Jerca Pavlič, PhD WE CAN TOTALLY MANAGE WORK-RELATED STRESS TOGETHER Original title of the publication SKUPAJ LAHKO TOTALNO OBVLADAMO POKLICNI STRES Edited by Gabriela Lorenz Translated by Matija Pavlič Designed by Junikorn United d. o. o. Published by POWER GROUP CONSULTING, dr. Jerca Pavlič, s. p., Ljubljana Publication date: 2022 Edition: Electronic edition File format: EPUB Website: www.powergroupconsulting.com Email: info@powergroupconsulting.com Kataložni zapis o publikaciji (CIP) pripravili v Narodni in univerzitetni knjižnici v Ljubljani COBISS.SI-ID 96367363 ISBN 978-961-95670-0-5 (ePUB) Copyright © 2022 by POWER GROUP CONSULTING, dr. Jerca Pavlič, s. p. All rights reserved. No part of this book may be reprinted, reproduced or transmitted by any means, electronic, mechanical, photocopying, sound recording or otherwise, without the prior written permission of the author. TABLE OF CONTENTS FOREWORD INTRODUCTION 1 GROUP ASSESSMENT OF A STRESSFUL SITUATION Assessing a stressful situation as a challenge and not as a threat Focusing on the positive aspects of a stressful situation Reassessing a stressful situation 2 STRENGTHENING GROUP COOPERATION AND SOLIDARITY Promoting teamwork Putting the interests of the group before one’s own Strengthening group solidarity and mutual help Well-intentioned conduct Acting on the reciprocity principle Sharing knowledge and experience Following group goals 3 FORMING GROUP COHESION Creating a strong group mindset Creating strong group connectedness Establishing a strong group trust Creating a strong group identity Creating a group mission Creating a group vision Creating strong group confidence Creating group memories 4 ESTABLISHING GOOD INTERPERSONAL RELATIONSHIPS Showing respect Mutual understanding Overcoming intergenerational differences Showing concern Commitment to ethics and honesty 5 OPEN COMMUNICATION Establishing confidential communication Acting sincerely and transparently Sharing important information Active listening Solving conflicts in a constructive way Solving problems together Giving and accepting constructive criticism Learning from one’s mistakes Taking responsibility for one’s actions Non-verbal communication 6 CREATING A POSITIVE GROUP ATMOSPHERE Encouraging a positive attitude Telling interesting stories and jokes Sense of humor Increasing the group’s emotional energy Going on breaks together Organizing group gatherings and trips 7 GROUP COORDINATION AND EFFICIENCY Increasing group coordination and efficiency Encouraging group action Striving for professional and personal development Encouraging group creativity and innovation Quick adaptation to change Achieving group goals 8 GROUP MANAGEMENT OF STRESSFUL EMOTIONS Recognizing and understanding stressful emotions Group assessment of stress-related emotions Gaining control over your emotional response Accepting the emotions of others Transforming negative emotions into positive ones Maintaining emotional stability 9 EXPRESSING STRESS-RELATED EMOTIONS Free expression of stress-related emotions Expressing stress-related emotions appropriately Expressing stress-related emotions professionally Expressing one’s actual emotional state Concealment and suppression of stress-related emotions 10 DISCUSSING STRESS-RELATED EMOTIONS Honest discussion about stress-related emotions Providing emotional and social support Discussing work-related and personal problems Talk about spending free time and personal life CONCLUSION EXERCISES Exercise 1: Discovering the positive aspects of a stressful situation Exercise 2: How may I help you? Exercise 3: We are stronger together Exercise 4: How well do you know one another Exercise 5: We face negative stressful emotions together Exercise 6: Who we are and where we are going Exercise 7: Creating a common story Exercise 8: Best group memories Exercise 9: The circle of trust Exercise 10: As I understand you said that ... Exercise 11: Learn from one another Exercise 12: Two truths and one untruth Exercise 13: I hear you! Exercise 14: Solving conflicts together Exercise 15: Your problem is my problem Exercise 16: Effective expression of emotion Exercise 17: Today is a good day Exercise 18: Creating positive thoughts and quotes Exercise 19: Something fun Exercise 20: What would you choose? Exercise 21: Counting from 1 to 20 Exercise 22: Recognizing stressful situations and emotions on the basis of past experience Exercise 23: Calming stressful emotions down with a breathing exercise Exercise 24: Calming stressful emotions with group meditation Exercise 25: Create a bridge of trust Exercise 26: Expressing stress-related emotions in an appropriate way Exercise 27: Discussion about stress-related emotions ‒ yes or no? Exercise 28: Being there for one another FOREWORD When I started researching work groups that suffered from work-related stress for my doctoral thesis in sociology, I was primarily interested in how group members usually manage work-related stress and how they help one another. I discovered that employees often try to deal with their stressful emotions on their own; they are usually unaware of just how effective it would be to process such emotions in a group. This manual We Can Totally Manage Work-Related Stress Together was written in order to help employees reduce work-related stress, the levels of which increase every year and which have recently been only further exacerbated by the coronavirus pandemic. Based on my experience gained in academic, professional and private spheres, I collected a number of tips and exercises that could help employees manage work-related stress more effectively as a group and achieve greater emotional relief. I sincerely hope this manual will help you discover the benefits of managing work-related stress as a group. You will learn how to use your group’s potential to maintain an upbeat attitude when faced with stressful situations, which will help you to overcome obstacles and discharge your duties more easily, increasing your sense of well-being and job satisfaction as a result. Jerca Pavlič, PhD INTRODUCTION Employees face mounting pressure from work-related stress due to the type of work that is physically, mentally and emotionally more strenuous, poor communication, subpar organization and other organizational limitations. It is difficult for them to cope with rising workplace demands as stressful situations tend to be frequent, long-lasting and intense, causing mental and health-related problems that can lead to burnout, depression, anxiety, cardiovascular diseases, back pain, etc. Work-related stress also leads to conflicts between employees, longer sick leaves, higher employee turnover and reduced motivation and work efficiency. When faced with work-related stress, employees are mostly left to fend for themselves, since it is believed that stress is not the company’s problem, but an issue each individual must face on his/her own. Employees are therefore left to seek solutions in their spare time, yet they are not very successful in doing so; they often conceal and suppress stressful emotions and pretend to be doing well, which may help them discharge their work tasks more easily and achieve set goals faster in the short term, but in the long term coping with stressful situations on one’s own does not lead to emotional relief, which adversely affects one’s well-being and job satisfaction. The coronavirus pandemic has further exposed the need for new, more effective ways to manage work-related stress; this is better performed in a group setting rather than on one’s own. Employees need to start exploiting the potential of their work group more and realize they will be more successful if they get connected and start relying on others’ help and support. This manual We Can Totally Manage Work-Related Stress Together contains illustrative examples, tips and practical exercises designed to help co-workers manage work-related stress as a group, helping them achieve emotional relief and improve their well-being and job satisfaction. The manual presents ten key steps that lead to successful group management of stressful situations and emotions. The first seven steps deal with coping with stressful situations as a group by learning to assess stressful situations, strengthen group cooperation and solidarity, form group affiliation with a strong group mindset, connection and trust, establish good interpersonal relationships, engage in open communication, create a positive group atmosphere and boost group coherence and efficiency. When a strong group mindset, connection and trust are established, group members understand, help and cooperate with one another better. With a renewed sense of positivity and optimism, they perform their work tasks more easily and enjoy coming to work more. Employees need to maintain good interpersonal relationships and create a positive group atmosphere, working together to successfully reduce the experience of work-related stress. Open communication in the workplace is crucial; members should tell one another what issues they are facing, share knowledge and experience with one another, exchange information and better organize their work. When employees are well coordinated, efficient, motivated and supportive of one another, and adapt to change quickly, they cope with stressful situations more effectively, which allows them to successfully overcome obstacles and achieve their goals. The last three steps are designed to help group members learn how to successfully manage stressful emotions by expressing them in a variety of appropriate ways and discussing them openly. It is crucial to understand that individual management is less successful than group management. If employees conceal and suppress stressful emotions and fail to address them, they do not achieve emotional relief, which leads to more frequent quarrels and eroded interpersonal relationships, all of which adversely affects their well-being and job satisfaction. When stressful emotions are managed within a group setting, i.e. when they are expressed appropriately and discussed openly, employees achieve emotional relief, since group management helps reduce the experience of work-related stress; moreover, forming part of a larger group provides greater security and minimizes risk when negotiating with employers. Managers can play an important role as well. If they know how to manage their own emotions, they will understand the emotional needs of the group and illustrate what an appropriate emotional response should look like. Managers who know how to empower their subordinates and maintain open communication can help resolve interpersonal conflicts and problems in a calm and quick fashion. Acting positively and inclusively when faced with a stressful situation will allow them to help their subordinates manage their stressful emotions at the group level, leading to emotional relief, a heightened sense of well-being and greater job satisfaction. 