Part 1 of 3: RISE
This article is a summary of an interview series of Mike Bushman from the podcast Passion & Profits Without Burnout hosted by Jacob Moore.
As we enter a new era of corporate leadership, the importance of prioritizing employee mental health and well-being cannot be overstated. Creating a mentally healthy work environment is crucial to ensuring employees' well-being and optimizing organizational success. But how can managers achieve this?
Enter the RISE, AIM, SOAR Approach, a three-part framework that emphasizes the importance of managing stress, accommodating individual differences, and strengthening operations and results. With a clear understanding of how stress impacts employee performance, managers can set realistic goals and provide support through coaching and training.
In this blog, we will be taking a look at these three key elements of organizational success:
Identifying & removing weaknesses in your workplace stress management practices.
Empowering employee success as a manager.
Building sustainable and scalable practices that foster employee growth.
By implementing these elements, managers can create a culture of resilience, growth, and inclusivity in their organization. Let's dive in and explore how to make your workplace mentally healthy.
Can Stress be a Good Thing?
In today's fast-paced and demanding workplace, stress is an unavoidable reality. However, not all stress is created equal. The first step towards creating a healthy and productive work environment is to recognize that stress is not always a bad thing.
In fact, stress can be a necessary component for achieving peak performance. It is only when stress becomes chronic or too intense that it can negatively impact employees' cognitive and emotional abilities.
To create an ideal stress environment, managers must prioritize employee well-being and take proactive steps to mitigate the harmful effects of chronic stress. This includes setting clear goals, establishing realistic expectations, and providing employees with the necessary support and resources to meet these goals.
Managers should also invest in employee development through coaching and training programs, which can help employees build resilience and improve their problem-solving skills.
One of the most crucial responsibilities of a business leader is to ensure that their employees' needs are met. But how can they accurately assess the needs of a particular employee or group?
It's a question that many leaders struggle with, as the needs of each employee can vary greatly. But, there are certain practical strategies that if implemented can result in a workplace that focuses on holistic development. Let’s dive right into it!
1. Allow for recovery time
As managers, it's crucial to recognize that employees need adequate recovery time after completing a project or working intensely. This recovery time is not just about taking a day off, but rather allowing time to heal and physically recover.
By providing employees with the necessary time to recharge, managers can help maintain optimal performance and prevent burnout.
2. Ensure a positive feedback culture
One of the most important aspects of building an ideal stress environment is fostering a positive feedback culture. Research shows that employees perform better and are more engaged when they receive regular praise and recognition.
Managers should strive to provide constructive feedback while also acknowledging and celebrating successes. This not only helps boost employee morale but also ensures that they continue to perform at their best.
Put checks and balances in place so that we ensure that we are hitting that ratio and that we are giving people what they need: Being noticed, being cared for, being relied upon, and really coming together under one mission with aligned goals. -Jacob Moore
3. Provide support through coaching and training
By providing employees with the tools and resources they need to succeed, managers can help alleviate stress and build a culture of continuous learning and improvement. This support can take the form of coaching sessions, skills training, or access to mentorship programs.
4. Align organizational and personal goals
Employees who understand how their personal goals align with the organization's goals are more likely to take on additional responsibilities and work with purpose and passion.
It's essential for managers to clearly communicate organizational goals and encourage employees to set their own goals that align with the company's mission and vision. This alignment can help create a sense of shared purpose and a culture of accountability.
From a tactical standpoint, it can come down to really just understanding what motivates this employee and you get to that through getting to know them personally as well and getting to understand what their objectives are. So the more you can align those objectives with what the employee wants, the better. -Mike Bushman
5. Accountability through collaborative problem solving
Accountability is a crucial element in any workplace environment. When employees know they're being relied on, they're more likely to take ownership of their work and be accountable for their actions.
Collaborative problem-solving can help foster this sense of accountability by encouraging employees to work together to solve problems and achieve common goals. By promoting a culture of collaboration, managers can empower employees to take ownership of their work and feel a sense of accountability for their actions.
6. Foster employee investment in solutions
Employees who feel invested in creating solutions are more likely to implement them with passion and dedication. Managers can encourage this investment by involving employees in problem-solving and decision-making processes, seeking their input and feedback, and providing opportunities for them to take ownership of initiatives.
By doing so, managers can build a culture of collaboration and accountability that empowers employees to make meaningful contributions to the organization's success.
Creating an ideal stress environment in service organizations is crucial for driving better results and employee engagement. Managers need to understand the positive impact it has on their organization and make it part of their personal goals.
It is important to appreciate and recognize each employee's role and how it contributes to the organization's success. A good performance management system is key to incorporating training, career development, and regular conversation with employees.
Here are a few items that your performance & stress management should definitely include:
Train managers to understand the importance of employee engagement and how it drives better results for the company.
Make employee engagement part of the manager's personal goals.
Find ways to make all jobs within the organization as meaningful as possible for employees.
Establish a robust performance management system that includes regular conversations about career development, training, and feedback.
Prioritize clear communication between managers and employees, including setting priorities and providing regular feedback.
Get to know employees personally and align their objectives with what the company needs.
Teach employees tools for de-stressing in high-pressure situations, such as deep breathing exercises.
Want to dive deeper into this topic? Listen or watch the entire interview of Mike Bushman on Passion & Profits Without Burnout hosted by Jacob Moore.