How To Manage Workplace Anxiety Caused By Another Summer Slowdown
More employers are confronting rumors of layoffs and cutbacks, rising concerns about job security, and higher workplace anxiety, according to ClearRock, an outplacement and executive coaching firm headquartered in Boston.
Boston – Maintaining workplace morale during any summer is tough enough. However, for the third straight year, employers must now manage what had been employees’ rising expectations in earlier months only to see the economy soften, hiring slow, and unemployment rise – right in time for summer.
Now, more employers are confronting rumors of layoffs and cutbacks, rising concerns about job security, and higher workplace anxiety, according to ClearRock, an outplacement and executive coaching firm headquartered in Boston.
“A manager’s job has become tougher again this summer. Optimism about raises, bonuses, additional staff and increased opportunities earlier in the year has given way to more uncertainty and apprehension,” said Annie Stevens, managing partner with ClearRock (www.clearrock.com).
“In order to keep morale and productivity up and retain talent, executives and managers need to be sure that employees have the latest information about what’s happening, communicate it frequently, discover what the workforce is thinking, and invite input and feedback,” Stevens added.
ClearRock offers the following advice to managers on how to lower workplace anxiety in the summer:
1. Don’t ignore the problem. “Employees are aware of changes in the economy and how they affect business and themselves, especially since the recession began. Failure to openly address their concerns will increase rumors and speculation. Get out in front of the potential harm that inaccurate information can inflict,” said Stevens.
2. Pay extra attention to star performers and high potentials. “These are the workers your competition wants most – the ones who can find other jobs even in a slow job market. Their departures will affect your business more than other employee turnover,” said Stevens.
3. Remain visible. “Don’t confine yourself to your office or communicate by emails and memos. Discover what is on employees’ minds through individual face-to-face meetings, regular staff meetings, walking around the workplace, and after-hours get-togethers,” said Stevens.
4. Communicate often. “Frequent two-way, open and honest communication will help keep employees focused and engaged in their jobs,” said Stevens.
5. Sharpen the motivational capabilities of managers and employees. “Train employees at all levels in ways to keep each other motivated and working toward mutually beneficial goals,” said Stevens.
6. Involve employees. “Encourage employees to contribute to solutions to work-related problems and improving operations. This will make them feel part of the decision-making process and can lead to better operating performance and morale,” said Stevens.
- Contact Information
- Annie Stevens
- Managing Partner
- ClearRock Inc.
- (1) (617) 217-2811
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