No More Stress!
6 May 2013
Read by 1757 persons
Some people exhaust their colleagues and clients without even realizing it. If not controlled, this stress often impacts the company. From demotivation to damaged relationships, don't let these people weaken everyone's work.
Identify Workplace Stressors
Beware of appearances: a "stress creator" spreads stress, creating pressure and a feeling of impending problems. They may remain calm or even be surprised by the team's anxiety.
> The "Passive-Aggressive"
They have considerable inertia: they respond evasively to requests, then fail to act, or work at the last minute. Yet, they can work quickly and well.
> The "Too-Nice" Colleague
They accept unlimited requests. But once working, they ask for help because they can't manage. However, their goodwill and team spirit make them a pillar of group cohesion.
> The "Restless" Type
They can't organize or prioritize. Constantly switching tasks, they lack efficiency and waste time. However, they are reactive to urgent requests.
> The "Lazy" Type
They don't do their share of work and find ways to avoid it. Nevertheless, they can solve technical problems, precisely because they don't like to exert themselves...
> The "Hot Air" Artist
They irritate with their unshakeable belief in being the team's keystone. Relatively inefficient, they stress colleagues with their self-importance. But their persuasive power makes them good communicators.
> The "Nitpicker"
They focus on minor details, wasting the team's time. However, their attention to detail would be perfect for quality control.
> The "Distracted" Type
They make many mistakes; their work is approximate and needs checking. But these daydreamers are compliant and accept instructions willingly.
Take Steps to Manage Them
Because you have a key position, you are responsible for managing stressful individuals. Stop them to prevent them from influencing everyone else, especially since some have multiple "profiles"!
- Work with those "allergic to deadlines"
Besides "nitpickers" or "distracted" individuals, many hate time constraints. To control operations, become their metronome.
> If it's a colleague
Set very short-term goals for distracted colleagues. Schedule frequent check-ins. Because their imagination is fertile, solicit their creative ideas and involve them in problem-solving.
Don't give urgent tasks to "nitpickers"! Assign them verification and control tasks, which they'll excel at.
> If it's your superior
If they are distracted, remind them of important ongoing projects. Anticipate their forgetfulness by outlining their schedule the day before, including their first appointment. A written note can prevent regrettable failures!
If they are perfectionistic, only submit complete and verified documents. Highlight essential information in reports, results, or contracts. If they nitpick, protect your team: announce shorter deadlines to limit their demands.
- Gently guide those "rebellious to organization"
To manage people who stress colleagues because they are always overwhelmed ("too nice"), allergic to rules ("passive-aggressive", "rebels"), or disorganized ("restless"), be determined and imaginative to set limits.
> If it's a colleague
To help someone "too nice" stop being overwhelmed, act on two fronts: ask them to finish their tasks before helping others, and warn the team. Regularly assign tasks where their team spirit will be noticed (e.g., organizing a party).
For a "rebel," require them to think about a realistic and acceptable way to complete their tasks, then submit the steps for validation. If they agree, assign them special or urgent tasks where they can thrive.
Give short tasks to a "restless" or "scattered" colleague or break them into phases, checking progress before moving on. Use their reactivity for occasional overloads.
> If it's your superior
Your boss can't say no and is always overwhelmed? They are probably "over-caring." Explain the impact on deadlines and team morale. Suggest they systematically delay their response ("I'll look into it and get back to you.").
If they only handle things urgently, agree on a schedule at the start of a project.
If they struggle to focus, ask them to identify key elements of each task and schedule frequent check-ins.
- Be firm with "work-resistant" individuals
If a "lazy" or "hot air" person stresses the team, be firm.
> If it's a colleague
Give precise, detailed objectives with estimated durations to a shirker. Monitor their progress. Motivate them by using their resourcefulness to find shortcuts and simplifications for tasks.
Review the tasks of the "hot air" artist and frequently check results. If they're persuasive, give them opportunities to showcase their eloquence.
> If it's your superior
If they don't dedicate enough energy, involve them more in team life. Include them in managing "stressful" colleagues, team meetings, and problem-solving.
Does your boss take more credit than deserved? Emphasize the importance of their appreciation for team motivation. Explain that acknowledging each colleague's success will boost their popularity!
- Protect yourself from their influence
You've implemented measures to manage "stress creators." Now, protect yourself from their stress in your daily interactions and advise others to do the same.
- Say no when a colleague always asks for extra time or help for routine tasks. This refusal confronts them with their difficulty instead of stressing you. Saying no prevents being overwhelmed, manipulated, or controlled. It's an opportunity for them to change.
Tone and gesture: This refusal is a simple impossibility. It's a limit for you, not an attack. Your tone is calm (not hesitant or questioning), your gaze direct, your gestures calm. Refusal is a right, sometimes a duty!
- Delay the response to a pressing or inopportune request. Take time to think. Acknowledge receipt quickly: "Not now, we'll talk later" or "I don't know yet. I'll get back to you." You can even offer a counter-proposal.
Tone and gesture: Pleasant but firm to prevent insistence.
- Don't respond if a colleague stresses you at an inopportune moment (e.g., you're on the phone).
Tone and gesture: Your gaze emphasizes your disapproval of this disrespect.
For everyone's sake, don't let an oblivious "stress creator" seriously endanger team balance and your patience. You must "tame" them with firmness and diplomacy!
