In(c)ights | How Nonprofit Employees Can Cope with Stress on the Job
Yesterday the Chronicle of Philanthropy hosted an online discussion about how nonprofit employees can reduce and cope with stress. Lynne Cripe, the senior technical adviser of staff support for CARE in Atlanta, and Lisa McKay, director of training and education services for the Headington Institute in Pasadena, California, offered a lot great tips. What caught my eye was low-cost recommendations from McKay on what managers can do to ease the burden of those who work for them:
One thing that comes to mind is that management can be very intentional and proactive about encouraging employees to not work extended hours — leave the office after the work day, go home, disconnect from work. By sending a clear message that you value employees as entire people rather than just as workers you can send the message that they feel valued and cared for, and also give them the freedom to feel like they can put healthy work-life boundaries in place. …
One thing [managers] can do is express interest in employees as people — take the time during project supervision meetings, or staff meetings, to check in on a more informal basis about how their family is, or their weekend was. Another is to talk with employees about shared vision and values, and open up discussion forums for them to express how their doing and offer constructive suggestions for how the pressures of their work could be managed better. For example, something like "the work we’re doing is so important. … I really value your contribution [to] the team, and want to make sure you’re functioning at your best and contributing in the way I know you’re capable. What are some ways we could be working, or organizing work that might help with that?"
Then there was this useful counsel from Cripe, in response to a question from an overworked nonprofiteer about managing her time to maximize impact:
Non-profits are asked to do so much with limited resources and many of us who go into this work also have high expectations of ourselves. In my experience, working with your boss to ruthlessly prioritize your projects is important. It offers you clarity about your supervisor’s expectations which is key to managing workload. If it is difficult to get that feedback and prioritization from your boss, then you might seek out trusted colleagues or a mentor who can serve that function for you. It is probably wise to check in with your boss that you’re on the same page in terms of your priorities. It’s also important for all of us to remember that during periods of great stress at work we need to be even more proactive about taking care of ourselves — even though that’s the time it is hardest to do so. Get exercise, eat well, make time for supportive relationships and activities outside of work that give us pleasure. It helps us move through the challenges and bring a sense of energy back to our mission.
The rest of the chat is definitely worth checking out, unless you’re a nonprofit employee with low job stress. In which case I humbly suggest that you buy the first round at the next office happy hour — your coworkers will need it more than you. | 501(c)
Tags: Lynne Cripe, Lisa McKay, job stress
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