In our ongoing series about stress in the workplace, we’ve discussed overall stress and work-life balance.
In this next article in the series, we’re going to focus on stress surrounding role potential, or, in other words, a lack of clear career opportunities. Role potential stress is one of the leading factors in attrition and retention, so it should be a top priority if it’s found to be an issue within an organization.
What It Is
Role potential stress is when the employee doesn’t see future potential for themselves in their role or within the organization. When this stress becomes too high, they’ll begin to feel stagnant, bored, and frustrated. If the stress caused by lack of role potential gets too high, it can cause employees to begin looking for new opportunities, whether within the organization or outside.
What Causes It
If an employee no longer feels challenged or sees a lack of growth in their current role, their role potential stress will often rise. This stressor doesn’t deal with not having “enough” work but is more about the “type” of work. For instance, being too preoccupied by their present role to advance, or not learning enough to prepare them to take on greater responsibilities can also factor in. Most people desire growth, and without a clear path for their career development, their stress will rise.
How to Improve It
Communication is key when working to improve any stressor, and it can be extremely helpful when dealing with high role potential stress. It’s important for a company to know their employees and what skillsets they can offer. Managers should have regular one-on-one meetings with their team members to discuss each employees’ career goals and expectations. They can then begin to work with the employees to develop a career path, with specific milestones and resources, to help visualize their future within the company. The career path should be documented and revisited regularly to measure progress and restructure as needed.
Once a career path has been established, employees will need to be provided with opportunities for learning and growth to prepare them to take on greater responsibilities in the future. Implementing training and development programs within the company can be beneficial to the employees as well as the employer. These programs can include online training sessions and webinars, self-paced learning programs, mentorship programs, and cross-training. Employers should make sure the employees are aware of these programs, and managers can help the employee decide the right fit for them based on their career path.
Succession planning for key positions can also help to improve role potential, particularly with high-potential employees. It can help employers identify future leaders in their company and demonstrate their willingness to invest in the employees’ professional development. Identify the skills and knowledge needed in these positions to help the employees have a better understanding and motivation for what’s required for their career advancement.
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Employees are a company’s greatest asset, and it’s far more cost effective to retain valuable employees than to have to replace them. Making career development a priority will help ensure employees have a clear outlook for their future within the company and prepare them to take on greater roles – increasing their engagement and minimizing stress at the same time. These efforts can take time, but, done right, the benefits will be well worth it.