1.5 Seek Feedback form Others top Identify and Confirm Methods for Responding to Emotional Stressors in the Workplace

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1.5 Seek Feedback form Others top Identify and Confirm Methods for Responding to Emotional Stressors in the Workplace

If you feel stressed at work, chances are, your co-workers feel the same way. Managing stress in the workplace goes beyond individual methods and strategies. As an organisational issue, emotional stressors should be dealt with collectively. When the organisation openly recognises work-related stress, it de-stigmatises this and allows the members to feel more comfortable sharing their emotions. This helps in the development of everyone’s emotional intelligence. 

Sharing the emotional stressors you have identified can allow you to compare them with your co-workers, allowing you to check if they have encountered these as well. They can then give you feedback if the methods you use to handle your stress are effective and share their own methods with you. There may also be resources within the organisation that you can use to address your emotional stressors. You can ask if these are available so you can utilise them.

There may also be situations that trigger your co-workers that you are unaware of. Knowing this information will help you foster an emotionally safe and healthy working environment for everyone. It is also important to remember that you should respect others’ boundaries if they choose not to share their emotions. If you try to bring up the topic and the person you are speaking to does not feel comfortable sharing, do not insist. 

Addressing stress in casual situations can help, but if the emotional stressors in the workplace cannot be prevented or managed by the members, they need to be addressed formally. You may opt to hold a meeting to compile all the members’ concerns into a list and think of methods that the organisation can implement to address the concerns. However, meeting and discussing this as a group may feel uncomfortable for some. You can also opt to have relevant personnel, such as the office therapist or the human resources department, conduct one-on-one interviews in a safe environment. 

Based on feedback from others, review or reflect on your emotional stressors and the methods you use to handle them. Reflecting is closely linked to learning from experience, in which you think about what you did and what happened and decide what to do differently next time. The difference between ‘thinking’ and ‘reflective practice’ is that reflective practice requires conscious effort to think about events and develop insights into them. 

Reflective practice is an active, action-based, and ethical set of skills, situated in real time and dealing with complex situations. To develop the critical thinking necessary for reflective practice, it is helpful to follow these steps:

Thinking is only a small part of the process. You must learn to develop an understanding of the theory and others’ practice, too. As much as possible, explore ideas with other people. Reflective practice does not have to be done alone; it can be a shared activity.

Reflective practice can improve your self-awareness, as well as help you develop creative thinking skills and encourage you to engage actively in your work. In work situations, regularly reflecting will support more meaningful discussions about the development of your professional life. Although it will take time to apply the technique and adjust it to suit your needs, it will ultimately save you time and energy in the long run.