Hello All,
I want to conduct a training on stress management in my software company. The company size is 40 people. Can you please help me out with the requirements I would need to conduct the same? What can be included in this and how can I begin with it? What content should be included? I am the only HR person who would be doing it.
Kindly suggest something.
Ashlesha
From India, Mumbai
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24I want to conduct a training on stress management in my software company. The company size is 40 people. Can you please help me out with the requirements I would need to conduct the same? What can be included in this and how can I begin with it? What content should be included? I am the only HR person who would be doing it.
Kindly suggest something.
Ashlesha
From India, Mumbai
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Dear Ashlesha,
My comments are as below:
a) Stress is output and input. Stress is a result and not a cause. So address your training efforts to the cause and not towards the result. If you conduct the training on stress management without curing the cause, you will require training once again.
b) Stress is a cause of organizational as well as personal factors. Fix the organizational factors first. Personal factors will follow automatically. Organizational factors include:
i) Improper manpower planning
ii) Improper recruitment (a square peg in a round hole?)
iii) Lack of requisite skills among the staff members
iv) Management sets the goal but gives the wrong direction or no direction.
v) Management has its own clique, and they listen to only a few.
vi) Excessive emphasis on customer satisfaction. This forces techies to take customers' calls even after midnight also. Techies cannot have adequate sleep because of this.
vii) Lack of a well-defined system and process. When the systems and processes are not well-defined, the staff who is recruited from diverse companies do not unlearn. They bring baggage of the wisdom from their past companies and start off-loading it in their current company. This creates a classic hodgepodge.
viii) Slavish or sheepish adherence to the process. Since the process is not flexible, staff ends up missing the wood for the trees.
ix) Recurrence of the same mistakes. This happens because of attrition.
x) Management is eager to benchmark against industry leaders blindly. But then they cannot bring the culture of those companies into their own company.
xi) Management treats high-performers differently. But then these fair-haired chaps merrily rub other employees the wrong way.
c) Yoga is another method of curing training; this is what yoga trainers say. However, these problems arising out of the humdrum activities of corporate life cannot have a spiritual solution. If the water in the pot is boiling, then we must locate the knob and put the fire off. Yoga or any other stress handling remedy is something like putting ice cubes in a boiling pot to reduce the temperature. As the ice melts, add a few more ice cubes! But then this is not a permanent remedy to reduce the temperature.
d) There is a lot of material available on stress management. Many trainers download it and use it for training (this includes me also). However, I have not come across any trainer who has confidently told me that he could fix employee stress permanently. So training efforts are like water off a duck's back.
e) Coming to your filling shoes of the trainer. My experience is that in-house HR professionals do not succeed as trainers. However, if the objective is to have some training practice, then you can go ahead. But then it would be in your company's interest to hire the services of some external trainers.
These are my candid views. My candidness may ruffle the feathers of a few of my fellow HR/trainers, but my intention was not to do that!
Thanks,
Dinesh V Divekar
From India, Bangalore
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My comments are as below:
a) Stress is output and input. Stress is a result and not a cause. So address your training efforts to the cause and not towards the result. If you conduct the training on stress management without curing the cause, you will require training once again.
b) Stress is a cause of organizational as well as personal factors. Fix the organizational factors first. Personal factors will follow automatically. Organizational factors include:
i) Improper manpower planning
ii) Improper recruitment (a square peg in a round hole?)
iii) Lack of requisite skills among the staff members
iv) Management sets the goal but gives the wrong direction or no direction.
v) Management has its own clique, and they listen to only a few.
vi) Excessive emphasis on customer satisfaction. This forces techies to take customers' calls even after midnight also. Techies cannot have adequate sleep because of this.
vii) Lack of a well-defined system and process. When the systems and processes are not well-defined, the staff who is recruited from diverse companies do not unlearn. They bring baggage of the wisdom from their past companies and start off-loading it in their current company. This creates a classic hodgepodge.
viii) Slavish or sheepish adherence to the process. Since the process is not flexible, staff ends up missing the wood for the trees.
ix) Recurrence of the same mistakes. This happens because of attrition.
