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These 3 Stress Factors at Work are Impacting Your Mental Health – Here’s How to Avoid Them

May 25, 2022 by Lacey Walters

Each May marks Mental Health Awareness Month, where people all over the nation join the movement to raise awareness about mental health. This recognition serves to fight stigma, provide support, educate the public, and advocate for policies that support people with mental illness as well as their families. The National Alliance on Mental Illness has dubbed 2022’s Mental Health Awareness Month’s message as “together for mental health.”

As part of the movement, Blue Signal asked our followers how their work environments and related stress impact their mental health. In 2019, the American Institute of Stress found that 83% of US workers suffer from work-related stress. More alarming, 2022’s stats revealed that 25% of workers say that their job is the #1 stressor in their lives. Our followers specifically noted career and job ambiguity, their workload, and lack of recognition as their top stressors. In this blog, we will review these stressors and discuss some of the best mechanisms for choosing and thriving within a healthy work environment.

Stress Factors at Work Blog Poll Results

#1 – Stress Surrounding Career Ambiguity

Due to the turbulence set in motion by the pandemic, career ambiguity and job insecurity have become prominent issues for all professionals everywhere. Even today, layoffs are commonplace and many are unsure if they could be affected next. Based on our poll results, career and job ambiguity were listed as the #1 stressor for 34% of respondents. This reflects similar findings from 2021’s AIS reports, with 52% of people saying that growth and development-related factors had a significant impact on their stress levels at work.

Although the worry is well-founded, there are ways to feel more secure in your job or career – starting with selecting the right employer. Whether you’re looking for a job today, or are re-evaluating your current situation, here is what you should look for in an employer.

Transparency

Every good employer displays some degree of transparency. Whether it’s regarding the overall performance of the company, or their plans for the future, a healthy work environment will make the status of the company’s stability common knowledge among all employees. If not, it can leave workers wondering where they stand – resulting in stress.

Clear-Cut Progression Plans

Companies should have clear-cut progression plans in place when it comes to departments, teams, and promotions. If you join a company at X level, you can expect to move up to Y, then Z after meeting pre-established criteria. If an employer doesn’t have a plan like this in place, it’s a recipe for disaster as far as career progression expectations are concerned.

Actionable Feedback

An organization’s leadership truly sets the tone for all operations. Seek out organizations that promote regular and actionable feedback from leadership – like regular one-on-one meetings. This should help affirm how to move up in the company, the importance of your role, and the overall encouragement of communication and idea sharing. The more consistent the feedback, the more stable you will feel.

#2 – Workload Stress

In a close second place, 32% of our respondents listed an excessive workload as their #1 stress factor at work. Unfortunately, this seems to be an issue that’s stood the test of time. In 2017, Statista found that 39% of workers said that a heavy workload was their main cause of stress. If this sounds familiar, here’s how you can improve that environment for yourself.

Talk to Leadership

If you are feeling overworked in your current role, you should ask for help from leadership. If you have good leaders, it shouldn’t reflect poorly on you that you want to better manage tasks. Try to come up with a solution together, whether that’s hiring more help, offloading responsibility to another less-utilized individual or department, or by streamlining processes.

Delegate Tasks

If you find yourself overworked, and you are the leadership – delegate! Handing off tasks can be difficult; many people believe that time invested in bringing someone up to speed could have been the time used to just do the task yourself. However, while training someone up on a new task can be time consuming in the short term, in the long term it will benefit your workload for the better. After all, this is what junior team members are for! Utilize them.

Prioritize

This may seem like the easy answer, but prioritizing tasks can truly have a positive impact on time management and ultimately easing your workload. Schedule out blocks of time for recurring tasks, and set the expectation with your team that you will only devote that amount of time to the task per day, week, or whatever you decide. By setting firm boundaries, but still prioritizing the right tasks, you can better manage your workload.

After completing these steps, if your employer is unable to help alleviate this workload stress, it signifies poor management on their part – that could be present in other areas of the business. In this case, it’s probably time to move on and prioritize your mental health.

#3 – Stress from Lack of Recognition

In many work environments, particularly in team settings, it can be an unfortunately common occurrence to not receive recognition for individual actions and successes. In fact, 23% of our respondents credited this lack of recognition as their main form of workplace stress. Research by Deloitte confirms this, finding that “the top driver of burnout... was lack of support or recognition from leadership.”

