Posted by: healingtheworkplace | March 2, 2010

Is Your Workplace Tired?

For that matter are you tired? If so, you are not alone. Lots of people I talk with are exhausted, especially those trying to balance their work and family life.

This January Derek Sankey wrote an article for the Vancouver Sun about the challenges inherent in a tired workplace. In his article Sankey identified the following top workplace issues for 2010:

  • the need to do something about low staff morale
  • the need to do something about tired employees (nap time anyone?)
  • the need for leadership development
  • the need for accountability at all levels
  • the need to manage multiple generations

Sankey also touched on the rapid pace of technological change and how this is adding to everyone’s stress. Attempting to keep up with the sheer volume of new information is threatening to overwhelm us. Technology that was supposed to help us has in fact become the enemy.

But how much is enough? We all know the facts–longer hours and heavier work loads lead to increased stress and decreased productivity.

“The boss tells us to ‘work smarter’ in this recession, but we are crumbling under all the extra pressure. Not to mention the toll it’s taking on our health.”          Sarah Boesveld. Globe and Mail. March 2, 2009.

Compounding the problem is the ongoing, unending, unrelenting, inexorable pace of change!

And there is more. Are you sitting down?

I found this tid bit in a 2005 article by Margaret Wheatley:

“I’m sad to report that in the past few years, ever since the uncertaintly became our insistent 21st century companion, leadership has taken a great leap backwards to the familiar territory of command and control.”

Not only are we expected to “do more with less” we are now being watched as never before.  Which leads me to another interesting fact:

“People can deal a lot more effectively with stress on the job IF they have control over their work!”

What do you think? What are we so afraid of? The answers are out there for organizations willing to see the obvious. We don’t need new OD models or more consultants. We need to apply what we have learned collectively over the past few decades. We need to let go and learn to trust. We need to recognize that we can’t keep trying to operate the way we are doing. 

Have a great week!

Lesley

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