x) Management is eager to benchmark against industry leaders blindly. But then they cannot bring the culture of those companies into their own company.
xi) Management treats high-performers differently. But then these fair-haired chaps merrily rub other employees the wrong way.
c) Yoga is another method of curing training; this is what yoga trainers say. However, these problems arising out of the humdrum activities of corporate life cannot have a spiritual solution. If the water in the pot is boiling, then we must locate the knob and put the fire off. Yoga or any other stress handling remedy is something like putting ice cubes in a boiling pot to reduce the temperature. As the ice melts, add a few more ice cubes! But then this is not a permanent remedy to reduce the temperature.
d) There is a lot of material available on stress management. Many trainers download it and use it for training (this includes me also). However, I have not come across any trainer who has confidently told me that he could fix employee stress permanently. So training efforts are like water off a duck's back.
e) Coming to your filling shoes of the trainer. My experience is that in-house HR professionals do not succeed as trainers. However, if the objective is to have some training practice, then you can go ahead. But then it would be in your company's interest to hire the services of some external trainers.
These are my candid views. My candidness may ruffle the feathers of a few of my fellow HR/trainers, but my intention was not to do that!
Thanks,
Dinesh V Divekar
From India, Bangalore
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Dear Ashlesha,
Dinesh Divekar has given you sound advice; hence, I will ask you some questions. Do you own the software company or work there? Are the 40 people under stress at work and expressed it or exhibited behavior related to stress? If you are not the owner, then what role do you have? Do you have any experience of conducting training? Just as children listen to non-family members about certain problems, staff also may respond to outsiders better than inside trainers.
Have a nice day.
Simhan
A retired academic in the UK.
Hello All,
I want to conduct training on stress management in my software company. The company size is 40 people. Can you please help me out with the requirements I would need to conduct the same? What can be included in this and how can I begin with it? What content should be included? I am the only HR person who would be doing it.
Kindly suggest something.
Ashlesha
From United Kingdom
Acknowledge(0)Amend(0)
Dinesh Divekar has given you sound advice; hence, I will ask you some questions. Do you own the software company or work there? Are the 40 people under stress at work and expressed it or exhibited behavior related to stress? If you are not the owner, then what role do you have? Do you have any experience of conducting training? Just as children listen to non-family members about certain problems, staff also may respond to outsiders better than inside trainers.
Have a nice day.
Simhan
A retired academic in the UK.
Hello All,
I want to conduct training on stress management in my software company. The company size is 40 people. Can you please help me out with the requirements I would need to conduct the same? What can be included in this and how can I begin with it? What content should be included? I am the only HR person who would be doing it.
Kindly suggest something.
Ashlesha
From United Kingdom
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Dear Ms. Ashlesha,
Warm greetings...
I have read my mentor's comments regarding your query, and I concur with my mentor.
Every individual has their own perception of STRESS. In my view, STRESS has a purposeful meaning and is necessary in our lives to a certain extent. STRESS acts as a catalyst that drives us to accomplish tasks, but one should follow the right process rather than resorting to the hard way. Those who understand STRESS correctly can easily manage it and help others overcome it.
It is certain that we all live our lives based on parameters. If one sees STRESS AS A PROBLEM, then every problem has a solution. Many have attempted to provide solutions for stress, but we humans are ultimately responsible for generating stress (as referred to in Stress Factors I to X, as noted by Mr. Dinesh).
To manage stress, one must exhibit high levels of maturity, possess a positive mindset/mental attitude (positive thinking), and comprehend their environment, coworkers, and themselves.
The most effective approach to address stress levels in your organization is to provide training to top management or senior employees who have the capacity and authority to resolve issues related to stress levels.
I am prepared to offer a permanent solution for stress levels in any organization, but there are specific terms and conditions that must be met by top management exclusively. If any organization is willing to accept my terms and conditions, they can access my permanent solution for overcoming stress permanently.
Good luck.
With profound regards,
From India, Chennai
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Warm greetings...
I have read my mentor's comments regarding your query, and I concur with my mentor.
