from the Turning Good People Into Top Talent blog series
By Bob Moore, CMC, Managing Principal, Talent Management Institute
The recent revelations about Amazon’s “bruising and brutal” workplace culture highlighted the “crucible of stress” that describes so many workplaces in Silicon Valley, and in other tech hub cities like Seattle, says Henry Albrecht, CEO of Limeade, an employee wellness solutions company.
“After 20 years in the tech industry, I believe a lot of employees, a lot of companies are working themselves to the bone because of hope … that if they just work harder and longer, they’ll get to that huge IPO and everyone will be millionaires. Honestly, the chances of that are so slim. For a whole industry to embrace that means setting a whole lot of people up for a horrible letdown,” Albrecht says. This affects employees not only in terms of the success or failure of their company, but also in the detrimental effects that constant stress and pressure has on their physical and emotional health.
Research consistently discovers that healthy trumps smart. However, the tendency to hire the best and brightest still persists across all knowledge-based enterprises. Professional service firms and high tech enterprises are particularly vulnerable, especially with Millennials comprising the majority of the workforce today.
Most workplace stress can be easily managed, provided you know the primary sources. Are you and your team highly focused on consistently looming deadlines and playing catch up from past due project target dates?
How many of the following indicators of high levels of workplace stress do you recognize?
- High rates of absenteeism and illness
- Low employee morale
- High level of staff turnover
- Low levels of employee engagement
- Customer complaints
You no longer have to guess about workplace stress levels and their causes for you and your team. You can now measure them with the Workplace Stress Quotient Assessment.
Click the button below to learn more about the Workplace Stress Quotient Assessment.
Bob Moore, CMC