Therefore, in order to avoid these pitfalls in your next role, ask your interviewer how they work to recognize individual contributions to greater goals. Good employers should have programs in place that help support their workforce. Look for things like quarterly awards, awards based on something other than metrics, room for merit-based promotions, and individual recognition.

If you are in a leadership capacity today and don’t have programs like this in place – make them! Whenever a success is achieved, congratulate each individual and thank them for their personal contributions in front of the team. This will help them feel recognized, valued, and can help with retention.

Remember – leaders set the tone. To avoid stress from lack of recognition in your next role, look for leadership that puts in the extra effort to celebrate individual performance and achievements.

TLDR – What to Remember

Ultimately, every workplace is different. This list does not encompass all stressors experienced by workers, however it’s a good place to start. If you’re looking for further support and tools, the CDC has created a great set of tools for stress management in work settings that covers all the bases. Just remember and put these key indicators to practice in order to help you find and join a healthy work environment.

Whether you’re looking to make a career move due to stress, are just wanting to improve your current situation, or are seeking better ways to build up your team as a leader – working with a recruiter can help you achieve those goals. They can give insight into what it’s actually like to work for a company in your industry, and will advocate for you to land in your best situation. Blue Signal’s talent acquisition professionals are experts on spotting green flags and will get you headed on the right path to achieving workplace mental health. Reach out today to get started, and alleviate your work-based stress.

Is Allowing Staff to Work from Home the New Key to Retention?

June 22, 2021 by Lacey Walters

Recent economic changes have influenced businesses to adapt and create alternative working methods. Whilst healing from deep Covid pandemic scars, employers dodged redundancies and attrition through adopting remote working conditions. Even pre-pandemic, remote working has influenced a wide variety of impacts for businesses on a global scale.

Beyond safety benefits like social distancing, remote workers gain comfort from flexible working conditions, zero-commuting strains, and a more stable work-life balance. In turn, this has increased business performance, productivity, and created opportunities for savings on infrastructure and maintenance costs.

Whether on-site or off-site, employers hold responsibility for workers health, safety, and wellbeing. Through proper support, allowing employees to work remotely can increase their sense of value and engagement – resulting in improved employee retention for your business.

What is a Remote Worker?

A remote worker is an employee who works outside of the traditional workplace. The basis of their job conditions allows them to work remotely – either permanently, temporarily, or on a hybrid basis where time is split in and out of office. Customer service, sales, engineering, and most computer-based jobs are common roles that could benefit from remote working conditions.

Newly developed communication tech like VoIP and cloud systems enable this remote workforce to accomplish all the same tasks as they would in a traditional office setting. With productivity remaining consistent in these fields, the appeal of remote working is on the rise.

Remote work is nothing new. Even prior to the pandemic, companies were leveraging expertise from geographically diverse candidate pools to help set their companies apart. Research by Global Workplace Analytics found that, since 2015, the number of people who work from home has risen by 140%.

Work from Home for Retention Blog Graphics Graph

Benefits of Working Remotely

The benefits of hiring remote workers aren’t some big secret. A global talent pool can present a wider range of unique candidates - bringing fresher entrepreneurial talent and business productivity. Research done by PGI found that businesses who introduced remote working options saved $11,000 per worker, per year. In 2015, telecommuting saved employers $44 billion! Not to mention drops in unscheduled absences, transit subsidies, janitorial services for facilities, and much more. Imagine the savings you could gain from a workforce made of full-time remote workers!

However the benefits are so much more than just financial gains. Harvard Business Review found that remote workers were more productive, more willing to work overtime, and most likely to stay working for a business longer than colleagues who worked in-office. One study by Prodoscore found that “on average, those who work from home spend 10 minutes less a day being unproductive, work one more day a week, and are 47% more productive.” Contrary to popular belief of the opposite, 75% of people who work remotely do so because it provides fewer distractions. 86% of people feel that working remotely reduces stress, according to FlexJobs research. Not to mention, people who work remotely at least once a month were found to be 24% more happy and productive than those who didn’t. The math is simple: happy workers = retained workers.

Developing a Strong Work from Home Policy

You’d think that with so many benefits, it’d be hard to justify not going remote. People tend to hold onto tradition, but even beyond that, there are some concerns employers struggle with when making the decision to shift to telework. This includes possible loss of productivity due to distractions like kids and housework, detachment from co-workers resulting in communication issues, and effects on employee wellbeing like feelings of loneliness or isolation. The trick to avoiding these pitfalls is to establish a strong work from home policy early on.