1 GROUP ASSESSMENT OF A STRESSFUL SITUATION When faced with a stressful situation, emotional tension in the group can be alleviated through an open discussion and a collective search for an effective solution that involves the whole group, maintaining a positive attitude regarding the problem throughout. If the group views a stressful situation as a challenge rather than as a threat, and also sees the positive aspects of the situation as an opportunity for growth, the group may undergo a considerable shift in their emotional response. *** An optimistic group assessment of a stressful situation helped a small sweet shop stay afloat when a new shopping center was built in its vicinity. The owner and employees began experiencing a myriad of negative stressful emotions when their sales dramatically decreased. After a few months of idleness, the owner Elena addressed her employees: “Anger and fear are wearing me out; I am at my wits’ end! I can’t just wait for customers to return, our losses will be too much to bear! I need you to help me find a way out of this.” The employees, already emotionally drained and eager for a change, welcomed her initiative and began to look for a solution. They no longer experienced the situation as a threat, but as a challenge. Consequently, they experienced less fear, anger and helplessness, which were gradually replaced by excitement, since they had plenty of ideas. They decided to close down the sweet shop and focus all their attention on making their famous cookies. The owner and employees invested their savings in remodeling their business and purchased a bigger machine. Their cookies were initially sold online and in smaller stores, but soon a major retail chain invited them to partner up with them. Despite the poor odds, the group faced the crisis with a positive attitude and emerged victorious. *** Groups can cope with stressful situations better and reduce work-related stress if they consider the stressful situation as a challenge rather than as a threat, and focus on its positive aspects or re-evaluate the stressful situation altogether. Assessing a stressful situation as a challenge and not as a threat Group members who assess a stressful situation as a challenge and get well organized are much more successful in managing work-related stress than those who perceive it as a threat. When a stressful situation is assessed as a threat, negative stressful emotions such as anger, fear, frustration and anxiety may arise, resulting in negative stress that can lead to high emotional tension, fatigue and exhaustion, as well as burnout. It is much better to assess a stressful situation as a challenge, as this will trigger positive emotions and improve job satisfaction. It will help you find creative ways to solve problems, overcome obstacles and manage work-related stress more successfully. Focusing on the positive aspects of a stressful situation If group members assess a stressful situation as a threat rather than as a challenge and want to turn their negative stressful emotions into positive ones, they can do so by focusing on the knowledge that will be obtained from the situation. They can focus on the fact that they will learn new information, become more creative, motivated and confident, discover new ways to solve problems, etc. When group members maintain a positive attitude, they cooperate better, are more supportive and connected, which in turn helps them achieve their goals more easily. Reassessing a stressful situation You can steer clear of negative stressful emotions by trying to think about the stressful situation in a different way and establish a more positive attitude. For example, you may tell yourself that the task at hand is not as demanding, daunting or problematic as it may seem, since you are more than capable of overcoming any obstacle you may face. To help you cope with a stressful situation you can think about things that evoke satisfaction, joy and optimism such as hobbies, family life, past success, plans for the future, etc. You can change your negative attitude by understanding that the stressful situation is merely temporary, saying to yourself something like: “This too shall pass,” focusing on your past and future success. It is important for co-workers to encourage one another, especially those that seem to be losing their motivation. EXERCISE 1: DISCOVERING THE POSITIVE ASPECTS OF A STRESSFUL SITUATION Purpose of the exercise: You will learn how to discover the positive aspects of a stressful situation and work together to find solutions, which will help you achieve emotional relief and realize just how important it is to help one another. Duration: 30 minutes 1. The group’s senior member should be the first to describe a stressful situation that had a negative effect on his/her well-being in the workplace. 2. Other members should listen carefully and write down what lessons could be drawn from that particular situation. 3. Each member should express their ideas and try to turn a negative perspective on a past stressful situation into a positive one. 4. The focus then shifts on the second oldest group member, and so on until we get to the youngest of the group. 5. The exercise ends when each member has described his/her experience with a stressful situation. Then, together as a group, discuss the problems that were presented and the solutions that were offered, trying to figure out what everyone could learn from a similar situation. 2 STRENGTHENING GROUP COOPERATION AND SOLIDARITY Employees manage work-related stress more successfully when they work together, show solidarity and help one another. It is crucial to know that the group can help overcome various obstacles more easily and achieve goals faster. *** During the coronavirus pandemic, staff in one of the retirement homes learnt the importance of group cooperation and solidarity in managing work-related stress. Even before the pandemic they were experiencing plenty of stress due to work overload and broken interpersonal relationships, which affected group cohesion and solidarity. In the events that ensued, however, the level of stressful emotions increased so much that some of them faced mental and health issues. One of the senior group members had to go on a long sick leave due to burnout, which forced the rest of the group to rethink the whole situation. Experienced nurse Valentina, who often helped members of the group solve problems before, had this to say: “We should really learn to work together in order to make work easier for us and feel less stressed out. The situation has changed, yet we are still functioning the way we did before the pandemic, which wasn’t all that great to begin with, and our problems just keep piling up. We also need to improve our interpersonal relationships and express more emotional and social support.” The group members were willing to follow her advice and help one another out, so they soon became more connected and more trusting of one another. As their interpersonal relationships improved, they started discussing their issues and stressful emotions on a daily basis and supported one another through difficult times. They began to deal with stressful situations on a group level, managing their work-related stress more successfully and achieving greater emotional relief. *** Group members that work together and help each other out are more successful in managing work-related stress. They strengthen group solidarity and cohesion, act on the principles of kindness and reciprocity, and share their knowledge and experience with one another. Promoting teamwork Cooperation and networking between group members are important, as they make overcoming obstacles easier. When one member of the group is unable to perform the task on his/her own, he/she should ask for help. They may say something like: “I have encountered a problem that I cannot solve on my own; I would like to ask for your help in finding the solution.” People should realize that asking for help is not a sign of weakness and that cooperation helps increase group cohesion and trust. Group collaboration makes it easier for group members to perform their tasks, solve problems and get organized better even in stressful situations, thus managing work-related stress as a group more successfully, which in turn improves their emotional well-being and job satisfaction. Putting the interests of the group before one’s own Members should care for more than just their own interests ‒ they should focus on what is best for the group, be inclined to cooperate and help one another, build team spirit and camaraderie, adapt to one another and do their tasks to the best of their ability, thus contributing to the development and success of the whole group. It is crucial to maintain respect and good interpersonal relationships, and talk about the issues and stressful emotions at hand, as this will help the group manage work-related stress more effectively. Strengthening group solidarity and mutual help Group members need to support, stand by and take care of one another, creating bonds of friendship and strong alliances. They can do this by helping one another with various tasks, solving problems together, offering advice and sharing knowledge and experience. Group members need to show solidarity, work for the common good and be aware that community is stronger than the individual. With solidarity and mutual help, they can do their job better and deal with stressful situations more successfully. Well-intentioned conduct Group members need to be well-intentioned in their thoughts, words and actions, helping and caring for one another, striving to work for the benefit of everyone, showing empathy, respecting different opinions and maintaining good interpersonal relationships. When they find themselves in a stressful situation, they should respect and accept each other’s opinions, do their job responsibly and reliably, discuss their issues openly and try to help one another as much as they can. Acting on the reciprocity principle Reciprocity means that group members offer help to others and also receive it when they need it, which in turn increases group cohesion and builds trust. Acting on the reciprocity principle encourages cooperation and creates stronger bonds between group members; additionally, it can also have a positive impact on egocentric individuals to begin to change and no longer seek exclusive benefits for themselves. Group members should help one another as much as possible by offering advice, sharing ideas and providing information, regardless of whether or not the rest will follow suit. Sharing knowledge and experience It is very important that group members do their best to help new members learn the ropes regarding group dynamics and stressful situations. More experienced co-workers should establish good interpersonal relationships and trust with new members, as this will help them impart their knowledge and experience more easily. The transfer of knowledge can help group members create friendships, making it easier to talk to one another and work together more effectively, which will lead to finding solutions faster, developing new ideas more creatively and reaching group goals more successfully. It is important for new members to think quick on their feet and share knowledge with others, as this will allow the group to adapt to constant change. Following group goals Cooperation, solidarity and mutual help allow group members to perform their tasks more successfully and thus increase the likelihood of successfully achieving their goals. Co-workers can become more group-oriented if they do more than the task requires them to do, refrain from complaining about the work process and criticizing one another, and try to be as cooperative as they can. It is also easier to achieve set goals if group members follow the principles of selflessness, integrity and solidarity when carrying out their tasks. EXERCISE 2: HOW MAY I HELP YOU? Purpose of the exercise: You will learn to help one another, which will strengthen group cooperation and solidarity. Duration: One workday 1. Select a day in your workweek. Each group member selects one co-worker and offers help. 2. The help you offer should be as clearly defined as possible: May I help you finish your task? May I help you solve a problem you are facing? May I offer you advice on the conflict you are having with another group member? Is there anything I can do to help you relieve the negative stressful emotions you are experiencing? 3. Whenever you get the chance, do something positive for someone else ‒ offer emotional support, exchange valuable information and experience, and try to be as supportive as you can. 3 FORMING GROUP COHESION When group cohesion is strong, people identify more readily with the group and act in accordance with the group’s mission and vision, which boosts their cooperation, coordination and efficiency. Group cohesion is extremely important: it brings members together, strengthens group’s connectedness and trust, allowing group members to better cope with stressful situations and achieve greater emotional relief. *** Strong group cohesion can help solve many a problem. This is well illustrated by a woodworking company that found itself in financial dire straits due to months of slow business. Some employees remained positive and diligently did as much work as they could, while others expected to be fired soon; they no longer cared about the company and were already looking for new jobs. There was a breakdown in group cohesion, connectedness and trust. Group members kept to themselves and dealt with stress individually by covering up and suppressing their negative stressful emotions. One day, however, director Peter, who had not yet given up on the situation and was persistently looking for a solution, told them that a large furniture company needed a large amount of wood, which had to be delivered in a matter of three weeks. He first asked them if they were willing to fulfil such a large order in such a short period of time; he knew that certain employees were extremely poorly motivated and did not want to work overtime. He asked them, very sincerely, to do their best since this was, very likely, their last chance to save the company. The positive-minded members of the group were enthusiastic and eager to get the ball rolling, convinced that they could complete the challenging task provided everyone pitched in. Their enthusiasm rubbed off on the more pessimistic and unmotivated employees, who realized that all was not lost and were now willing to fight to keep the company