Balancing Employee Stress Levels is no longer Personal, but Rather a Holistic Concern for All Future Oriented Organizations.
By Mwangi Wanjumbi – Newtimes B. S. CEO & Chief Consultant/Trainer
A few weeks ago, I was on a late Monday afternoon, making a short presentation to a senior organizational team of about 10, which included the CEO. As we settled into the session, I noticed some persistent yawning from one of them. This was distracting and I sincerely empathized with Mweni, the unfortunate victim. I could not help but extend pole sana kwa kuchoka na kazi to him. “Or could it be stress of some kind?” I enquired. The reply was not anything unusual as such. But, it is still memorable all the same. “You could be right; but the stress could be on personal matters and therefore having nothing to do with the workplace,” volunteered the yawning manager.
Many are the times that we take stress for granted. We treat it as a normal and personal issue, better off having nothing to do with the workplace. There are no doubts that it is normal to experience stressful situations whether at home or at work. In any case, one of the well known levels of stress is ‘normal stress’ itself. It is this type of stress that makes us wake up to report to work in the morning. In the absence of normal stress, we could as well continue sleeping until our physiological systems demand that we attend to them one way or the other.
Secondly, it is the same normal stress that helps us to wake up and go to school to acquire knowledge or better still academic certificates for the majority. Some just go through the schooling process without ever stretching their efforts in any way. They are driven by normal stress of just being there in school. Nevertheless, it is dangerous to be driven by normal stress in studies especially when one is below the super student category. Even the same super students are ironically forced to work under pressure especially during examinations. That is when normal stress is stretched beyond the limits eventually turning into another form, which could be covered in a subsequent issue.
Thirdly, people arrive at work and just do what they have to do. In some of my informal research processes, I have tried to determine the motivating factors of the training delegates. Based on their own revelations, I have found that some of the greatest motivating factors that keep them at work, especially in culturally challenged organizations include socializing as well as passing time. Obviously this seems outrageous, but sadly it is real. In other words people are not challenged enough to perform and are therefore driven by normal stress. By implication, they are not stretched by deadlines as well as high performance goals that could elicit other levels of stress, some of which may sadly not be desirable.
Fourthly, out there in the streets, we always notice people walking leisurely as if heading nowhere. I one time witnessed a visiting American lady professor making fun of how we walk. In their own country people walk like they are always being pursued by some invisible force. In our own, she demonstrated how we walk in slow motion as if just passing time. It is no wonder then that disparities in wealth creation and therefore development are highly noticeable. Perhaps that explains the tired cliche to the effect that “there is never any hurry in Africa.” Indeed, this is understandable as long as we continue largely being driven by normal stress.
Incidentally, advancing technology is continually contributing to another challenge driven by normal stress. We no longer expend energy thinking on every day issues. We effortlessly turn to our phones, ipads, tablets, palmtops and so on for unusually easy calculations. Further, the use of the calculator has been extended to the exam room, all the way down to secondary schools. Notably, the earlier situation of less technological advancements ensured that our minds are continually challenged and therefore made to think, calculate and develop many solutions only using mental power.
The consequence of the changed scenario is a disease called thinking paralysis, which is synonymous with youthful members of the society. Strokes are now common at 40 years of age or even below. Risk of Alzheimer’s disease is also real, for those who choose not or are unable to continually challenge their minds. Even worse is that more than 80% of people occupying hospital beds have been driven there courtesy of emotionally induced illnesses (EIIs). The same started from the minds (inability to deal with negative stress levels) and graduated to life threatening situations.
Ideally, the problem today is balancing normal stress with other levels, some of which are negative and destructive to not only our lives, but also our performance potential in the workplace. In that regard, Mweni and those who reason likewise may be better off knowing that stress levels of employees should no longer be a personal issue, but a great concern for every future oriented organization.
Naturally, only people experiencing stretched positive stress levels can be highly creative and innovative in any work situation. That probably explains why some global employers such as Google are going to great extents of harnessing performance potential through eliminating negative stress in every way possible. As CEOs and business executives, what are you and your organizations doing towards harnessing performance potential only through ensuring balanced levels of stress? All the same, do enjoy a stress balanced week for now.
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