I just finished taking my Life Stress Inventory, the Coping and Management Skills test, and the Type A personality survey. The results stated that I am “not very stressed”, and “not a type A personality”. As a Father with three kids, a job, and full-time school its not that I’m not stressed, its more that I’ve learned in the last several years how to effectively manage it and maintain a positive outlook under difficult circumstances. Among the lessons I’ve learned is the need to pursue gratitude for the things in my life. In many hard seasons, or on a hard day, what can begin to turn the tide is simply taking time think “gratefully”. The change isn’t always immediate, but as I shift my thinking, my perspective begins to change. Other important strategies include having a close support network to rely on for emotional support. This includes my wife, close friendships, and mentors. Lastly, I exercise and work to remain active even during busy times. As I progress through my professional career, the tools I’ve learned will only become more important to maintain a healthy work-life balance.
As I’ve researched the issue of workplace stress, a key issue that organizations are facing is employee burnout. Research from SHRM in 2024 noted that 44% of U.S. workers are burned out from their work and that almost half of those employees are seeking a new job as a result (“Employee Mental Health: May 2024 EN Insights Forum,” Society for Human Resource Management, 2024). Not only does losing an employee impact the organization, but the resulting stress negatively affects the physical and mental health of the employees. This can cause employees to gain weight because of stress eating, or even cause personal relationships to suffer or end (“2024 Workforce State of Mind Report,” Headspace, 2024). To fight this epidemic, some of the most relevant strategies organizations are using include setting boundaries for employees to have time for personal connection (such as not requiring work on weekends or overtime) and encouraging employees to engage in peer-to-peer or intergenerational mentorship (“2024 Workforce State of Mind Report,” Headspace, 2024). There are other strategies as well, but these are important options that carry weight when relied upon.
