Employee Assistance Program EAP Evolving Trends From To Job Security Traditional approaches Managers solving problems Stable work environment Systems and procedures Narrow job description ID: 503646
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Managing the Stress of Change at Work Employee Assistance Program (EAP)Slide2
Evolving TrendsFromToJob SecurityTraditional approachesManagers solving problemsStable work environment
Systems and proceduresNarrow job description
Multiple career changes
Innovation
Input from all levels
Fast-paced, changing environment
Strategies and innovations
Flexible, multi-skilled jobsSlide3
DenialResistanceIsolationSadness, Irritability, Anxiety & DetachmentInterpersonal Conflict & Communication ProblemsInsecurity & Loss of ControlImpact of Workplace ChangesC
hange may include the following responses:Slide4
The changing workplaceTrends in today’s workplaceImpact of workplace changesChange involves loss and opportunitiesReacting or respondingThe Stress of
ChangeSlide5
The change itself is an external event…i.e. today I retired or today I got marriedThe transition is the internal process one goes through to adjust to the changeTransition involves many phasesPeople do not typically move in a linear fashion through each phaseChange
vs. TransitionSlide6
“Who are you?" said the Caterpillar… “I-I hardly know, Sir, just atpresent,” Alice replied rather shyly,“at least I know who I was when Igot up this morning, but I think Imust have been changed several times since then.”Lewis CarrollAlice’s Adventures in Wonderland
A Lifetime of TransitionsSlide7
Loss of the Known and Tried Loss of Control Loss of Structure Loss of Future Loss of Attachments Loss of Turf Loss of MeaningLosses Associated with Change…Slide8
Promotes new ways of thinkingBreaks monotonyNew opportunitiesAllows best employees to shinePersonal growthFlexibilityPromotes improvementReconsider life valuesOpportunities Related to ChangeSlide9
What is your control WITHIN MY CONTROL
My attitude
My thoughts
My actions
My skills
Skills I choose to develop
OUTSIDE MY CONTROL
The organization’s decision to initiate changes
A downturn in the economy
Economic changes that affect the organization
Intense competition affecting the organization
Technological changes which eliminate certain job tasks and functionsSlide10
Within my control i.e. spending time with people I care about
Outside of my control
i.e. serious illness in family
i.e. what to wear today
i.e. traffic jam
Important
UnimportantSlide11
Build a Bridge of Support
Many stressors will overwhelm a scanty support system
A strong support network provides strength during times of heavy stressSlide12
InputSupportPlanCommunicationLimitationsSelf-careWhat You C
an Do Slide13
Take advantage of OPPORTUNITIESEstablish short term GOALS to minimize uncertainty and provide some level of controlTALK about what is happening Setting GoalsSlide14
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?Action PlanSlide15
Change involves lossChange creates stressChange provides opportunitiesChanges can create or accentuate self-doubt Most growth occurs during times of significant changeFor 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 handleCoping with ChangeSlide16
For more information, contact…Elizabeth Robinson, Managerrobinson@nso.uchc.eduor call 860-679-2877Ct toll free: 800-852-4392
Employee Assistance Program