afloat. The new hope rekindled their loyalty to the company and renewed friendships among co-workers with whom they had worked very successfully and happily for many a year in the past; in short, they all came on board and rolled up their sleeves. The re-established group cohesion made work run more smoothly and more efficiently than ever before, and stress levels suddenly dropped. With good cooperation and sacrifice, they managed to deliver the amount of wood that was agreed upon. When the job was finished, the director had this to say: “You have done an outstanding job! Not only did you successfully complete the task, you also believed that together you could pull it through. I am grateful we have been able to save the company for now. I believe this success will help us recover financially and give us new strength going forward.” *** Groups can be more successful in managing work-related stress if they form strong group cohesion, mindset and connectedness, establish strong trust and group identity in the pursuit of group’s mission and vision. Creating a strong group mindset To form a strong group mindset it is important for group members to realize that they are stronger together and can achieve more, provided they take care of and help one another, show solidarity and maintain an atmosphere of respect and camaraderie. A strong group mindset helps members cope better with stressful situations, discharge their work obligations and overcome problems in the workplace more easily. Creating strong group connectedness It is very important for group members to be as connected as possible, to understand one another well and offer emotional and social support in stressful situations. Positive emotions and an optimistic attitude prevail in groups with strongly connected members, thereby creating an environment that feels safe and relaxed. This in turn allows everyone to trust one another and feel at ease, facilitating discussion and helping you to cope with stressful situations better. A high level of connectedness has a positive effect on group cohesion, motivation and productivity, allowing group members to solve problems more easily, achieve set goals faster and have greater job satisfaction. Poor group connectedness, however, is characterized by a lack of group belonging and trust, poorer cooperation, a weaker sense of responsibility for the success or failure of the group and a greater amount of conflicts that prevent members from turning to one another for help and support. When group members do not discuss their issues among themselves and face them individually, they find it harder to manage work-related stress. Establishing a strong group trust It often occurs that co-workers do not trust one another enough, so they do not tell others how they really feel, preferring to pretend that nothing has hurt them or put them in a bad mood; they do not talk about their stressful emotions, but rather deal with them individually. It is very important for group members to trust one another and strengthen the bonds of friendship through conversation, as doing so will make group management of work-related stress all the more successful. Group trust is based primarily on the fact that everyone adheres to group agreements and takes responsibility for their actions, acting sincerely and honestly, with plenty of understanding and mutual respect. Creating a strong group identity Group identity is based on emotional knowledge, social interaction and positive values, dictating group members how to behave in individual situations and how to solve issues. To strengthen group identity, members must respect and act in accordance with group values and beliefs, carry out work tasks together and exchange knowledge and experience; this in turn will allow them to reach their goals more quickly and more easily. It is also important that group members accept responsibility for their actions, adhere to the ethical and moral standards of the group, and be committed to group success. Creating a group mission For groups, it is crucial that members identify with the group’s mission, that core group values are established and that ways in which they can deal with stressful situations have been identified. Based on similar beliefs, thoughts and emotions, group members can establish group values to be followed when dealing with stressful situations. The group’s mission may read something like: “Our group believes it is important to cooperate as best as we can, to be connected and trust one another, create friendly relations that help us successfully manage work-related stress and achieve the set goals; The well-being and satisfaction of all of our members comes first; We operate on the principles of good faith, honesty and integrity.” Creating a group vision The group’s vision helps its members achieve common goals; to be effective, the vision must be formulated clearly and precisely. The group’s vision must reflect the team spirit, collective orientation, cooperation and good interpersonal relationships. It is important that group members know that joint efforts and group action can have a positive impact on group efficiency, allowing them to manage work-related stress as a group more successfully. The group’s vision may read something like: “Our group successfully uses its potential, we are extremely coordinated and efficient in our work and achieve excellent results; We are group-oriented and put the needs of the group before our own interests, which ranks us among the most successful groups of the company.” Creating strong group confidence Group members can develop strong group confidence if they trust their abilities and believe they are stronger and more capable together. They must constantly improve their skills, acquire new knowledge and dedicate themselves to personal development and growth. Successful coping with stressful situations, which reduces the experience of work-related stress, can also help the group to strengthen group confidence and achieve better results together. Creating group memories Group cohesion can be achieved if group members share memories and photos with one another, and place them in a prominent place where they can be seen by all ‒ this will create positive memories that will in turn help improve everyone’s mood. EXERCISE 3: WE ARE STRONGER TOGETHER Purpose of the exercise: You will discover which features of group mindset are the most important for your group and determine the steps for enhancing it. Duration: 30 minutes 1. Each member should write one trait on five sticky notes, which in his/her opinion best describes a strong group mindset (e.g. pursuing the same goal, group effort, caring for one another, good cooperation, solidarity, etc.). Then have everyone reveal what they have written and why they have selected those five traits. 2. Collect all the sticky notes, remove those that get repeated, and sort out the rest. Agree on which characteristics of a strong group mindset you find most important. Sort them out on a scale from most to least important and then stick them one by one on a piece of paper or board. 3. Once you have chosen the most important traits of group mindset, discuss which traits you already possess and which you do not ‒ agree as a group on how you will develop those missing traits. For example, if group members do not cooperate well with one another and you have chosen this trait as a very important feature of group mindset, you can decide to occasionally discuss how to improve group cooperation. EXERCISE 4: HOW WELL DO YOU KNOW ONE ANOTHER Purpose of the exercise: You will strengthen group cohesion, get to know one another better and get a chance to unwind a bit, which will help you improve your well-being and reduce the experience of work-related stress. Duration: 30 minutes 1. Participants select a quiz master and a prize for the quiz winner. 2. Each member of the group takes three pieces of paper and writes his/her name on them. Each piece of paper should contain one personal or business question, and one answer. For example: What is my zodiac sign? How old am I? When did I start working at the company? What kind of coffee do I like? What is the first thing I do when I get to work? Which task do I hate the most? What is the one thing at work that upsets me the most? Take the pieces of paper and hand them over to the quiz master. 3. The quiz master should read the first question and tell which member the question refers to. 4. Whoever raises his/her hand first is the first to answer the question. If the answer is correct, he/she gets one point. If the answer is incorrect, the quiz master gives the floor to the colleague that was the second to raise his/her hand. If the second colleague does not provide a correct answer, the quiz master selects the third member. If the third answer is also wrong, the quiz master reads out the correct answer and asks a new question. 5. The colleague with the most points is the winner of the quiz and receives a prize. 6. At the end of the quiz, discuss how you could get to know one another even better and get even more connected. Give concrete suggestions, such as short introductory conversations, where you may get to share your most interesting personal or work experiences, going on group hikes and doing sports, special events, etc. EXERCISE 5: WE FACE NEGATIVE STRESSFUL EMOTIONS TOGETHER Purpose of the exercise: You will strengthen group trust by realizing your co-workers will help you get the job done as best as they can by pursuing the same goal. Discussing stressful emotions will have a positive effect on group communication, which will help you deal with stressful situations at the group level more successfully in the future. Duration: 40 minutes 1. Split into two or three groups and determine the order of contestants. Each team should choose a judge from the opposing team to keep the time. 2. Choose a large space (indoors or outdoors) and design as many polygon tracks as there are teams by marking the beginning, the middle and the end with duct tape, chalk, etc. Choose different obstacles, such as cups, balls, squeaking toys, cones, etc., and stick a note on them with one negative stressful emotion such as anger, bad mood, tension, fear, nervousness, etc. 3. As the first blindfolded contestants wait to get their marks, the contestants from the opposing teams randomly place various obstacles on the tracks, at least half a meter apart. 4. Contestants need to reach the end of the track as quickly as possible while wearing a blindfold. The rest of the team advise their contestant where to step to avoid the traps. 5. When a contestant hits any of the obstacles that represent negative stressful emotions, he/she stops, takes off the blindfold and says out loud whether he/she experiences that particular emotion. He/she then returns to the beginning of the track and starts again; the same rule applies if he/she steps outside the bounds. The opposing team can rearrange the obstacles before the new attempt. The contestant must repeat the exercise until he/she makes it to the end of the track without hitting an obstacle. 6. When the first contestant successfully completes the task, the second contestant from the same team tackles the obstacle course. Before he/she begins, members of the opposing team can rearrange the obstacles on the course. The same rules apply for each contestant. 7. Contestants follow one another in succession: first, second, third, fourth, etc. 8. The exercise is completed when members of all the teams successfully cross the track with the help of their co-workers. The team whose members complete the task the fastest wins the exercise. 9. At the end of the exercise, sit in a circle and talk. Which stressful emotions did you experience when you were a contestant and had to start again? Were you angry at yourself or your teammates for making a mistake? Which stressful emotions did you experience as a team when you guided the contestant through the obstacle course? How did stressful emotions affect the competition? How do stressful emotions affect the workplace and job satisfaction? Try to identify different ways in which you can deal with stressful situations more effectively as a group and manage work-related stress better. EXERCISE 6: WHO WE ARE AND WHERE WE ARE GOING Purpose of the exercise: You will form group mission by defining group values (e.g. trust, connectedness, friendship, cooperation, solidarity, honesty, positive attitude) and key group goals. Duration: 40 minutes 1. Sit in a circle and discuss which group values you have already established and how satisfied you are with them. 2. On a big piece of paper or a board put down two sections. Write down the current group values on the left side and the group values you would like to establish on the right side ‒ this will allow you to pursue group’s mission more successfully. 