Work from Home for Retention Blog Graphics Policy

Good remote work policies should support both new hires and employees transitioning to remote working by making all employees aware of resources, entitlements, and benefits. Simply offering work from home options isn’t enough. If you want to leverage remote work as a retention tactic, you need a strong base for it. Some things to consider in developing a telework policy for your own company can include the following.

1. Designate which Jobs are Eligible

In order to properly consider which roles can be fulfilled remotely, look at the responsibilities and requirements of each role and decide on job eligibility based on duties, equipment needs, and legal and tax implications. Studies by McKinsey found that finance, management, professional services, and information sectors have the highest potential for remote work. Review the conduct and personality of current employees in these roles and rationalize whether or not they have the personality and drive to conduct their work remotely. Can any improvements be made if the job was done through hybrid working conditions? Leverage your HR team to apply and review proper legal methods to assign these roles the appropriate eligibility.

2. Draw Boundaries between Work and Personal Time

Whilst working under flexible working conditions, it’s likely some remote workers may blur the lines between work and home life. The spectrum can vary widely – from people being absentee from their desks during working hours, to people feeling the need to stay ‘logged on.’ This problematic Catch 22 can cause guilt that keeps employees from taking necessary breaks – resulting in burnout. You’ll need to take the guesswork out of scheduling by setting work agendas with suitable timeframes. Ensure remote workers take regular breaks and cease working at appropriate times. This way, you can extinguish any overworking by setting boundaries.

3. Schedule Regular One-on-One Time

All working relationships should have a comfortable and empathetic atmosphere. Through regular one-on-one meetings, leadership can offer remote workers accessible advice and support. These check-ins stand as great lifelines – particularly for new starters. By getting on a video chat or picking up the phone, you will have the ability to read emotional levels better than you would over email or text. This way, you can pick up on signs of anxiety and work-related stress on a regular basis and address them as soon as they start. Normalize conversations about mental and emotional support and work towards eliminating signs of stress, social anxiety, and burnout.

4. Deliver Physical Support

Employers can offer direct support through ergonomic work equipment. You wouldn’t want to work from your kitchen table long-term, and neither would your employees. 85% of workers want their employers to provide them with the technology they need to work remotely. To meet this market need, try to create work from home spaces as close to office settings as possible. Through keyboard risers, support cushions, gel rests, and maybe even ergonomic chairs, employees will be able to create a space in their remote office locations that is dedicated to work. This practice will increase their productivity and focus, and the supplies will soon pay for themselves.

5. Protect your Business with Cybersecurity Measures

As more of us become accustomed to newer forms of tech innovations and virtual communication, investing in cybersecurity is vital. Online hacking and data breaches aren’t fantastical myths you only hear on the news. Real-life threats can hit your business instantly - and the damage can be long-lasting. Breaches among small businesses can cost up to $3.62 million dollars. To avoid this before it becomes an issue, introduce regulations on cybersecurity measures that all employees must comply with, such as only working on company computers or avoiding public Wi-Fi access. Introduce encryptions, antivirus, or Virtual Private Network (VPN) software for extra safety measures. Additionally, you can hire cybersecurity professionals that are certified in information systems security and/or cloud security to to protect your IT infrastructure and network.

Prior to the pandemic, businesses tended to turn their noses up at the idea of a remote workforce. Repercussions due to the pandemic has inadvertently increased acceptance for hybrid work structures globally, some out of necessity and some out of empathy. Whatever the case, the trend with today’s workers is in favour of more telework options. According to Statista, as many as 40% of employees prefer to work remotely. Even further, 74% of workers said they would quit their current job if they were offered more flexible options elsewhere. In this candidate-driven market, this has become an important negotiating chip in hiring and retaining current employees. To keep with the demand of the market, employers must implement supportive and safe work from home policies. In turn, workers will surely reciprocate the appreciation through performance and loyalty to the business. In this recovering economy, increasing retention rates will make or break the success of many businesses.

If You’re Not Looking Forward to Mondays: Why You Might Need a New Job

February 23, 2021 by Lacey Walters

If you’re not looking forward to Mondays, it might be time for a new job.

You know what we’re talking about. It’s a staple in American workplace comedies, having a main character suffer from a “case of the Mondays.” We’ve coined the phrase “Sunday Scaries” to describe the impending workweek that we dread during the last night of the weekend. Somewhere along the line, it became not just acceptable - but the norm! - to not look forward to Mondays. To groan and gripe when ending the weekend and preparing to go back to the office. But have you ever thought that maybe Mondays themselves aren’t the problem? More likely, if you’re not looking forward to Mondays - it’s probably time for a new job.

