A Sense of Control Can Reduce Work Stress
Workplace stress can be detrimental to team dynamics. Not only that, but high levels of stress can lead to employee burnout and disinterest at work. “The American Institute of Stress (AIS) reveals that 80% of us feel stress on the job and almost half say they need help in managing that stress.” (HBR) According to the Harvard Business Review, the way teams operate and how team members interact with each other can be a major factor in either alleviating or aggravating workplace stress. The review states that “team dynamics directly affect a whopping 92% of what causes the most stress.”
As a result, “team leaders must be aware of the subtleties and undercurrents that dominate the human psyche” (HBR). Leaders must find ways to manage frustrations and stress as well as burnout due to their employee’s unmet expectations and needs. Studies show that “Increased levels of job stress as assessed by the perception of having little control but lots of demands have been demonstrated to be associated with increased rates of heart attack, hypertension, and other disorders.” Thus, to increase workplace satisfaction, one strategy some companies use is to write a charter based on reciprocal agreements of what is expected from both the employer and employee. According to the Harvard Business Review, this strategy works as “the very act of soliciting team members’ input reduces stress levels, giving them the feeling that they are, at the very least, heard.”
A sample charter proposed by Harvard Business Review contributor Andrew Wittman follows:
I agree to be on time, realizing everyone’s time is limited and extremely valuable.
I agree to show respect to every other member of the team and give them the benefit of the doubt.
I agree to give my best effort in accomplishing every task, the team’s mission, and our shared purpose.
I agree not to engage in any gossip about my team members and to put a stop to it if I encounter it.
I agree to communicate early and often pertaining to any time off needed for my personal life.
I agree to handle disputes, perceived offenses, or conflicts with dignity and professionalism.
By allowing employees to voice their needs and concerns, they feel more in control of their work and more valued—two vital feelings for worker satisfaction.
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