Every individual has their own perception of STRESS. In my view, STRESS has a purposeful meaning and is necessary in our lives to a certain extent. STRESS acts as a catalyst that drives us to accomplish tasks, but one should follow the right process rather than resorting to the hard way. Those who understand STRESS correctly can easily manage it and help others overcome it.
It is certain that we all live our lives based on parameters. If one sees STRESS AS A PROBLEM, then every problem has a solution. Many have attempted to provide solutions for stress, but we humans are ultimately responsible for generating stress (as referred to in Stress Factors I to X, as noted by Mr. Dinesh).
To manage stress, one must exhibit high levels of maturity, possess a positive mindset/mental attitude (positive thinking), and comprehend their environment, coworkers, and themselves.
The most effective approach to address stress levels in your organization is to provide training to top management or senior employees who have the capacity and authority to resolve issues related to stress levels.
I am prepared to offer a permanent solution for stress levels in any organization, but there are specific terms and conditions that must be met by top management exclusively. If any organization is willing to accept my terms and conditions, they can access my permanent solution for overcoming stress permanently.
Good luck.
With profound regards,
From India, Chennai
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Thank you for having suggested wisely in your own respective ways. I agree with each of you. Coming back to Simhan's questions:
Simhan, I do not own the software company. I'm working as an HR person since 2 years. The HR function has started with my entry in the company and since then, I'm the only one handling all HR activities. Employee stress within my company is exhibited through their behavior. I do not have experience in conducting any training. My direct interaction with my employees related to HR is only during an induction activity, some employee engagement activities, and when certain issues are discussed with me by my employees regarding work rules or any such matters. At other times, we are all colleagues carrying out different roles.
Knowing the stress levels within my company, my Director has asked me if I would like to conduct a training program for stress as I had shown interest in conducting some training activities. For the same reason, I have approached this site for some feedback.
From India, Mumbai
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Simhan, I do not own the software company. I'm working as an HR person since 2 years. The HR function has started with my entry in the company and since then, I'm the only one handling all HR activities. Employee stress within my company is exhibited through their behavior. I do not have experience in conducting any training. My direct interaction with my employees related to HR is only during an induction activity, some employee engagement activities, and when certain issues are discussed with me by my employees regarding work rules or any such matters. At other times, we are all colleagues carrying out different roles.
Knowing the stress levels within my company, my Director has asked me if I would like to conduct a training program for stress as I had shown interest in conducting some training activities. For the same reason, I have approached this site for some feedback.
From India, Mumbai
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Thank you for answering all my questions. My sincere advice is to ask your colleagues to take a test, such as the one based on Cary L. Cooper's work. You can find it at [Google](http://www.google.co.uk/#sclient=psy&hl=en&source=hp&q=assessi ng+stress+in+the+workplace+questionnaire+ppt&a q=f&aqi=&aql=&oq=&pbx=1&fp=428 7dfd63891046d).
Then, consider engaging an outsider to deliver a presentation. Staff can keep their responses confidential by taking the test themselves.
Have a nice day.
Simhan
From United Kingdom
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Then, consider engaging an outsider to deliver a presentation. Staff can keep their responses confidential by taking the test themselves.
Have a nice day.
Simhan
From United Kingdom
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Dear Mr. Simhan,
Thank you very much for providing me with the link for STRESS MANAGEMENT. It's quite useful, and I am sure it will enhance productivity in our employees.
If you know of similar test links for EFFECTIVE TIME MANAGEMENT, EFFECTIVE COMMUNICATION SKILLS (ORAL & WRITTEN), LEADERSHIP SKILLS, ATTITUDE, CREATIVITY, and more, kindly do share them with me.
With profound regards,
From India, Chennai
Acknowledge(0)Amend(0)
Thank you very much for providing me with the link for STRESS MANAGEMENT. It's quite useful, and I am sure it will enhance productivity in our employees.
If you know of similar test links for EFFECTIVE TIME MANAGEMENT, EFFECTIVE COMMUNICATION SKILLS (ORAL & WRITTEN), LEADERSHIP SKILLS, ATTITUDE, CREATIVITY, and more, kindly do share them with me.
With profound regards,
From India, Chennai
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