Unfortunately, only 20% of the American workforce is “very passionate” about their jobs. When you consider that you spend about 2,000 hours a year - or 90,000 hours over the course of a lifetime - at work, it’s important that you find joy in what you do. In this blog, we want to discuss different ways that people find fulfillment in their careers - and ultimately try to determine if you should make a move.

If You're Not Looking Forward to Mondays Flowchart

Do you feel properly challenged and engaged in your work?

Most people enter their industries of choice because they find them interesting. People are drawn to science due to its complexities. Some enjoy finance because it gives them insight into the economy that others can only guess at. Creatives thrive on expression, and those in public service are fulfilled when they get the chance to give back to their communities. Whether your passion is in crunching numbers, creating content, or helping others - you joined your job because you found a challenge you liked to tackle.

Gallup’s State of the Global Workplace found that only 15% of employees are engaged in the workplace — a whopping 85% are not! In 2018, Korn Ferry came to a similar conclusion, with 1 in 3 employees citing boredom as the main reason they were looking to leave their jobs. People don’t seem to be engaged in their work - whether it be from redundancy in tasks or from lack of challenge - and it’s costing employers money. In the same study by Gallup, they found that company groups with higher marks of employee engagement were on average 21% more profitable.

If you share this sentiment, that might be your sign to look for a move up. Moving into a higher level role could renew that sense of trial and tribulation you crave when mastering your craft. It could also help you learn new skills that you may have already come to master at your current level. If you’re feeling stuck in your current role, try to apply for jobs that match your skill level, not your current job title.

Do you get enough recognition for your work?

No matter your occupation, it always feels good to be recognized for your efforts. It makes hard times rewarding and gives us something to celebrate. You don’t choose jobs because you want to do things you aren’t good at - so it stands to reason that your job is what you expect to excel in. But when that excellence isn’t recognized, it can feel invalidating and futile.

80% of HR leaders believe that employee recognition is crucial for the success of organizations. Most HR programs treat it as a regular management practice for creating engagement, establishing and strengthening relationships, and contributing to overall satisfaction. It’s worthwhile for companies in the long run, proven by HubSpot’s findings that 69% of employees said they would work harder if they were better appreciated.

Everyone agrees that it’s important - but oddly enough, not all companies take action to implement recognition into regular workflow. Not showing appreciation for employees is the mark of a bad work environment. Most companies have employee recognition built into their talent management strategy, so if you’re not getting that sense of accomplishment where you’re currently employed - look elsewhere! There’s no sense in staying where you aren’t celebrated when the market is so full of organizations willing to give that thanks.

Do you feel properly supported in your role?

Working is often compared to being on a team. In a business, salespeople can’t land deals without having a good product to represent, and engineers can’t create products without capital. The cycle goes on and on. No matter your occupation, you are likely to depend on others to enable you to do your job - which is where several organizations tend to fall apart.

You might find yourself struggling to stay engaged due to poor leadership. If you work hard to turn around projects, and then get stuck behind red tape - you’re not alone. CNBC found that the average manager has 30% more direct reports than they did 10 years ago. Organizations seem to keep growing, but people don’t seem to be getting promoted at the same rate - causing management to become overloaded with reports and have less time to help them on an individual basis. The structure becomes unsustainable and causes reports to get stuck in their positions - unable to move up past their advisors.

Thin leadership and a lack of support structure may signify a good time to jump ship. Organizations that are thriving are more likely to promote within, and move people up through the organization. If they’re not hiring or promoting more management, chances are they could be in a crisis in other areas of operation that are preventing that capital to be spent on talent.

Do you get along with your coworkers?

This seems like a silly point to make. People aren’t at work to make friends - but they do spend the majority of their day-to-day lives with their coworkers. Friendships and bonds form naturally from close proximity like this, and can really give you something to look forward to besides a paycheck. Think about it! If you aren’t happy with the company you keep for 40 hours a week - it’s not hard to figure out why you’re unhappy while at work.

