Stock Groups

Learning this skill could help reduce work burnout


High levels of stress and burnout at work remain sky-highAmericans are preparing for year three in the Pandemic.

It all comes down to leadership experts Deborah Grayson RiegelBased on her demand for online courses covering leadership and communication, she has gotten a sense of where workers are most in need. She developed an online course in managing anxiety that she saw huge success with. 4,000% increase in demand on the online learning site Udemy for Business.

According to her, 2021 is the most important skill she has seen people struggle with, and that’s simply asking for help. CNBC Make It.

Riegel reports that interest in the ability to request, offer, and accept work help “exploded” last year. This is in addition to other general skills, such as public speaking, clear communication, and writing.

The main reason that people aren’t asking for help even though it could reduce their anxiety and stress is because they don’t know how to request it.

Riegel states that when we ask for assistance, people will say “I need help”, but they won’t think about: “Do I need someone to brainstorm with? Are you able to help me find a resource? Are you able to empathize and just listen?

It is easier for workers to seek help if they are more clear with each other. Riegel breaks down the issue into two major types of help, Paul Hersey, Ken Blanchard, and Ken Blanchard were the leaders who popularized it: direction and help.

Riegel explains that asking for directions is asking for instructions to help you “go there” and “do this.” This is for those who are trying to improve a skill, or have a competency. They need direction, instructions, advice, goals and deadlines. Examples of good practice and feedback about your progress.

One way to get directional assistance is for your colleague to share some insider information on how you can make a request for strict administrative help.

Riegel adds that support is not about giving advice, telling or teaching, but more about being open to asking questions, cheerleading and empathizing.

One example is that “three job offers might come in within one week.” While you don’t have to ask your brother for advice on choosing which job offer to accept, it is helpful to be reminded that you are a proven leader in making great decisions.

Still, even when offered, workers may hesitate to accept help based on bad experiences in the past — like if a colleague offered to pitch in on a project but then took over completely, or if they were chastised by their boss for asking for help with a task.

Managers in turn tend to support employees based upon what they believe the other person needs, rather than taking time to find out the real need. Riegel says that “Typically, when we help someone, our version is to say: ‘Let’s do this.’ It’s sometimes helpful, but it is not the norm.

This is why organizations need to invest in manager trainingRiegel adds that it teaches them how they can provide support-based or directional help depending on what situation is at hand.

It is possible for managers to learn the signs and symptoms of stress, anxiety and burnout. facilitate conversationsProvide support to employees by connecting them with the right resources.

This training must be considered from the perspective of equity, inclusion, and belonging. “There is a lot of cultural diversity in people’s attitudes about asking for help,” Riegel said, particularly among employees from low-income groups and those who are unable to feel a psychological safety or to speak their truthful self at work.

You can check out these:

Companies prioritized mental health during Covid, so why are we still so burned out?

‘I’m putting my entire life on hold’: How workers are grappling with Covid burnout

4.8 million working parents have ‘preventable’ burnout—here are 5 things that can ease the stress

Get started now Get smarter about your money and career with our weekly newsletter