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How can you identify employee stressors through team performance assessment?

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Employee stress can affect team performance, productivity, and morale. It can also lead to burnout, absenteeism, and turnover. As a business manager, you need to identify the sources of stress for your team members and help them cope with them. One way to do that is through team performance assessment and feedback. Here are some tips on how to use this tool to spot and address employee stressors.

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1 Define team goals and expectations

Before you assess your team's performance, you need to clarify what you expect from them. Set SMART (specific, measurable, achievable, relevant, and time-bound) goals that align with your organization's vision and strategy. Communicate these goals clearly and regularly to your team and make sure they understand their roles and responsibilities. This way, you can reduce ambiguity, confusion, and frustration among your team members and help them focus on their priorities.

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Lee Song Yong ChFC? CFP? B.Bus (First Class Hons)

Financial Steward for High Net-Worth | Trusted Advisor for Doctors, Lawyers & Senior Executives | Industry's Top 1% | Top of the Table
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Conduct Regular Surveys: Implement periodic surveys focused on various aspects of work, including workload, work-life balance, job satisfaction, and stress levels. Use anonymous surveys to encourage honest feedback.

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2 Measure team outcomes and behaviors

To evaluate your team's performance, you need to use both quantitative and qualitative indicators. Quantitative indicators are the measurable results that your team produces, such as sales, revenue, customer satisfaction, or quality. Qualitative indicators are the observable behaviors that your team displays, such as collaboration, communication, creativity, or problem-solving. You can use various methods to collect data on these indicators, such as surveys, interviews, observations, or self-reports. You should also compare your team's performance with the established goals and benchmarks and identify any gaps or areas for improvement.

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Lee Song Yong ChFC? CFP? B.Bus (First Class Hons)

Financial Steward for High Net-Worth | Trusted Advisor for Doctors, Lawyers & Senior Executives | Industry's Top 1% | Top of the Table
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Analyze Key Performance Indicators (KPIs): Evaluate individual and team performance metrics to identify patterns or deviations. Look for trends such as declining productivity, missed deadlines, or increased errors.

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3 Provide team feedback and recognition

Once you have gathered and analyzed the data on your team's performance, you need to share it with your team and provide them with constructive feedback and recognition. Feedback is essential for helping your team learn from their successes and failures and improve their performance. Recognition is important for motivating your team and acknowledging their efforts and achievements. You should provide feedback and recognition in a timely, specific, and balanced manner. You should also use feedback as an opportunity to listen to your team's concerns, challenges, and suggestions and show empathy and support.

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Lee Song Yong ChFC? CFP? B.Bus (First Class Hons)

Financial Steward for High Net-Worth | Trusted Advisor for Doctors, Lawyers & Senior Executives | Industry's Top 1% | Top of the Table
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One-on-One Check-ins: Schedule regular one-on-one meetings with team members to discuss their workload, challenges, and well-being. Use these sessions to identify personal stressors or work-related issues.

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4 Identify team stressors and solutions

By assessing your team's performance and providing feedback, you can also identify the potential stressors that affect your team members and their work. Some common stressors are unrealistic deadlines, excessive workload, conflicting demands, lack of resources, role ambiguity, poor communication, interpersonal conflicts, or lack of autonomy. You should pay attention to the signs of stress in your team, such as low morale, reduced productivity, increased errors, decreased quality, or high turnover. You should also ask your team members how they feel about their work and what causes them stress. Based on this information, you can work with your team to find solutions to reduce or eliminate the stressors, such as delegating tasks, adjusting goals, providing training, improving communication, resolving conflicts, or offering flexibility.

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Natasha Lefear, MBA, PMP

Healthcare & Operations Executive | COO | Continuous Improvement | SAFe Agilist | Business Transformation | Employee Engagement & Development | Project Management | Effective Changes | Voice of Customer
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It’s important to empower employees and build trust so they are willing to share stressors and barriers to optimal performance. One way I have found successful in identifying stressors as well as solutions is, as a leader, hosting skip levels with members of the team sometimes one on one and sometimes in small groups. Use these sessions to ask what is working and not working. I usually have a list of questions to ask to generate discussion. One of my staple questions is what should we start, stop or continue doing to be successful.

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Fatima Arshad ??

HR Professional | Global Technical Recruiter ?? | Your Resume/CV Crafting Specialist – ATS-Optimized
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Team performance assessments can serve as valuable tools to identify employee stressors. By closely analyzing factors such as decreased productivity, increased absenteeism, or changes in team dynamics, HR can pinpoint potential stressors affecting employees. Additionally, conducting regular surveys or feedback sessions can provide insights into specific challenges team members may be facing, allowing for targeted interventions to address stress and enhance overall well-being.

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5 Monitor team performance and well-being

Finally, you need to monitor your team's performance and well-being on an ongoing basis and make adjustments as needed. You should track your team's progress toward the goals and provide regular feedback and recognition. You should also check in with your team members individually and as a group and ask them how they are coping with their work and stress. You should also encourage your team to practice self-care and offer them resources and support to enhance their physical and mental health. By doing so, you can help your team perform better and feel happier at work.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you identify employee stressors through team performance assessment?

1

2

3

4

5

6

1 Define team goals and expectations

2 Measure team outcomes and behaviors

3 Provide team feedback and recognition

4 Identify team stressors and solutions

5 Monitor team performance and well-being

6 Here’s what else to consider

Business Management

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How can you identify employee stressors through team performance assessment?

1

2

3

4

5

6

1 Define team goals and expectations

2 Measure team outcomes and behaviors

3 Provide team feedback and recognition

4 Identify team stressors and solutions

5 Monitor team performance and well-being

6 Here’s what else to consider

Business Management

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