Studies have shown that for every dollar spent on controlling psychosocial hazards, you can save between three to six dollars on your bottom line!
We can learn many things about stress management and how stress management can benefit workplaces. For example, dairy farmers are drastically changing the way in which cows are raised. Dairy farmers have found that creating a relaxing, non-stressful environment for the cows turns into better profits. Cows no longer are cooped up in small stalls, or separated from their young; instead they roam freely in pastures. Come milking time, the cows go in a modern, high-tech barn that is designed for maximum comfort. The floors are made of stainless steel, that’s so that the robotic squeegee can scrape all waste matter away to prevent disease. The cows also have access to large “car-wash type” brushes that automatically spin when a cow is present, this is to help the cow get at those irritating itches. Milking the cow is accomplished by a laser guided machine that finds each nipple, all without any person touching the cow. Once hooked up, the machine monitors the milk for any temperature changes or disease. To further reduce stress the cow is always with their young, even when it’s time for milking.
Dairy farmers say that a happy cow gives more milk, and that the milk is better quality. They are witnessing positive results from their investment in stress management.
How can we apply stress management to everyday workers? We need to first realize that stressed workers are less productive, more prone to accidents, have more sick days, and cost the company many thousands of dollars on the bottom line.
The solution to these problems can come through a good stress management program where employees feel good about coming to work and doing the best job they can. Creating this friendly, non-confrontational atmosphere can be attained through: commitment, desire, and proper leadership. The monetary cost of stress management can be minimal when you understand your psychosocial hazards that exist in your workplace, and you control them.
Over the past twenty years of health and safety management, there has been much study on the term Psychosocial hazard, and, if it really exists in our workplaces. The Ministry of Labor, W.S.I.B., Health and Safety Professionals, C.S.A and Union Leaders all recognize that psychosocial hazards are real, and that they can be controlled just as much as physical hazards.
Originally posted on robertjrussellcompanies:
We all read stories about business owners who seem to find the right product to plug a hole in the market, at just the right time. But is it really fair to suggest that this is all about luck? There’s usually a considerable element of vision involved.
You may not believe this to be true, but it’s worth thinking about what separates successful business people from those who are unable to succeed. It could be suggested that there are small margins at work here and this may also be true.
It’s worth considering that the very best people often have a significant grasp of the details involved in creating a success story. They appreciate that hard work and inspiration will be part of the mix.
Originally posted on mindfulosophy:
1. Make Others Feel Safe to Speak-Up
Many times leaders intimidate their colleagues with their title and power when they walk into a room. Successful leaders deflect attention away from themselves and encourage others to voice their opinions. They are experts at making others feel safe to speak-up and confidently share their perspectives and points of view. They use their executive presence to create an approachable environment.
Originally posted on Jantra's Mantra's:
Aaaah! Let’s just say that right now things are crazy! It feels like everything was snowballing and BOOM! now it is time to do everything at once. I’m only talking about work stresses..and even then, I do what I love for work. Yeah, you can call me one of those people. 2014 is off to a pretty crazy and amazing start, though there are times I have felt so overwhelmed!
Here are some tips to help manage work stresses: (This is pretty much a note to myself and I hope you guys can benefit from it, too.)
The inner circle is that point in the organization where all decisions are made. It flows from the C.E.O down through the various executives. The decisions that are made from the inner circle are passed down to the managers and finally to the hourly employees.
When the stress levels are high and pressure is mounting within the inner circle, that stress is passed on to the rest of the workplace and can cause many unforeseen problems occur. In some cases, it can even destroy your business if not controlled.
This may seem obvious to most people, but some still don’t get it.
Happy employees are loyal employees and that loyalty is priceless.
Originally posted on 103.7 KVIL:
Plus, over 50% of companies plan to hire this year and provide higher salaries for experienced/better talent.
For the past couple of years, some companies have returned to the basics of paying more for better people, and improved revenue.
So it’s my birthday today and I got thinking about my driver training I received when I turned 16.
- Look ahead
- Look where you want to go
- Shoulder check and mirror check
- Drive, according to the weather conditions
- Anticipate problems and have room to react
Still no accidents and I can attribute this to my excellent driver training.