Colleagues shouldn’t be your #1 determinant for a good job, but it helps to be choosy when it comes to who you spend your time with. Statista found that 60% of surveyed employees considered colleagues to be the biggest contributors to happiness. More than workplace harmony, getting along with your coworkers could be the make or break of your job satisfaction. This goes for leadership, too! SeedScientific found that nearly 75% of employees quit their bosses, not their jobs. Therefore, if you’re not fitting your company’s culture - a workplace better aligned with your values (and maybe your sense of humor) could make those hours spent at the office more rewarding.

The good news? You have the power here. Monster has predicted a steady increase in hiring trends for 2021 - in areas like sales, manufacturing, and technology. Remote jobs are giving people 20% more geographically diverse work options. CareerPlug found that of the companies surveyed throughout 2020 and the COVID-19 pandemic, most have not slowed down their hiring. In fact, 14% of companies created new positions as a result of COVID-19. All in all, if you aren’t looking forward to Mondays at the job you’re in today - there are several companies out there that are likely to offer what you’re looking for.

Advocating for yourself is pertinent when seeking better job satisfaction. If you’re not sure where to start, it always helps to have someone on your side. When working with recruiters like us here at Blue Signal, you have a built-in advocate for your wants and needs within your career. We specialize in offer negotiations, candidate marketing, interview preparation, and more. As your partner in the process, we can give you an inside look into a role and a workplace culture - before putting in your notice at your old job. The best defense when it comes to protecting your career is good offense. Contact us today to get started on finding a workplace that redefines your Mondays.

Help Us Help Others

May 11, 2020 by Lacey Walters

Blue Signal has been working to support coronavirus relief through recruiting efforts in critical infrastructure industries including healthcare, critical communications, telehealth, logistics and supply chain, food and agriculture, biotechnology, hospitals, and other key areas. We have a successful track record of filling searches in these areas, and understand that now more than ever those roles cannot afford to be left open. By recruiting the nation’s top-talent to help front-line efforts - and with several placements made in critical infrastructure, healthcare, and public safety - our people are helping to save lives.

But we cannot do it alone! If you or someone you know possesses critical business operations skills, we would like your help! Through referrals, contracting, and even permanent placements, we can work together to support COVID-19 relief. We have openings nationwide in first response and crucial roles - and our clients are moving fast. We urge you to explore our open jobs page on a regular basis, and if you feel you or someone you know is a fit - please reach out. Anything you can provide can make a difference.

In an attempt to stretch these efforts to the most support possible, Blue Signal is excited to announce recent donations made to Feeding America, UNICEF USA, the Center for Disaster Philanthropy, and the Arizona Community Foundation to support COVID-19 relief. We donated a portion of our earnings from placements made with our critical infrastructure clients - making sure that money spent during the pandemic works to support its relief efforts. Here are some of the ways those organizations are putting donations like these to life-saving use.

Feeding America

On March 13th, the nation’s largest domestic hunger-relief organization announced the establishment of the COVID-19 Response Fund to support food banks across the country as they work to feed communities impacted by the pandemic. Feeding America has a network of over 200 member food banks across the country. This fund of $2.65 million will enable food banks to secure the resources they need to serve the most vulnerable members of the community during this difficult time. With the COVID-19 Response Fund, Feeding America is launching national food- and fund-raising efforts to support people facing hunger and the food banks who help them. If you would like to contribute, follow this link.

UNICEF USA

UNICEF has been helping fight the coronavirus pandemic through several initiatives. To date, they have delivered nearly 6 million protective items to health workers, and over 6 metric tons of medical supplies to front line efforts. As the lead humanitarian agency for children’s wellness, they operate in over 190 countries by responding to as many as 300 emergencies per year. Fortunately, they are poised for assisting in COVID-19 relief efforts because they have years of experience supporting similar initiatives. To learn more, or contribute to the cause, follow this link.

Center for Disease Philanthropy

The CDP has created a COVID-19 Response Fund that works to support preparedness, containment efforts, response, and recovery activities for those affected by coronavirus as well as the responders on the front lines. With each of their initiatives, the CDP seeks to use philanthropy to shorten the recovery period from the event, and achieve full recovery as soon as possible. Their work helps to support improving communities’ resilience and the well-being of the people who live there. To support their mission, follow this link.

Arizona Community Foundation

The Arizona Community Foundation has created a COVID-19 Response Fund to support nonprofit organizations as they respond to the pandemic. Partnering with several local corporations and foundations, the fund will be used to support gaps in relief not covered by federal or state funding. Donations to the COVID-19 Response Fund help Arizona communities educate and provide support to healthcare front lines within the state to combat coronavirus. If you would like to get involved, follow this link.