3. Agree on which group values from both sections to identify as the most important. Based on this, write your group’s mission on a new piece of paper or board in one sentence. In addition, add which key goals you would like to achieve as a group. 4. Put this piece of paper or board in a visible place, which will allow you to keep your focus on the group’s values, mission and key goals. You can alter the list as you go along, adding new items if you feel a need. EXERCISE 7: CREATING A COMMON STORY Purpose of the exercise: You will learn how to create a common story, connect with one another and identify more strongly with the group. This will strengthen group identity and improve your well-being and job satisfaction. Duration: 30 minutes 1. Each member should choose one object with the strongest emotional value that best reflects his/her individuality. 2. Have everyone place their individual items on one table. Let everyone tell the story of how a particular object is related to him/her and the emotional value it carries. 3. Try to think of how individual objects could be woven into an interesting common story. 4. In the second step, have each member bring an object from their office, desk, cabinet, etc., but this time it must be connected to other members and represent the whole group. 5. All of you place your objects on the table and try to piece together a story about your group that you find positive and inspiring. 6. Discuss which objects (individual or group) made it easier for you to put together a common story and why. Also discuss whether you have become more identified with the group by piecing together a common story and how this can affect your group performance. 7. Finally, agree on how you will build stronger group identity based on your knowledge (e.g. define new group values, create group slogans and inspiring thoughts, design group symbols, socialize more during breaks, participate in group activities, etc.). EXERCISE 8: BEST GROUP MEMORIES Purpose of the exercise: You will create group memories that will help you boost your mood in stressful situations. Duration: 30 minutes 1. On a large piece of paper or a board write the following in capital letters: COMMON HIGHLIGHTS; BEST MEMORIES; GROUP MOMENTS or something similar. 2. Everyone should contribute photos from their archives from joint trips, gatherings, special events and celebrations that meant a great deal to them. 3. Paste the photos on a piece of paper or board and write the time and place of the event under them. You can also add a nice quote or write down why this event means so much to you and how it makes you feel when you recall it in your mind. 4. You can add new photos and thus create new memories, which will trigger positive emotions in you. 4 ESTABLISHING GOOD INTERPERSONAL RELATIONSHIPS Good interpersonal relationships can help the group build stronger connections and trust, making it easier for members to discuss negative stressful emotions appropriately, and therefore manage work-related stress more effectively. Managers can also help establish good interpersonal relationships by organizing formal and informal meetings where employees can get to know one another better; this has a positive effect on the group and the way it copes with stressful situations, increasing group coordination and efficiency in the workplace. *** A small IT company that develops and installs information solutions learnt the importance of good interpersonal relationships when new employees were hired to combat rising workload. Group relationships became strained since new members were individual-oriented and selfish, trying to take on big projects and interfering with the work of older members to get ahead as quickly as possible. As a result, group cohesion deteriorated, connection and trust were lost, there was no more cooperation and solidarity among group members. The workplace became increasingly negative; employees no longer discussed stressful emotions and no longer provided emotional and social support to one another. Older members experienced more work-related stress as their well-being and job satisfaction deteriorated. The group leader Sara convened a meeting on how to make things better. At the meeting she emphasized the importance of good interpersonal relationships and concluded with the following: “We need to be honest and respect one another, stand by one another and strive for unity, cooperation and solidarity. I want us to re-establish good interpersonal relationships, since this is key to the success of our group, the company and each one of us. If we can trust each other and talk openly, we will no longer feel as stressed as we are now.” During her speech, the new employees realized they wanted to be part of a group with high ethical and moral standards, as they themselves did not feel all that well in a negative work environment. After the meeting, interpersonal relationships in the group began to improve and the experience of work-related stress decreased as the group members, through open dialogue and mutual support, established strong group trust and cohesion, and strengthened cooperation and solidarity among themselves. *** In order to establish good interpersonal relationships it is necessary to improve mutual understanding and respect, overcome intergenerational differences and take care of others. Good interpersonal relationships help groups to better cope with stressful situations and reduce the experience of work-related stress. Showing respect Interpersonal relationships in a group are positively influenced by a show of respect among its members, constructive criticism, consideration of different points of view and the acknowledgement of the emotions of others. All of this helps members work well with and support one another, making them better equipped to perform demanding tasks and deal with stressful situations more successfully as a group, which in turn reduces the experience of work-related stress. Mutual understanding A stressful situation can trigger various emotions, thoughts and worries that affect the group mood, so group members need to pay attention to the meaning they ascribe to a stressful situation and try to see others’ points of view. For example, members may be more empathetic and ask one another: “How do you feel? Can I do something to ease your distress in these difficult moments?” Or you may want to get to know your co-workers better and ask, for example: “What do you enjoy most about your work? What do you like to do in your spare time?” Establish good interpersonal relationships, create a positive group atmosphere by telling jokes and anecdotes, and solve problems in the workplace together. In stressful situations, managers must also be able to understand other people and empathize with them; they can do a lot to empower their subordinates, motivate them to work harder, solve issues and work with them to find suitable solutions to overcome obstacles. Overcoming intergenerational differences It is important for groups to see co-workers from different age groups cooperate with one another, lend a helping hand, respect each other, exchange important information and work together successfully. Senior co-workers can show younger ones how to deal with stressful situations appropriately, advising them on how to manage work-related stress. Older and more experienced co-workers need to pass on as much knowledge and useful information as possible to their younger co-workers, offering them emotional and social support without the fear of being overshadowed. Younger colleagues, however, must be willing to accept the help of their senior co-workers and be grateful for their advice, as this will help them develop faster. In return, young people can help older employees acquire computer skills and show them how to use new technologies. Showing concern To establish good interpersonal relationships, group members need to be kind and take time for one another, try to understand the needs and emotions of others as much as possible, and put group needs before their own interests, which they can do through dialogue. You may say something like: “I see something is bothering you, I’m worried about you. Do you want to talk about it? What can I do to help you? Do you need my advice?” The important thing is to help one another as much as possible and work together to solve problems in the workplace. Commitment to ethics and honesty Group members must be committed to high ethical standards and act in accordance with moral values such as honesty, sincerity and kindness, with which they build good relations as well as gain trust and respect. They must carry out their work honorably, allowing all members of the group to develop both professionally and personally, successfully resolving conflicts and issues as soon as they arise. Members must act in good faith and be aware of the ethical consequences of their actions, making sure they pursue the highest interests of the group. They may find it useful to constantly repeat to themselves: “I work for the higher good of the group, knowing full well that when the group is successful, so am I.” Additionally, they must set a good example to one another in terms of maintaining an appropriate response to stressful situations. EXERCISE 9: THE CIRCLE OF TRUST Purpose of the exercise: You will learn to show respect and affection to one another, letting your co-workers know you value their work, which in turn will have a favorable impact on your interpersonal relations. Duration: 30 minutes 1. Sit in a circle. 2. The oldest member should tell the person sitting to his/her right as sincerely as possible what he/she respects and values most about him/her, and give praise for a job well done. Continue one by one until you get to the last member in the circle. 3. The youngest member should tell the person sitting to his/her left as sincerely as possible what he/she respects and values most about him/her, and give praise for a job well done. Continue one by one until you get to the last member in the circle. 4. At the end of the exercise discuss how positive employee comments affect your interpersonal relationships and the sense of well-being in the workplace compared to negative ones. EXERCISE 10: AS I UNDERSTAND YOU SAID THAT ... Purpose of the exercise: You will learn to better understand one another, which will help you solve any issue or conflict that may arise. Duration: 30 minutes 1. Sit in a circle and discuss a topic on which you disagree. 2. Pay close attention to what other people are saying; try to understand your co-worker’s way of thinking as much as possible and make sure you really hear and understand their points of view before you give your response. Begin your sentences with: “As I understand it you said that …” or “If I heard you correctly, you think that …” By doing so, you show the other person that you listened to them carefully because you want to understand them better. When people hear this, they feel satisfied because they feel they were heard and understood. 3. Try to find areas of disagreement with a particular topic and try to understand different points of view. 4. Try to find common ground despite different opinions, as this will help you resolve conflicts and cope with stressful situations better as a group. EXERCISE 11: LEARN FROM ONE ANOTHER Purpose of the exercise: Members of different age groups will learn to work together and share knowledge and experience on how to tackle stressful situations. Duration: 30 minutes 1. Draw a timeline with a beginning and an end on a large piece of paper. Start with the year the company was founded or the year of birth of the oldest member, depending on which came first, and finish on the day this exercise is being carried out. 2. Write the most important dates (years) in the history of your company (year of incorporation, expansion, important projects, new products, etc.) on sticky notes and stick them on the timeline. 3. Each member should then write two more milestones in their lives on two sticky notes and stick them on the timeline. 4. Once everyone has added the most important dates, take a closer look at the timeline. 5. In the discussion, everyone should describe important turning points for him/her and tell what type of emotion was experienced at the time and what was learned, sharing advice with group members on how to deal with a similar situation. 