Navigating Work Challenges: From PTSD to Substandard Work

Overcoming Workplace Challenges: Quality and Emotional Health Leadership and Management

PTSD is a complex disorder that can make it challenging for individuals to work. Fortunately, there are strategies that can help them manage their symptoms and maintain good work performance.

This study aims to measure the association between PTSD and work performance among EMS personnel in Pakistan. Data collection was done in two phases: PTSD screening and data on work performance variables (late arrivals, days absent, sick leaves, patient satisfaction and adherence to protocol). Data was collected from AMAN EMS.

Addressing the Causes and Consequences of Sloppy Work

Getting handed sloppy work is frustrating for anyone, but it’s even more so for a manager. It robs you of the time you need to get your own projects and tasks done on time and leaves other team members to pick up the slack. This is an unsustainable practice and it can lead to other problems, such as resentment among the team or clients being lost due to shoddy service.

Sloppy work can take many forms, from incomplete work, mistakes and taking shortcuts that can hurt quality or safety to ignoring deadlines, sending inaccurate reports and forgetting to follow up with a client. These errors can cost your company in the form of customer complaints, loss of revenue, extra workload for other team members and a bad example for new staff to emulate.

Some employees who produce sloppy work may not realize they are doing so, which is why it’s important to sit down with them outside of the earshot of other employees and talk about it. “Be open, honest and specific about how their work is not meeting your expectations without calling them stupid,” Wasserman advises. If you can make them understand the impact that sloppy work can have on others and the reputation of the company, they are more likely to stop doing it.

It’s also possible that an employee is sloppy because they are feeling overwhelmed or depressed. They may not be able to concentrate because of personal or family issues, or they might feel they are being undervalued at the workplace. They could also be bored with their job and may be looking for another role. Either way, it is a manager’s prerogative to offer a different assignment or dismiss an employee who can’t meet expectations.

Understanding PTSD in the Workplace: Causes and Solutions

As COVID-19 and other natural disasters; the national reckoning with racial injustice; and more all have unfolded over the past few years, many workers are discussing how trauma or toxic work conditions can trigger PTSD. Some workers, such as first responders and healthcare professionals, are familiar with traumatic events as part of their job duties; other employees may experience a combination of factors that can lead to workplace-induced PTSD.

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Psychiatric experts agree that there are several key risk factors that can lead to the development of PTSD, including witnessing or experiencing extreme violence; having preexisting psychiatric or personality disorders; being a minority or underprivileged in a social environment; being female; and having a family history of psychiatric issues. Workplace-induced PTSD can also be triggered by a variety of factors, such as power imbalances, the fear of being retaliated against for speaking out against emotional or physical abuse; and feeling helpless and hopeless about one’s circumstances and future.

Employees with PTSD can be difficult to work with, because their hypervigilance and heightened startle response can prevent them from functioning normally in a professional setting. They may also have difficulty forming and maintaining relationships with colleagues, which can impact team productivity. They might also exhibit symptoms like intrusive thoughts or flashbacks, insomnia or sleeplessness, irritability or anger, depression or suicidal ideation, or feelings of being detached and numb.

The good news is that there are things that managers can do to help. For example, offering a quiet work space for employees who have trouble focusing can cut out distractions and help them concentrate; and encouraging them to take multiple short breaks throughout the day to avoid becoming overly stressed or agitated can also help them to manage their symptoms and stay focused.

Emotional Well-Being at Work: Managing Stress and Anxiety

Emotional well-being is more than a fad or the buzzword of the month. It is an essential component of a healthy workforce that helps employees to perform their best and create positive connections with their colleagues. It is a mindset that makes it easier to face challenges and change, even when these events are out of your control.

You can help your team members develop their emotional well-being by promoting healthy habits and practices that encourage them to take care of themselves. Start by fostering an environment where it is acceptable and beneficial to talk about your mental health struggles. Encourage your team to participate in group activities that promote mindfulness, meditation, and a healthy balance between work and personal life. This can include yoga, hiking, and social events. Make sure to provide resources and counseling if your team members need them. For example, ACT counseling and training may help your team learn to cope with negative emotions like anxiety and depression by thinking about challenging situations in a different way.

If you suspect that an employee’s performance is suffering due to an emotional issue, offer guidance and support. For instance, if you notice that an outgoing team member has become quiet and withdrawn, it might be time to check in with them to determine whether they are struggling with some form of distress.

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It is important to monitor your team’s emotional well-being and address any issues that arise, especially during times of high stress. Otherwise, the resulting problems will have a major impact on the business. Poorly-performing employees can contribute to a wide range of problems, including missed deadlines and poor customer service. In addition, they can lead to a host of costly mistakes such as safety-related errors and slowed cognition.

Setting and Maintaining High Standards in Work Quality

As a business owner, you’re committed to creating high quality work for your customers. To do this, you must instill a culture of excellence within your team. This is no small feat, especially when you consider the many challenges involved.

To create a culture of excellence, start by defining your core values. Once you have a clear definition of these values, it will be easier to recognize when behavior upholds or deviates from them. For example, you might value empathy, leadership, or honesty. If a team member makes mistakes in their work, it could be a sign that they don’t prioritize these values.

If you’re an individual with high standards, you likely find it hard to accept that others don’t meet your expectations. This can be a problem, as it may lead you to become overly critical of others’ actions and behaviors. It can also make you feel stressed out over the minor errors that everyone makes from time to time. This stress can be turned into drive, though, if you convert it into a focus on improving your own performance and the quality of your work.

However, it’s possible to develop high standards without being too critical of other people or taking on too much stress over the minor errors that are inevitable in most professions. According to Amazon CEO Jeff Bezos, the secret to maintaining high standards is to focus on what is most important and communicate realistic beliefs about how hard it will be (scope). This will make people more likely to adhere to your standard in their domain areas.

Defining Work Dimensions and Providing Clear Direction

Clear direction is the key to helping your team members focus on what matters and not getting distracted by busy work. This may involve setting deadlines or establishing goals for them to achieve. It also means making sure they know how their work fits into a larger picture and provides value to the company. Using the SBI method (Situation, Behavior, Impact) can be an excellent way to promptly address any issues that come up and help your team member understand their performance is being monitored.

Although work has physical dimensions – force * displacement – those dimensions do not define the type of quantity it is. Try spending the summer as a mason helper, for example, and you will gain an appreciation for what defines work.

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