Marie Lagain.
Assistanteplus.fr
Posted May 6, 2013.
Identify Workplace Stressors
Beware of appearances: a "stress creator" spreads stress, creating pressure and a feeling of impending problems. They may remain calm or even be surprised by the team's anxiety.
> The "Passive-Aggressive"
They have considerable inertia: they respond evasively to requests, then fail to act, or work at the last minute. Yet, they can work quickly and well.
> The "Too-Nice" Colleague
They accept unlimited requests. But once working, they ask for help because they can't manage. However, their goodwill and team spirit make them a pillar of group cohesion.
> The "Restless" Type
They can't organize or prioritize. Constantly switching tasks, they lack efficiency and waste time. However, they are reactive to urgent requests.
> The "Lazy" Type
They don't do their share of work and find ways to avoid it. Nevertheless, they can solve technical problems, precisely because they don't like to exert themselves...
> The "Hot Air" Artist
They irritate with their unshakeable belief in being the team's keystone. Relatively inefficient, they stress colleagues with their self-importance. But their persuasive power makes them good communicators.
> The "Nitpicker"
They focus on minor details, wasting the team's time. However, their attention to detail would be perfect for quality control.
> The "Distracted" Type
They make many mistakes; their work is approximate and needs checking. But these daydreamers are compliant and accept instructions willingly.
Take Steps to Manage Them
Because you have a key position, you are responsible for managing stressful individuals. Stop them to prevent them from influencing everyone else, especially since some have multiple "profiles"!
- Work with those "allergic to deadlines"
Besides "nitpickers" or "distracted" individuals, many hate time constraints. To control operations, become their metronome.
> If it's a colleague
Set very short-term goals for distracted colleagues. Schedule frequent check-ins. Because their imagination is fertile, solicit their creative ideas and involve them in problem-solving.
Don't give urgent tasks to "nitpickers"! Assign them verification and control tasks, which they'll excel at.
> If it's your superior
If they are distracted, remind them of important ongoing projects. Anticipate their forgetfulness by outlining their schedule the day before, including their first appointment. A written note can prevent regrettable failures!
If they are perfectionistic, only submit complete and verified documents. Highlight essential information in reports, results, or contracts. If they nitpick, protect your team: announce shorter deadlines to limit their demands.
- Gently guide those "rebellious to organization"
To manage people who stress colleagues because they are always overwhelmed ("too nice"), allergic to rules ("passive-aggressive", "rebels"), or disorganized ("restless"), be determined and imaginative to set limits.
> If it's a colleague
To help someone "too nice" stop being overwhelmed, act on two fronts: ask them to finish their tasks before helping others, and warn the team. Regularly assign tasks where their team spirit will be noticed (e.g., organizing a party).
For a "rebel," require them to think about a realistic and acceptable way to complete their tasks, then submit the steps for validation. If they agree, assign them special or urgent tasks where they can thrive.
Give short tasks to a "restless" or "scattered" colleague or break them into phases, checking progress before moving on. Use their reactivity for occasional overloads.
> If it's your superior
Your boss can't say no and is always overwhelmed? They are probably "over-caring." Explain the impact on deadlines and team morale. Suggest they systematically delay their response ("I'll look into it and get back to you.").
If they only handle things urgently, agree on a schedule at the start of a project.
If they struggle to focus, ask them to identify key elements of each task and schedule frequent check-ins.
- Be firm with "work-resistant" individuals
If a "lazy" or "hot air" person stresses the team, be firm.
> If it's a colleague
Give precise, detailed objectives with estimated durations to a shirker. Monitor their progress. Motivate them by using their resourcefulness to find shortcuts and simplifications for tasks.
Review the tasks of the "hot air" artist and frequently check results. If they're persuasive, give them opportunities to showcase their eloquence.
> If it's your superior
If they don't dedicate enough energy, involve them more in team life. Include them in managing "stressful" colleagues, team meetings, and problem-solving.
Does your boss take more credit than deserved? Emphasize the importance of their appreciation for team motivation. Explain that acknowledging each colleague's success will boost their popularity!
- Protect yourself from their influence
You've implemented measures to manage "stress creators." Now, protect yourself from their stress in your daily interactions and advise others to do the same.
- Say no when a colleague always asks for extra time or help for routine tasks. This refusal confronts them with their difficulty instead of stressing you. Saying no prevents being overwhelmed, manipulated, or controlled. It's an opportunity for them to change.
Tone and gesture: This refusal is a simple impossibility. It's a limit for you, not an attack. Your tone is calm (not hesitant or questioning), your gaze direct, your gestures calm. Refusal is a right, sometimes a duty!
- Delay the response to a pressing or inopportune request. Take time to think. Acknowledge receipt quickly: "Not now, we'll talk later" or "I don't know yet. I'll get back to you." You can even offer a counter-proposal.
Tone and gesture: Pleasant but firm to prevent insistence.
- Don't respond if a colleague stresses you at an inopportune moment (e.g., you're on the phone).
Tone and gesture: Your gaze emphasizes your disapproval of this disrespect.
For everyone's sake, don't let an oblivious "stress creator" seriously endanger team balance and your patience. You must "tame" them with firmness and diplomacy!
Marie Lagain.
Assistanteplus.fr
Posted May 6, 2013.