5 OPEN COMMUNICATION Group members should strive to have as open a communication as possible, as this may greatly facilitate their work and improve relations in the group, leading to a more successful group management of work-related stress. Superiors should also encourage communication between employees at all levels, organizing frequent work meetings, conference calls or videoconferences, discussing work organization and exchange of important information, which will have a positive effect on group coordination and efficiency. Superiors need to frequently communicate with their subordinates and actively listen to them, which will make it easier for them to assess their overall well-being in stressful situations and better navigate between different opinions when managing conflicts. They should encourage open and honest communication between co-workers that have on-going conflicts and help them resolve their disputes. *** Open group communication has a positive effect on the group management of work-related stress, which is something that members of a strategic group in charge of optimizing production and reducing its environmental footprint learnt. The CEO of the company, Oliver, told his subordinates that he was very concerned about the company’s environmental footprint. He wanted to develop a sustainable development strategy based on technological improvements, energy efficiency and environmental protection. “If we want to remain an industry leader, we need to be held accountable to our customers, business partners and the wider community ‒ we need to reduce our environmental footprint. The new strategy will require a lot of open communication and active listening as well as mutual understanding and trust. With joint efforts and teamwork we will certainly succeed.” CEO’s speech aroused plenty of positive energy and enthusiasm in the members of the strategic group. Although employees did not have good communication before and found it difficult to work with others, they believed a new strategy could be devised quickly if they all began communicating, exchanging information and sharing knowledge with one another. The role of the CEO was crucial in implementing the new strategy as he set a good example to his subordinates and constantly encouraged them to engage in open communication, and to give and accept constructive criticism while supporting one another along the way. Open communication in the strategic group was important for the successful implementation of the new strategy and problem solving, which helped them to develop and implement effective production and technological solutions in a short period of time. As members constantly shared advice and experiences to help them achieve common goals, they also improved interpersonal relationships, became more connected and began trusting one another. As a result, they were able to discuss stressful emotions, which helped them cope more successfully with stressful group situations and manage work-related stress. *** If open communication is established on the basis of sincerity, truthfulness, clarity, transparency and exchange of key information, group members can improve interpersonal relationships, be more connected and support one another better. This facilitates coordination, allowing the group to resolve conflicts and problems quicker, and adapt more successfully to constant change in the workplace, which has a positive effect on the group management of stressful situations. Establishing confidential communication Group members establish personal and confidential communication with each other by being sincere about their emotions, thoughts and worries they experience in the workplace, especially during stressful situations. It is important to learn as much as possible about one another, build interpersonal relationships and seek common ground, which will contribute to better understanding, trust, connection and cooperation in the group. Acting sincerely and transparently When expressing stressful emotions, group members should support and encourage one another in such a way that eliminates the fear of being misunderstood. It is important to be sincere, clear, open and direct in expressing your concerns and thoughts, and know how to express exactly what you want from others ‒ also make sure others understand you well and that you do not talk too much. Acting on the principles of sincerity, transparency, openness and honesty helps group members to better cope with stressful situations, which has a positive effect on their well-being and group satisfaction. Sharing important information Sharing relevant and timely information in an appropriate manner creates stronger bonds between group members and improves cooperation. By exchanging important information, employees can perform work tasks much better and faster, be more creative and innovative, and more successfully achieve group goals. When they consistently exchange useful information about the work that they do, it also leads to greater group trust and mutual understanding, as well as a higher level of job satisfaction, all of which significantly reduces work-related stress. Active listening Group members need to be able to listen actively and really hear one another as well as accept different opinions, even if they disagree with them. It is important not to make assumptions about how others may react to a stressful situation, as your assumption may likely be wrong. It is crucial to get rid of all the misconceptions you may have about others and strive to find out what your colleagues truly think, feel and experience in a stressful situation. Solving conflicts in a constructive way By resolving conflicts in a constructive way, group members maintain good interpersonal relationships, provide emotional and social support, and achieve emotional relief. This is especially important in stressful situations when solutions need to be established quickly to prevent negative group atmosphere. Managers play an important role in a constructive resolution of conflicts ‒ they must identify and study the cause of the conflict and dedicate themselves to resolving the issue. They need to make sure everyone calms down first, listen to the explanation and find the best solution acceptable to all. They need to resolve conflicts and issues with a great deal of patience and empathy for others, build strong trust with group members and create a safe environment for subordinates to be able to express their emotions in an appropriate way. They need to realize that not every conflict is harmful since, under the right guidance, conflicts can also lead to new ways of solving problems and to positive changes in the functioning of the group. Solving problems together Solving problems together contributes to group dynamics and improves group coordination and efficiency. It is important for group members to help one another as much as they can and take responsibility for their actions. Whenever there is an issue, group members must seek a solution by proposing new ideas on how to solve it, or you may prepare a plan in advance on how to solve potential issues if and when they arise. Giving and accepting constructive criticism By giving and accepting constructive criticism, group members can learn from their mistakes, make progress faster and overcome stressful situations. If they help one another understand what caused them to react in a certain way, they can begin to alter their response and achieve greater group success. Members must express their opinions and views sincerely, acknowledge past mistakes and strive for group development and growth. They can do this if they take the time to understand one another and develop trust. It is very important to create a safe environment in which they do not feel threatened. Learning from one’s mistakes Everyone needs to be aware of their strengths and weaknesses, be receptive to feedback and learn from past mistakes. Group members need to be able to assess stressful situations and see things in a proper light. If they see failure and issues as opportunities for change, they can always learn something new. They need to remain upbeat even when things do not go according to plan. It is crucial they transfer knowledge and share good practices in order to learn as much as possible from one another. Taking responsibility for one's actions Group members must be able to take responsibility for their own actions. They must not hide vital information from others or mislead them. They should take responsibility for their own emotional response as well, trying to be as flexible as possible and control their negative emotions in stressful situations. When members do their best to work for the common good, they create a positive work environment in which they successfully deal with stressful situations, work as a well-oiled machine and achieve group goals more easily. Non-verbal communication One of the disadvantages of communicating with co-workers via e-mail, by phone or a conference call is the lack of personal contact and the inability to observe non-verbal communication. Failure to spot the facial expressions and body language of other members in order to identify their emotional states can lead to misunderstandings that may have a negative effect on the group and its management of work-related stress. Various non-verbal cues can help group members understand what each member is feeling, which will make it easier for them to discuss group management of stressful emotions or distance themselves if they see that they are angry, tense or in a bad mood, thus avoiding any potential conflict. When it comes to facial expressions it is important to look one another in the eyes when expressing emotions to see if the other person is perhaps raising his/her eyebrows, looking serious, laughing, etc. In terms of body language, however, pay attention to whether someone is nodding, crossing their arms and legs, making hostile gestures, or patting and hugging one another. When group members want to hide or suppress negative stressful emotions such as bad mood, nervousness and tension, they avoid eye contact and look down, keep their arms crossed, walk fast or have a serious expression on their face. This does not help the group to manage work-related stress successfully. When people are more open to discussion, their non-verbal communication follows suit: they make eye contact, seem happier, nod, lean towards the other person, stand in a more relaxed posture with physical closeness, etc. This contributes to a more positive atmosphere and better mood in the group, which leads to better group management of work-related stress. EXERCISE 12: TWO TRUTHS AND ONE UNTRUTH Purpose of the exercise: You will learn to share your feelings and thoughts regarding stressful situations, get to know one another better and improve group communication. Duration: 30 minutes 1. Sit in a circle. Have everyone write two truths and one untruth on a piece of paper about how they feel and how they deal with stressful situations (e.g. “I feel good in a stressful situation because the adrenaline rush allows me to think and work better”; “Stressful situations wear me out and exhaust me emotionally”; “When I find myself in a stressful situation, I take a deep breath and try to focus on the positive aspects”). Do not show what you wrote to others. 2. The first member of the group should read his/her two statements that are true and one that is untrue. Try to make your statements less obvious, making the untruth more difficult to spot. Others give their opinions on which statements they think are true and which they think are not true, and why they think that way. At the end, the one who wrote the statements in question reveals which two statements are true and which is false. 3. The exercise ends when each member has shared his/her statements with the group. 4. At the end of the exercise, discuss how you would like to share your emotions with one another in the future and how you could establish better group communication in stressful situations. EXERCISE 13: I HEAR YOU! Purpose of the exercise: You will learn to really hear the other person and shift your focus to others, become more understanding of others and improve interpersonal relations. Duration: 30 minutes 1. Sit in a circle. Decide which stressful situation to address and determine the order of speakers. Then let each member speak about what he/she went through when dealing with a stressful situation. 2. In this exercise it is more important for you to listen to others, rather than what you may say. Pay close attention to the speakers and do not interrupt them, allowing them to say whatever is on their minds. You may only interrupt them if you want them to clarify something in more detail, since you did not fully understand what they said. If you kindly ask them to repeat certain things they will not feel like they are wasting time. 3. Show them that they were heard. When others feel they were heard, there is a greater chance they will return the favor. The easiest thing in the world is to listen to someone with whom you agree, but it is a whole new story when you do not. Still, make sure you pay close attention and do not launch your counter argument straight away; allow your colleague to finish first. 