Stress (CONT’D FROM PAGE 1)
don’t innovate; they just Google “how to resign politely.” • Recognition That Sticks – Spot bonuses, thank-you’s, and public appreciation that didn’t wait for year-end ceremonies. • Conflict Resolution Training – Managers learned to fix problems while they were still small and cheap. The Results • Absenteeism down 22 percent • Productivity up 15 percent • Employee satisfaction at record highs and the vibe in meetings upgraded from “doom” to “doable” Marketing Manager Sarah Lopez put it plainly: “It’s easi- er to stay creative when you’re not running on fumes.” Here’s What You Can Do (No Matter Your Industry) You don’t need Silicon Valley perks to build a support- ive culture. You need small, smart moves that compound. • Give Flexibility. Time is the cheapest perk. When you trust people with their schedules, they repay you with loyalty and better work. • Build Predictable Feedback Loops. Don’t wait for annu- al surveys. Monthly forums and manager one-on-ones catch issues early. • Make Training Useful. If it’s boring, it’s gone by lunch. Bring in trainers who use humor and real stories so the lessons stick. • Normalize Rest. Leaders set the tone. If you never un- plug, no one else will. Treat PTO like maintenance, not a luxury. • Recognize Wins in Real Time. A quick thank-you today beats a framed certificate collecting dust. • Empower Leaders. Teach managers to spot burnout— irritability, errors, withdrawal—and intervene before it becomes turnover. • Address Mental Health Directly. Provide confidential resources. Normalize the question, “Are you okay?” and mean it. • Track ROI. Measure absenteeism, rework, turnover, and engagement. When the numbers move, the skep- tics do too. • Guard Focus. Reduce meeting sprawl, protect deep- work hours, and stop scheduling “quick syncs” that steal the afternoon. • Design Workflows for Humans. Tighten handoffs, clar- ify ownership, and kill zombie projects no one remem- bers authorizing. A Quick Story from the Turnaround Two departments were stuck in a passive-aggressive email war over who owned a recurring client task. The new approach kicked in: a 20-minute live huddle, a simple RACI chart, and a shout-out when the first clean handoff shipped. The conflict evaporated, the work sped up, and nobody had to CC the entire company again. That’s not magic; that’s management.
COMMUNITY DATA CONNECTION DESIGN INNOVATION
ALL IN ONE BOX
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September 8, 2025
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