Pressure is often viewed as a negative influence in the workplace. Managers commonly believe that pressure leads to inhibited work performance and a poor mindset that can cause even the most experienced employees to work at less-than-optimal levels.
There’s just one thing wrong with this perspective: It assumes that you’re placing too much pressure on employees, immobilizing them and triggering fear that works against any productive workplace.
If you place too little pressure on workers, you have another problem entirely. Your employees may not feel motivated or as if they need to complete their work by a certain time (or do so well). But just like the tale of Goldilocks, there’s a “just right” middle ground that you as a SMB owner or HR professional need to identify and implement for your business.
The right level of pressure looks something like this: It’s enough to push employees to make positive improvements and change without feeling as if they may lose their job if they do something incorrectly. Employees will feel as if they can challenge themselves and change without losing their job over a mistake.
Many professionals (yourself included), likely know that this is the ideal ground where you want to stand with employees. The problem lies in implementation and transitioning from your current state to one where both you and your employees will thrive.
Employee productivity is directly related to the amount of pressure employees feel. As such, it’s important that you switch up the pressure and make positive changes (no matter how gradual) in the right direction.
Here are a few tips on how to do so effectively:
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Share your thoughts: Do you find that you’ve evaluated and implemented a strategic amount of pressure to place on your team? Or, have you never considered such a tactic? Share your strategies in the comments below!