I meet with people nearly every day who are controlled by their fears or victimized by the fears of their spouse, parent or other influential person in their life. They often miss out on the joy of life because they are consumed with worry about financial ruin, illness, rejection, criticism and the list goes on and on.
The emotional, physical and psychological symptoms that accompany the anxiety brought on by these fears often greatly diminish a person’s quality of life and ability to relate well at home and work. People experiencing fear and anxiety often tell me they live with a constant sense of panic or dread that something bad is going to happen. Or they suffer with physical symptoms like headaches, stomach cramps, chest pain, tension and fatigue. Of course, it’s always important to check with your physician to rule out health problems, but it’s equally important to learn how your body tends to react to fear and anxiety, because long term stress can eventually lead to physical illness. It’s a perfect example of a vicious cycle!
Building and maintaining strong relationships on the job can be a challenge. One of the greatest challenges is knowing how to communicate effectively. These 10 keys to effective office communication will help you build stronger work relationships and a position your business for greater success.
1. Avoid written communication when your emotions are involved. Just because it’s “business” doesn’t mean you won’t have strong feelings when communicating with a co-worker. If you’re happy, it’s tempting to punctuate with triple exclamation points, smiley faces, etc. (I’m not saying you can never do that, but it’s not very professional – use them sparingly if you must.) Conversely, if you have negative emotions, it’s more likely you’ll be terse, abrupt or write things you’re sorry about later. It can be better to talk to the person face-to-face so your body language and expressions can help communicate what you mean to say.
If you’re a manager, you know the challenge of keeping your best employees and trying to bring the others to a higher level of performance. While an employee may simply not have the skills to do their job well, in many cases an underperforming team member may have more of an attitude problem than an ability problem. Fortunately, there are some practical things you, as a manager, can do about it.
In my last blog I shared the first five of ten strategies for improving staff morale within your team. Here are the remaining five strategies. Feel free to pass them on.