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It is only natural to push your employees hard to meet deadlines and increase productivity. However, your employees may be reaching their mental limits. Here are three indicators that your employees may be reaching their breaking point

Changes in Work Habits

If your employee is reaching a mental breaking point, they may display a lack of motivation, concentration, or a lack of productivity. They may project an image of someone who simply no longer cares about the job. Excessive absence and tardiness are frequent in employees who are reaching a breaking point.

There are countless reasons that an employee may not get to work on time. However, if you see a pattern, pay close attention as it could be a red flag. When employees are pushed too hard and begin to pay a mental price for it, they will start to resent coming in to work. You must take the appropriate measures to find out what is wrong and fix it.

Changes in Appearance and Demeanor

If your employee is reaching a breaking point, you may notice changes in their grooming and general appearance. When the employee who typically dresses well shows up unkempt, it could be an indication that they are having a difficult time coping at work. The employee’s demeanor may change as well. Excessive nervousness, restlessness, irritability, and acting out in unusual ways are reliable indicators of a problem.

Changes in Personality

Are the little things affecting your employees in a big way? Are small problems causing outbursts and mood swings? These are signs that an employee is reaching their breaking point. The employee may become withdrawn, avoiding social contact. Self-imposed isolation may indicate they are mentally bankrupt.

What You Can Do

There are actions you can take to assist employees who are fed up and quickly approaching their mental breaking point:

  • Lead by example. Before you make the demands of your staff, be prepared to make the same demands on yourself. You must be willing to do everything you are asking of them.
  • Provide recognition. Recognition is the key to encourage employees to work effectively and efficiently. Praise your employees when they do something correctly. Employees appreciate being recognized by their peers as well.
  • Be supportive. A good manager needs to be empathetic and supportive of their team’s needs. If an employee discusses their concerns with you, take them seriously and address them as needed. You want to project yourself as a leader who cares for your employees.
  • Offer timely feedback. If an employee is having a problem, do not address it in public and embarrass them. Furthermore, do not take their hardship and frame it as an example for the rest of the team. Address their frustration in private.

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