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Managing the Stress of Change at Work Employee Assistance Program (EAP)

Managing the Stress of Change at Work Employee Assistance Program (EAP). Evolving Trends. Job Security Traditional approaches Managers solving problems Stable work environment Systems and procedures Narrow job description. Multiple career changes Innovation Input from all levels

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Managing the Stress of Change at Work Employee Assistance Program (EAP)

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  1. Managing the Stress of Change at Work Employee Assistance Program (EAP)

  2. Evolving Trends • Job Security • Traditional approaches • Managers solving problems • Stable work environment • Systems and procedures • Narrow job description • Multiple career changes • Innovation • Input from all levels • Fast-paced, changing environment • Strategies and innovations • Flexible, multi-skilled jobs From To

  3. Impact of Workplace Changes Change may include the following responses: • Denial • Resistance • Isolation • Sadness, Irritability, Anxiety & Detachment • Interpersonal Conflict & Communication Problems • Insecurity & Loss of Control

  4. The Stress of Change • The changing workplace • Trends in today’s workplace • Impact of workplace changes • Change involves loss and opportunities • Reacting or responding

  5. Change vs. Transition • The change itself is an external event…i.e. today I retired or today I got married • The transition is the internal process one goes through to adjust to the change • Transition involves many phases • People do not typically move in a linear fashion through each phase

  6. A Lifetime of Transitions “Who are you?" said the Caterpillar… “I-I hardly know, Sir, just at present,” Alice replied rather shyly, “at least I know who I was when I got up this morning, but I think I must have been changed several times since then.” Lewis Carroll Alice’s Adventures in Wonderland

  7. Losses Associated with Change… • Loss of the Known and Tried • Loss of Control • Loss of Structure • Loss of Future • Loss of Attachments • Loss of Turf • Loss of Meaning

  8. Opportunities Related to Change • Promotes new ways of thinking • Breaks monotony • New opportunities • Allows best employees to shine • Personal growth • Flexibility • Promotes improvement • Reconsider life values

  9. What is your control

  10. Important Unimportant

  11. Build a Bridge of Support Many stressors will overwhelm a scanty support system A strong support network provides strength during times of heavy stress

  12. What You Can Do • Input • Support • Plan • Communication • Limitations • Self-care

  13. Setting Goals • Take advantage of OPPORTUNITIES • Establish short term GOALS to minimize uncertainty and provide some level of control • TALK about what is happening

  14. Action Plan • What major changes am I coping with right now? • Where am I in the transition process? • What can I do to better manage change/stress? • What things are beyond my control, that I need to work on “letting go” of? • Where can I get the support I need to make these changes?

  15. Coping with Change • Change involves loss • Change creates stress • Change provides opportunities • Changes can create or accentuate self-doubt • Most growth occurs during times of significant change • For some people, coping with change requires skills that they may not have • Don’t hesitate to seek our professional help if the stress becomes too difficult to handle

  16. For more information, contact… Employee Assistance Program Elizabeth Robinson, Managerrobinson@nso.uchc.eduor call 860-679-2877Ct toll free: 800-852-4392

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