4. Show others you wish to understand them. You can begin your reply by saying something like: “Did I get that right? From your point of view the situation looks like ...” When you repeat something in order to find out if you understood everything correctly, your effort is appreciated. 5. Ask questions. Once you have established that you have paid enough attention and understood what was said, ask a follow-up question to get an ever better grasp of the situation. Once you have asked your question, stop and just remain silent; wait for others to respond. Give them enough time to gather their thoughts, and do not ask new questions or give your two cents about the whole situation. This will allow others to think better and express themselves more clearly; you will also build trust and connection and find it easier to find solutions together. EXERCISE 14: SOLVING CONFLICTS TOGETHER Purpose of the exercise: You will learn to identify and understand the cause of the conflict and resolve it successfully. Conflicts most often occur because group members do not listen to one another enough and do not try to understand each other’s perspective. It is extremely important to develop the skill of active listening, which will reduce the incidence of conflicts in the group, and improve interpersonal relationships as well as personal well-being and job satisfaction. Duration: 30 minutes 1. The group should select two or more members caught in an on-going conflict. They should be seated opposite one another or in a circle. The group decides on the order in which group members will present their side of the story. 2. Those involved in a conflict should express themselves as honestly as possible, stating why the conflict arose and how it affects the group. 3. When one of the members involved in the conflict has the floor, others listen attentively, making sure they do not interrupt the person speaking and try to understand his/her point of view. 4. When the person has stopped speaking, other people involved in the conflict can ask additional questions and begin by repeating in their own words what was said, e.g. “If I understood you correctly, your feelings were hurt when ...; Is this what you meant?” Afterwards, ask your question to try and understand the situation better. The member can answer the question and expand on his/her point of view if needed. 5. At the end of the exercise all the parties involved should come up with at least two ways in which to resolve the conflict. Everyone should accept their share of responsibility for the conflict and realize their point of view may not have been the only truth, which will help the group resolve its conflicts. 6. Together determine the set of rules that will apply to solving conflicts in the future, or even better ‒ prevent conflicts from arising in the first place. For instance, you may implement a rule that you will try to understand one another despite the differences of opinion, accept what the other person is feeling, respect someone else’s point of view and attempt to improve interpersonal relations. You may decide to take 10 minutes when there is even a small disagreement and work out why it happened, or you may decide to discuss such matters at lunch break. EXERCISE 15: YOUR PROBLEM IS MY PROBLEM Purpose of the exercise: You will learn how to work and communicate with co-workers better, solving problems in a constructive manner. You will better understand the circumstances that led to the problem and change your attitude towards the stressful situation. Duration: 30 minutes 1. Each member should write down an issue he or she is facing in the workplace. This does not include any personal problem you may be having with your co-workers, only the problems related to your work such as technical issues, poor product quality, dissatisfied customers, etc. 2. The first member should write his/her problem on a large piece of paper or board, listing underneath two possible causes that may have led to it. 3. Other members provide their reasons why they think the problem occurred, and have the first member write the reasons down. Repeat the exercise until all the minor problems that may have led to the major issue have been identified, then work together to find the key links that may have led to the problem. 4. The exercise is completed when each member presents a problem and other members define the possible causes. Discuss what you have learned and how you could solve problems in the future. EXERCISE 16: EFFECTIVE EXPRESSION OF EMOTION Purpose of the exercise: You will learn how to recognize the emotional reactions of others and express your own emotions better, which will help group members understand one another better. Duration: 30 minutes 1. Split into smaller groups (4 or 5 members each) and agree on the order of performance (first, second, etc.) and the order of competitors (first, second, etc.). Appoint a judge to keep the score on a piece of paper or board. Write down all the positive and negative emotions you know, one emotion per each piece of paper. Hand the pieces of paper over to the judge, who eliminates the ones that get repeated and puts the remaining ones in a container or a bag. 2. According to the agreed order, one member of each group should take out a piece of paper with a positive or negative emotion written on it (e.g. happiness, joy, sadness, anger, nervousness, etc.). 3. The first competitor of the first group stands in front of his/her team and demonstrates the chosen emotion to others using various gestures (without speaking). Members of his/her team have three chances to guess which emotion is being expressed. If they guess right the first time, the team gets three points; if they guess right the second time, they get two points; if they guess right in the third attempt, they get one point. 4. Then the first competitor of the second team appears, followed by the rest in the agreed order. 5. The exercise ends when the last member of the last team pulls out a piece of paper and demonstrates the chosen emotion. The team with the most points wins. 6. At the end of the exercise, discuss how successful you were at expressing and guessing emotions, and consider how you could improve non-verbal communication to better understand one another and more quickly guess what your colleagues are going through in a stressful situation. 6 CREATING A POSITIVE GROUP ATMOSPHERE If a group is filled with positive atmosphere and good interpersonal relationships, members find it easier to cope with stressful situations. It is important to understand one another well and offer assistance, which allows problems and conflicts to be resolved more constructively, thereby strengthening the group mindset, trust and connection. As a consequence, group members feel safe enough to discuss what they are going through, which ultimately reduces the experience of work-related stress. *** The strong impact of a positive group atmosphere on the successful group management of work-related stress was demonstrated in a company selling medical equipment and devices. The company employed sales agents who were very satisfied with their work and understood one another and their manager well. However, when they hired a new sales manager, Samantha, who had very high sales goals and wanted to achieve them in the shortest time possible, the workload of sales agents increased to such an extent that they experienced more work-related stress. Due to her excessive ambition and competition, Samantha was never satisfied with the work of her subordinates and was often caught in a cycle of negative emotions. Some started following her example, which led to a negative group environment. The members of the group felt bad due to the great emotional and psychological strain, and their disagreements and personal conflicts began to escalate. The company owner wanted to find out why employees were dissatisfied and often on a sick leave despite good sales and high salaries. Sales agent Sebastian spoke honestly with the owner: “Samantha has caused our interpersonal relationships to deteriorate. She encourages competition and conflict, and her constant criticism creates a negative atmosphere in the group. Because of her, we experience more tension, nervousness, frustration and anxiety. We no longer trust one another and do not feel part of a group, so it is high time for something to change.” The company owner decided Sebastian was now finally ready: he had previously turned down the offer to take over, but the bad experience with Samantha caused him to reconsider. The owner was happy to put Sebastian in charge and moved Samantha to a different work unit. After a few months, sales increased again, and the atmosphere in the sales team improved significantly. The new manager, who understood the emotional situation of the group, encouraged an optimistic attitude, expressed positive emotions and strived to project calmness. He managed to have a positive impact on the previously confrontational employees as well. The group’s positive atmosphere and good interpersonal relationships were restored; members started talking to one another again, including about stressful emotions, which helped them to successfully manage work-related stress and improve their overall well-being and job satisfaction. *** Group members can create a positive group atmosphere by being positive and encouraging one another to express positive emotions, relate interesting stories and jokes, perhaps even indulging in an occasional prank. They may want to take lunch breaks together, organize group gatherings and trips, which will help them get to know one another better. This will establish better group cohesion, understanding and improve interpersonal relations. Encouraging a positive attitude When group members encourage one another to be positive and express positive emotions in stressful situations, this has a positive effect on group dynamics, well-being and job satisfaction. Having an optimistic mindset in stressful situations will make it easier for them to face challenges, solve problems creatively and improve interpersonal relationships in the workplace. Managers can also have a positive impact on group atmosphere by radiating positive energy in stressful situations and encouraging co-workers to turn to them for advice and help on how to manage work-related stress as a group. Telling interesting stories and jokes Storytelling and jokes have a good effect on creating a positive atmosphere in the group, encouraging positive and inhibiting negative emotions, releasing tension, improving communication and increasing job satisfaction. Sense of humor A good sense of humor can help group members cope with stressful situations, since humor is an important factor in creating group cohesion. Not only that, it also improves communication and interpersonal relationships, and reduces the level of work-related stress. Members can also create a positive group atmosphere by keeping things light with an occasional office prank. Increasing the group’s emotional energy Emotional group energy, preferably based on strong group trust and a sense of belonging as well as mutual support and cooperation, can be increased if group members discuss their stressful emotions openly and thus unify the group’s emotional response. Social gatherings and celebrations of special events where members have an opportunity to connect with one another are also key for increasing the group’s emotional energy. Groups may use specific greetings and group cheers to strengthen group cohesion and connection, or listen to music, singing and dancing, which helps create a more positive atmosphere in the group and has a positive effect on the sense of well-being and job satisfaction. Going on breaks together Group members should go on breaks as often as possible to socialize, joke and relax, taking their minds off work, etc. By doing so they offer one another emotional and social support to emotionally relieve themselves more easily and gather strength to face new challenges. Organizing group gatherings and trips Group members can also be helped to create a positive group atmosphere by organizing group gatherings and trips where personal matters can be discussed in a more relaxed atmosphere. This will help group members bond and create good interpersonal relationships, which in turn will help them manage work-related stress more successfully. EXERCISE 17: TODAY IS A GOOD DAY Purpose of the exercise: You will learn how to encourage a positive group attitude, which will help you better cope with stressful situations. Duration: One workday 1. Write down positive adjectives (e.g. happy, joyful, optimistic, relaxed, excited, content) on a piece of paper. The number of adjectives should match the number of group members. 