We can apply this same train of thought to successful businesses and how to avoid pitfalls or failure. Look ahead, anticipate problems and deal with them before they become problems.
Evaluate your business, look ahead, where do you want to go?
Morale, also known as esprit de corps when discussing the morale of a group, is an intangible term used to describe the capacity of people to maintain belief in an institution or a goal.
Right from the start of every military career, esprit de corps is taught to young recruits as an essential part of being in the military. It is the “Glue” that keeps a unit together, ready for what ever challenge may arise.
Being posted to a warship I know how true this really is, for example when a ship has a high morale things are good; the food is great, everybody is rested and feeling energized.. smiles.. jokes and high fives all around. Nothing can stop us!
On the flip side, when the morale is low it can be like a jail with no escape. People are upset, frustrated and even emotionally damaged. You just don’t want to be there anymore, but you don’t really have a choice because you can’t just get off a ship in the middle of the ocean.
Interestingly enough, the Captain of the ship and how he treats the crew, is the sole reason for good or bad morale.
The military is very aware of this “morale” issue and its impact on a unit. Too bad most businesses don’t pay attention to this.
“One With The Strength Of Many“
When we think of hazards at work, we generally think of physical hazards like: pinch points, nip points, trip hazards and guarding issues.
Psychosocial hazards are just as real as physical hazards at work, and in some cases if not recognized and controlled they can have a very negative impact on your bottom line.
Many studies have been done on psychosocial hazards, and the impact on the workplace. Dr. Martin Shain and Health Canada have put out a recent study called Best Advice on Risk Management in the Workplace. It simply states that workers with a high demand for production and little or no control, and or, high effort/low reward are at risk of being frustrated, angry, and stressed, which can contribute to aggressive behavior, sabotage, poor physical and mental health and a general lack for safety. These negative feelings can be multiplied two to three times if the employee perceives the employer as being unfair.
We can come up with many situations that exemplify this research such as the example of a good marriage. When you ask two people who have been married for a long time “what helped them stay together” ; they always say the same thing… “it is a relationship of give and take” which means the effort/reward system is good. On the other hand, ask a divorced couple to highlight the reasons why they got divorced and the answer is mostly…”I gave so much and got nothing in return”, Which means the effort/reward system has failed and so has their relationship.
Oddly enough, the marriage scenario is most like our workplaces. The relationship between employer/employee both have basic needs that have to be met to feel good about the working relationship.
Recognizing that psychosocial hazards exist is the first step in a process set up to control them, and controlling them can put you in Canada’s top 100 employers list where the effort/reward system is working; and it is the main reason why they are considered Top Employers!
We here in Canada have some great laws that protect the worker’s safety, however, they’re widely unknown and unused.
The most unused law is the right to refuse unsafe work. It’s probably the most powerful and important “right” workers have, yet it goes unused. Just think of all the deaths and accidents that could have been prevented if they had used that right.
Every person I hire starts their fist day with me. We go through training videos, have a safety tour of the plant at which time I show them all the does and don’t s and what to watch for. I also explain in detail the right to refuse unsafe work and I encourage them to use it. By doing this I give them the knowledge and tools to stay safe and go home at the end of each shift.
I encourage you to share a short story about a time when you refused or should have refused to do unsafe work.
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Is it possible to achieve a high-five slapping, relaxed, stress free work environment?
We all have worked in places where we had stress from high demands, unreasonable expectations, low reward, gossip and political games that can get pretty nasty! Some of us have had the privilege of working in an almost utopia of positive reinforcement, personal support at work and home. Everyone was made to feel welcome and part of a team. You got really excited to go to work and give it all you had.
In recent years, shows like Undercover Boss have shown one main theme. This is not the only theme, but it sticks out. The C.E.O. does not have a good grasp on what the real situation is like at the ground level. In the end, the C.E.O. makes some dramatic changes that impact the employee’s, and the company in very a positive way.
So, is it possible to achieve a happy workplace? YES only if the C.E.O. is behind it 100%. Without that clear support from the top it will not have legs and eventually will fade away.
If you are interested in pursuing this kind of work environment feel free to follow me or contact me for advice.
If you build it, they will come!