- Top 4 work-related stressors are identified: (1) Work Overload and Tight Deadlines; (2) Lack of Clarity in Task Instructions; (3) Adapting to Change; and (4) Lack of Growth Opportunities.
- 25% of all employees leave their jobs and reject promotions because of a lack of learning and growth opportunities.
- Surveyed companies in the United States say that e-Learning has led to a 42% increase in revenue. That means for every dollar invested in online training generates $30 in productivity because the use of e-learning technology boosts employee engagement by up to 18%.
- Work-related stress is inevitable in any kind of organization. It is up to the management on how they are going to take advantage of the technology to implement eLearning strategies to manage work-related stress.
The use of elearning in a corporate setup is on an all-time high because of its practical application to any organizational processes. Surveyed companies in the United States say that e-Learning has led to a 42% increase in revenue. That means for every dollar invested in online training generates $30 in productivity because the use of e-learning technology boosts employee engagement by up to 18%. Not only elearning is beneficial for productivity but it can also be a useful tool to manage work-related stress amongst employees.
Working every day can bring about a lot of pressure when it gets to a certain point. Piling up of tasks is completely normal in any corporate setup but what makes it worst is when the instructions and processes are all around the places. There is a lot of factors that contribute to work-related stress and it is important to identify these common stressors in your workplace and see how eLearning can be of help to ease out the pressure.
Here are the top 4 work-related stressors that we are able to identify by comparing several HR sources:
1. Work Overload and Tight Deadlines
Stress caused by work overload and tight deadlines is exacerbated by a lack of guidance and time management. As mentioned, corporate life is never complete without tedious workloads and gruesome deadline. Even a well-versed employee could suffer from this stress without the support of the management.
2. Lack of Clarity in Task Instructions
An employee will find himself or herself lost without clear instructions – worst is if it came to the point where time and effort are wasted by doing things incorrectly. But do you really want to blame it on your employee who just wanted to pursue his job and be proactive? Definitely, not.
3. Adapting to Change
Most employees find it difficult to adapt to change especially when they have been serving the company for quite some time already. According to the Theory of Change by Kurt Lewin, there are three steps to follow to make sure the success in moving the organizational process to a change.
Lewin’s organizational change theory is simple and self-explanatory. His vision about changing an organizational process is like remolding a block of ice – you cannot force to change its form, otherwise, it will shatter into pieces. Instead, you have to unfreeze it to achieve its liquid form, making it manageable to adapt to ‘change’. According to Lewin, change is achievable if you can break free from the culture and fixation of the employees to the process they are accustomed to. Finally, once the change is communicated and implemented, you have to refreeze it so that it won’t go back to its previous form.
There is a lot of techniques on how to properly execute the theory of change. It’s completely up to the management on how they want to do it. Remember, employees have a diverse emotional and intellectual capacity making it challenging for a company to transition from one process to the other. Forcing an immediate change can cause a lot of trouble in the workplace and can be a cause of stress for most.
4. Lack of Growth Opportunities
Research found that 25% of all employees leave their jobs and reject promotions because of a lack of learning and growth opportunities. It is understandable the everyone wants to further develop his or her career and it can because of stress and anxiety for the lack or absence of this opportunity in an organization. As soon as an employee feels this lack of growth opportunity, his engagement with his job is to lessen and this will eventually lead to quitting when stress develops. The management needs to implement training and development for the employees.
How to Use Elearning to Manage Work-related Stress?
The Power of Instructional Designs
Provide eLearnings in the form of instructional designs to help the employee easily understand the process. This will help the employee to find the right direction according to the standards expected by the company. Instructional designs such as animated videos, infographics, and other interactive graphics can be easily understood and followed. Further, there is higher retention of information due to the interactive way of sharing the knowledge with them.
Employ EdTech (Educational Technology) for Learning and Growth Opportunities
Educational Technology or EdTech is on today’s trend not only for academic setup but also for corporate learning strategies. Establish and give out corporate courses and MOOCs that will be useful to boost employee’s technical and soft skills. It is also effective to provide motivating guidelines to finish the course from end-to-end such as course completion certificates and other exciting rewards. The course should contain quizzes and other interactive techniques to fully engage with the learner.
Overall, it is inevitable to experience work-related stress among employees in all kinds of organizations. It is important that the management knows how to leverage elearning to the advantage of the organization in easing stress. There is a lot of opportunities that eLearning can give to an organization and it is now your decision to make whether to do it your own or ask professional help.