or towards a purpose. Work can also refer to the amount of effort or energy expended that is put into something, such as the work required to complete tasks, a project or to accomplish a goal.

Whether your work requires physical or mental effort, the reality is that it typically involves some type of stress. There is no getting away from it.

While some level of stress is normal and manageable, it's when stress becomes excessive that it can be harmful.

The Research Says …

In 2022, stress continues to be a significant issue for employers. According to Gallup's latest report, a significant proportion of workers around the world are emotionally disengaged (60%) or miserable (16%), with stress, anxiety, or depression often playing a role. These issues can be caused or exacerbated by their work environment.

Fact or Fiction?

Is it a bad job or a bad boss or something else? This is certainly a BIG topic!

Other Research Says …

While exploring this topic, other sources identify these top three factors for why people leave:

• (Lack of) Career development and opportunities
• (Ongoing) Pay issues
• (Uncaring/un-motivational) Management

As we are focused mostly on managing stress and eliminating burnout, let's review:

• the differences between good managers and poor managers
• mistakes managers make
• what is within a manager's control and explore strategies and minimize stress in the workplace.

Good vs Poor Management

We have seen a lot of manager-bashing across many articles and posts. 

Sometimes it's deserved because there are some poorly skilled managers out there.

There are a number of factors that separate great managers from lesser-skilled managers. Poorly skilled managers can be a direct cause of employee stress and burnout. Some of these factors are outlined below.

​ Good Manager ​	​ Poor Manager ​
​ Gives clear vision and goals for the team ​	​ Is confused or lacking direction for the team ​​​​
​ Is open to feedback and input from team members; actively listening and acts on feedback ​	​ Is closed off to feedback; may ignore or dismiss ideas or concerns of team; resistant to change ​
Supports and encourages professional development ​	​​Ignores or hinders professional development opportunities​​
Communicates effectively and clearly ​	​​Communication skills are lacking​​
​ Is fair and consistent in decision-making ​	​​Is biased or inconsistent when making decisions​​
​ Able to delegate tasks effectively ​	​​Ineffective at delegating tasks​​
​ Encourages teamwork and collaboration ​	​​Fosters a competitive or isolated work environment​​
​ Sets and upholds clear boundaries ​	​ Poor at setting or enforcing boundaries ​
​ Able to handle conflict and difficult situations effectively ​	​ Poor at handling conflict and difficult situations ​
​ Is empathetic and understanding towards team members ​	​ Is uncaring, uninspiring, and unsupportive towards team members ​
​ Empowers team members to take ownership and make decisions ​	​ Micromanages or doesn't allow team members to make decisions ​
​ Sets a positive example for their team and leads by example ​	​ Does not practice what they preach or acts unethically ​
​ Holds themselves accountable for their actions or decisions, taking responsibility for mistakes ​	​ Places blame on others or tries to cover up their mistakes​
​ Is aware and values the diversity and unique strengths of their team members ​	​ Favors certain team members or creates a toxic work culture ​
​ Provides constructive and timely feedback	​ Criticizes or belittles team

To prevent these issues, it's essential for managers to recognize and avoid common mistakes such as losing their temper, criticizing, or belittling employees, playing favorites, pushing employees to work long hours, and being moody or unstable.

By understanding these pitfalls and working to create a positive and supportive work environment, managers can foster trust and productivity among their team and prevent burnout.

Regardless of the statistics from various data sources, it's clear that better management can still be a big part of the solution to reduce stress, eliminate burnout and stop talent from walking out the door. 

​What Causes Burnout?

Let's explore why burnout happens …

Workplace burnout is a state of physical, emotional, and mental exhaustion, coupled with feelings of cynicism and detachment, caused by excessive and prolonged stress.

Burnout can be triggered by a variety of factors, including:

1.Overwork: working long hours, taking on too much work, or having unrealistic expectations for productivity.

2.Lack of control: feeling like you have no control over your work, your schedule, or your workload.

3.Lack of support: feeling like you don't have the support or resources you need to do your job effectively.

4.Inadequate compensation: feeling undervalued or underpaid for the work you do.

5.Poor work-life balance: not having enough time for personal or leisure activities outside of work or being able to "switch off".

6.Unclear or conflicting job expectations: not knowing what is expected of you or having conflicting expectations from different sources.

7.Toxic work environment: working in a negative or hostile environment that is emotionally draining.

8.Lack of recognition or rewards: feeling underappreciated or unrecognized for the work you do.

Therefore, it is essential to understand the impact managers have on the well-being and stress levels of their team.  

Do managers have the training? ...

Are managers equipped with the necessary tools and training to identify stress in the workplace?

According to our research, many managers were promoted to leadership positions based on their expertise in a specific area, but often received little or no training on how to manage a team and handle the challenges of a leadership role.

This lack of training can make it difficult for managers to identify the warning signs of burnout in their team and take appropriate steps to prevent it.

So … how do managers overcome this shortfall?

Starting with awareness, it's crucial to have tools and the necessary training to create a healthy and supportive work environment for your team. This includes understanding your own leadership style and that of your team, utilizing wellness tools and conducting regular check-ins on team well-being, reducing workloads, increasing support and resources, and promoting a healthy work-life balance.

It also involves being approachable, empathetic, and able to build strong relationships with the team. There are many management courses available to help managers develop these skills, but perhaps the most important quality is simply being in tune with your employees. Regular check-ins help to identify their needs and concerns. By staying attuned to team members with open and transparent dialogue, managers can identify when individuals may be struggling with stress and take steps to address it before it becomes a problem.

If you're looking for a starting point to help manage your team's workload and prevent burnout, we recommend revisiting our previous article on setting boundaries.

Strategies for Success

• Communicate your management style to your team and ask how they prefer to be managed. This helps to build understanding and trust.
• Set clear goals and objectives for your team and hold regular one-on-one meetings or team check-ins to stay on track.
• Provide your team with the resources they need to succeed and allow them the autonomy to do their work.
• Be consistent, honest, and transparent in your communication with your team.
• Lead by example, taking on tasks and responsibilities yourself, and holding yourself to high standards.
• Recognize and reward team members for their hard work and contributions.
• Offer constructive feedback to help team members improve and be willing to admit and learn from your own mistakes.

By following these guidelines, you can foster a culture of trust, collaboration, and inclusivity that promotes a healthy work environment.