2. On smaller pieces of paper write: I feel happy today; I am joyful today; I feel optimistic today, etc. 3. Put the pieces of paper into a bowl or a bag. Each group member draws one piece of paper, pins it to a visible place in the upper part of his/her clothes and wears it all day long. 4. Whether you are by yourself or interacting with others, conduct yourself in accordance with the emotional state you have selected. If someone is not acting in accordance with the chosen emotional state, other members of the group may kindly remind that person to make an effort and take an active part in the exercise. 5. At the end of the workday get together and discuss how the chosen emotion affected your conduct. Which emotions did you experience during the exercise? Did the exercise help you improve your mood and job satisfaction? How come? EXERCISE 18: CREATING POSITIVE THOUGHTS AND QUOTES Purpose of the exercise: You will learn to improve group atmosphere and mood, thus increasing job satisfaction, which will help you achieve your goals faster, be more coordinated and more efficient. Duration: 30 minutes 1. On a big piece of paper or board, each group member should write a positive thought about team spirit, cooperation and solidarity ‒ this thought should guide you in stressful situations, allowing you to shift your attention and calm down. 2. You can also create inspiring quotes together that will remind you that you are not alone and that other members of the group are standing by your side. On a piece of paper or board you can write, for instance: Together we are stronger; Cooperation and solidarity lead to excellence; Together we can overcome any obstacle; We make progress and learn from one another every day. 3. You can constantly add new thoughts and quotes that you think could positively affect your group atmosphere in stressful situations. EXERCISE 19: SOMETHING FUN Purpose of the exercise: You will learn to share your workplace experiences, get to know and connect with one another better, relax and have a laugh. Duration: 30 minutes 1. Sit in a circle. Everyone should write one word or a phrase associated with workplace stress on a sticky note (e.g. adrenaline, crisis, distress, excitement, neurotic boss, nasty customer, etc.). 2. Stick all the sticky notes on a large piece of paper or board. 3. Take a few minutes to look at all the words and try to come up with a story related to them. 4. The first member should pick one sticky note containing a particular word and start telling an interesting anecdote that happened to him/her at work related to that specific word. 5. While the first member is telling his/her story, others can write new words on sticky notes that remind them of a different story and are related to work-related stress, and stick them with the rest. 6. When the first member has finished telling his/her story, the second member chooses a word and starts telling his/her story. While someone is speaking, others can write new words related to an interesting story on sticky notes and stick them with the rest. 7. The exercise is over when everyone who wished to share his/her interesting story has had a chance to do so. Conclude the exercise by talking about how the stories affected your mood and what you learned from them. EXERCISE 20: WHAT WOULD YOU CHOOSE? Purpose of the exercise: To encourage group members to get to know one another better during lunch breaks, exchange interesting stories and unwind a little. Duration: 30 minutes 1. Each group member should write one question with two different options on a piece of paper; others will choose the option they prefer. 2. Each member asks his/her question, and the rest answer one by one which option they prefer and why. 3. Here are a few examples: Would you prefer to have more work than you can handle in a day and be constantly under stress, or would you rather have barely any work and be completely bored? Would you rather have a terrible boss and a good job or would you rather have a good boss and a bad job? Would you rather do something you love and earn just enough to get by, or would you rather do something you hate and earn lots of money? Would you rather work in a group with a negative group atmosphere and achieve very good results, or would you prefer to work in a group that has a positive group atmosphere but achieves average results? Would you rather have plenty of time to complete a project that people do not find important, or would you rather be in a frantic rush to complete an important project? 4. The exercise is over when everyone has asked their questions and received answers from the group. 7 GROUP COORDINATION AND EFFICIENCY In groups, members can better organize their work and participate in tasks if they are well coordinated and communicate with each other openly, which also helps them to experience fewer negative emotions such as bad mood and anger in stressful situations. Group coordination and efficiency can also be positively impacted by superiors if they ensure a proper flow of information between employees by organizing work meetings and videoconferences, which will reduce the likelihood of misunderstanding, bad mood and tension in the group. *** A company producing medical disinfectants was well prepared for the coronavirus pandemic. They secured an adequate supply of raw materials and packaging so that, despite the crisis, their production of disinfectants never skipped a beat. They were among the few producers in the region who supplied their products to the most badly hit public institutions such as hospitals, health centers, retirement homes, etc. However, when numerous companies, organizations and shopping malls required large quantities of disinfectants they were forced to quickly amp up their production. Due to a shortage of workers, production manager Alina, who was well aware of their company’s important role in emergency situations, suggested that employees from all departments assist in the production ‒ long story short, everyone answered the call! Experienced production workers diligently passed on their knowledge to those unfamiliar with the production process. They had to coordinate their efforts and help one another out, which had a positive effect on organization and effectiveness, enabling them to produce sufficient amounts of disinfectants. When the situation calmed down a bit, Alina praised her team by saying the following: “In times of crisis we all actively participated in the solution of a problem and at the same time learned how important it is to work together for the common good. We shared knowledge and experience among ourselves and remained motivated and focused. We succeeded and I believe we will continue to work together just as efficiently in the future.” *** Groups can be more coordinated and efficient when members adapt to one another, engage in open discussion and exchange key information among themselves, which makes them perform their tasks faster, better and more efficiently. Increasing group coordination and efficiency If group members want to increase coordination and efficiency when discharging their duties, they must cooperate and support one another as much as possible, be well organized and share vital information with the rest of the group. Set goals are thus achieved much faster and easier if everyone strives for the common good, recognizes and rewards achievements of others, which makes managing stressful situations as a unit more effective. Encouraging group action Group members should encourage and help one another perform work tasks to the best of their abilities. They should regularly set common goals that motivate them to work together as a group. They should determine what they want to achieve: perhaps better quality of work and more things done, improved interpersonal relationships and group atmosphere, more freedom in expressing their stressful emotions, greater emotional relief, etc. Managers must also be able to motivate employees to work in groups and help them create a safer and more stimulating work environment. They can do this by trying to better understand the emotions and the emotional needs of their subordinates through open communication and encouragement of creative and innovative ideas, helping them develop their potential more effectively. Striving for professional and personal development It is important that group members take every opportunity for professional and personal development, share their knowledge and experience, learn from one another and be open to change. They should strive to maintain an optimistic, positive and confident attitude, as this has a positive effect on group’s performance and efficiency. Encouraging group creativity and innovation Group members who feel they can freely express their ideas because others understand and accept them ‒ and comment positively on their work ‒ are more creative and innovative than those who experience criticism and disapproval in the workplace. If groups want to increase creativity and innovation, they must create a supportive environment in which good interpersonal relationships, mutual understanding, trust, a sense of belonging and genuine care for others reign supreme. Members need to feel safe, which will allow them to think more creatively, develop new ideas and approaches, look for innovative solutions and work in a well-coordinated group. Quick adaptation to change When group members commit to learning new things in a variety of ways, they find it easier to cope with constant change in the workplace and adapt more successfully. In stressful situations, they need to be flexible, find new information quickly, be brave and open to innovation, and regard obstacles as a set of challenges. It is important they know how to successfully manage work-related stress as a group, which will make searching for new strategies and effective solutions to problems easier. Achieving group goals Group members who share a strong sense of connection and have good interpersonal relationships are more committed to their work and more motivated to achieve common goals. Due to the high level of group cohesion and a sense of belonging, they feel they are well supported and encouraged in stressful situations. EXERCISE 21: COUNTING FROM 1 TO 20 Purpose of the exercise: Good communication will help you improve group coordination and efficiency. Duration: Unlimited 1. Sit in a circle and start counting from 1 to 20. Each group member can only say one number out loud. If several group members say a number out loud at once, start again. 2. Do not rely on facial expressions or body language to indicate to others who should start or continue counting. It is also not allowed to rely on the sitting order (e.g. the member starting the count should not be followed by the member sitting to his/her left or right). 3. Say a number out loud without someone else doing the same. If you fail after several attempts, discuss how you could successfully finish the exercise and start again. 4. The exercise is completed when you have successfully counted to 20. 5. At the end of the exercise, try to summarize your thoughts and discuss the following: how communication affects coordination and efficiency; how important group communication is and how you could improve it; how group coordination and efficiency in the workplace could be increased in the future. 8 GROUP MANAGEMENT OF STRESSFUL EMOTIONS It often occurs that group members have no influence on external factors, which can cause negative stress emotions. It is crucial they know how to recognize and assess stress emotions well, transform negative emotions into positive ones and have an appropriate emotional response; this will help them manage group emotions more successfully and maintain emotional stability. *** During the coronavirus pandemic, members of a Covid department of one of the hospitals discovered just how valuable group management of stressful emotions really is. They were under extreme physical, mental and emotional stress due to long working hours, uncomfortable protective equipment, etc. They often felt helpless and desperate when they could not help their patients exactly as they wanted. As they experienced a great deal of work-related stress, senior nurse Rebecca had the following suggestion: “Let’s find a way to manage stress together, standing strong and feeling optimistic despite the fatigue, fear and insecurity we are all experiencing. I think it would help us a great deal to discuss our problems and the stress we are currently going through. Every day at the end of our shift, we could get together and discuss everything that is going through our minds to get some emotional relief.” Everyone suddenly realized how useful her suggestion truly was, so they started meeting regularly to discuss their problems; and since they aspired to be as supportive as possible for their patients, they put on a brave face and only discussed their negative emotions in the confines of their group. This helped them to better understand negative stress emotions and transform them into positive ones; suffice to say, an optimistic attitude and a positive atmosphere began to prevail in their group. Through honest dialogue and emotional support, as well as good cooperation, solidarity, connection and kindness, they successfully managed stress emotions as a group and reduced the experience of work-related stress. *** Members need to understand group stress emotions and maintain emotional stability in stressful situations, which will help them to successfully manage work-related stress. Recognizing and understanding stressful emotions The most common negative stress emotions experienced by group members are anger, tension, dissatisfaction, nervousness and bad mood, along with anxiety, frustration and a feeling of helplessness. Anger is most often experienced when they feel they have been wronged or attacked, as though others do not appreciate their work even though they are trying their best. They usually experience bad mood when they cannot complete the task the way they wanted to and find it difficult to cope with such a situation. Tension and nervousness are most often experienced when one or more members project their negative emotions to the whole group. Helplessness is experienced when they feel like they have no control over the situation or the outcome of events. Group members feel their most powerless when goals do not get achieved despite their best efforts; powerlessness is often associated with anxiety and depression as well. People often experience dissatisfaction when an unexpected obstacle appears in their way and when others criticize them and fail to take their opinions and suggestions into account. They experience frustration when they face an obstacle they cannot cope with, as well as when they have to react quickly to events and face a large amount of work that they cannot do in the blink of an eye. They most often experience fear when they feel threatened and do not have enough strength to protect themselves. Fear also arises when they doubt their choices and fear the consequences of their actions as well as criticism from others. They experience anxiety when they feel restless and threatened, especially when a negative manager has a bad influence on the whole group. Managers experience stress emotions in stressful situations as well, such as anger, nervousness and tension due to various pressures, not only because of their superiors or subordinates, but also because of clients, customers, patients, etc. It is crucial that managers know how to understand and acknowledge their emotions, so that they do not hinder their work or disrupt their relations with subordinates. Recognizing one’s own emotions, feelings and the needs of others will allow them to help their group manage stressful emotions more effectively. Group assessment of stress-related emotions Groups can develop certain rules on how to assess emotions in stressful situations and respond appropriately. They may stipulate that members should avoid expressing negative stress emotions as much as possible and express only positive ones, promoting an optimistic and positive attitude to see something good in every situation. Managers also need to be able to recognize their own emotions and the emotions of their subordinates, and encourage them to express stressful emotions in an appropriate way. They need to create a positive group atmosphere in which subordinates are able to successfully manage stressful emotions and relieve themselves emotionally. Gaining control over your emotional response If group members want to gain more control over their emotional responses, they must first learn how to pay full attention to stressful emotions exactly as they are, without dwelling on what they should be like. The trick is to simply observe one’s stress-related emotions, not trying to dodge or resist them, or even identify with them. Strive to remain an impartial observer, which will help you accept stress-related emotions easier and make them fade away quicker. Accepting the emotions of others Group members need to understand other people’s emotions and accept them calmly, even if they disagree with them and find their reactions excessive. They need to remain calm and respond rationally when other people express their stress-related emotions inappropriately and try to understand why they behave the way they do. In stressful situations, group members can control their emotional reactions much better if they do not impose their views on the situation on others, but rather talk openly, lend an attentive ear and remain calm. It is easier to find common ground, improve group relationships and successfully manage stressful emotions in the workplace if group members at least attempt to understand one another. Transforming negative emotions into positive ones Group members need to transform negative emotions into positive ones in order to maintain a positive atmosphere and good interpersonal relationships in the group. They can do this by perceiving stressful situations as challenges, focusing on the positive aspects of the situation or trying to figure out how they can achieve better results and overcome obstacles together. They can transform their stressful emotions if they begin to question the significance they attach to stressful situations. For example, if they experience anger because they try to meet a deadline but their superiors do not seem to appreciate their efforts and criticize them for being too slow, they can shift the impact of that particular stressful emotion by discussing it with one another ‒ how they feel about it, evaluate what they are doing well, see if they are satisfied with the work that was done or if anything needs to be improved, etc. This will allow them to transform their negative emotion of anger into a positive emotion of satisfaction and optimism, which has a positive effect on work motivation and efficiency of the whole group. Managers must also be able to transform their negative emotions into positive ones in order to consciously avoid rash and reckless reactions. They should be able to examine the challenges posed by the stressful situation and adjust their emotional response accordingly, exerting a positive influence on subordinates in order to successfully manage work-related stress as a group. Subordinates will trust and emulate them if they are completely honest and open in their conduct, acting in accordance with the highest values and good intentions. Managers should use their example and knowledge of emotional management to help the group manage stressful emotions and create a more positive group atmosphere. Maintaining emotional stability It is very important for group members to try to calm down, minimize negative stress emotions and manage them as a group. It is crucial to maintain emotional stability, which will prevent long-term extreme emotions and allow the group to function together. Group members should not react to the emotional outbursts of conflicting individuals who pass on their negative emotions to the rest of the group, as this may only exacerbate things. If negative stressful emotions occur due to external factors that cannot be mitigated by members, and this puts them in a bad mood, creates a negative atmosphere in the group and reduces their level of motivation and effectiveness, they should carefully observe their negative stressful emotions without responding to them, for they are bound to fade away soon. Group members can ease their stressful emotions with group meditation, as this will allow them to breathe more deeply and bring peace and serenity. After the meditation they can revisit the stressful emotions they were experiencing and re-evaluate their responses. During stressful situations we may not want or be able to fully experience and express what we are feeling, so it is always a good idea to relive stressful emotions and accept them as they were. Even in stressful situations, managers need to act as calmly and empathetically as possible in relation to their subordinates, customers, clients, patients, etc., and find ways to reassure them even if anger and frustration are being projected on to them. They need to be able to manage their stressful emotions in such a way to remain collected and rational under pressure. Even in the midst of the greatest turmoil, they need to maintain their emotional stability and adapt to the situation, acting as good role models with their appropriate emotional responses and a positive attitude. The calmness they exude may rub off on their subordinates, who may drop their need to express their emotions in a negative and confrontational manner. EXERCISE 22: RECOGNIZING STRESSFUL SITUATIONS AND EMOTIONS ON THE BASIS OF PAST EXPERIENCE Purpose of the exercise: You will learn to interpret stressful situations and emotions on the basis of past experience, which will help you trigger a more positive emotional response, solve problems quicker and improve interpersonal relations within the group. Duration: 30 minutes 1. Describe in detail what happened the last time you experienced a stressful situation: what caused it, which stress-related emotions you experienced and how it all ended. Try to assess as best as you can the whole thing and understand what you were going through. 2. Answer the following questions: Have you experienced something similar in the past? What are the similarities and the differences between then and now? How do you assess your stress-related emotions in the present stressful situation? How would you assess your stress-related emotions in a similar stressful situation from your past? Which emotional response from your past helped you the most in dealing with stress? 3. Finally, talk to each other and try to re-evaluate the negative stress emotions that have arisen by pondering together on what was positive in the stressful situation, what you have already learned from past experiences and what else you can learn from them to improve your emotional response in the future. EXERCISE 23: CALMING STRESSFUL EMOTIONS DOWN WITH A BREATHING EXERCISE Purpose of the exercise: You will learn how to breathe properly and become an impartial observer of stressful emotions. This will provide emotional relief and improve your well-being. Duration: 5 minutes 1. Whenever you find yourself in the grip of a stressful emotion, perform a breathing exercise to calm yourself down. 2. First, take ten deep breaths and exhale. Focus on the chest/abdomen rising and falling as you inhale and exhale. Inhale through your nose, count to ten, then hold your breath for two seconds; when you exhale through the mouth, count to ten again. Wait two seconds before taking your next breath. Try to be conscious of your breathing as much as you can, vigilantly observing your inhales and exhales. Pay attention to the sequence of inhaling, pausing, exhaling, and pausing at all times. Be as calm and relaxed as you can. Whenever your attention shifts away from breathing, return to the present moment and become aware of breathing again. 3. Experience stressful emotions attentively and try to accept them as they are; consciously observe them without resisting or wanting to influence them in any way. Do not dwell on negative thoughts, feelings and memories. Whatever comes will also go away. 4. When you are no longer burdened by stressful emotions, your attitude changes; you will never again be trapped in negative stressful emotions for a long period of time. You will learn to manage them successfully, even in crisis. EXERCISE 24: CALMING STRESSFUL EMOTIONS WITH GROUP MEDITATION Purpose of the exercise: You will learn to accept and calm your stressful emotions. This will help you manage such emotions as a group. Duration: 20 minutes 1. Each exercise lasts for 20 minutes and is divided into two parts, each lasting for 10 minutes. The first part is intended for group meditation, while the second is aimed at relieving your stressful emotions. 2. Secure a quiet, safe place without external interruption. Set up soft meditative music to play in the background. Sit down on chairs, couches or pillows and get comfortable. Also turn off your mobile phones. Imagine a place you feel safe and try to relax. 3. Close your eyes and take a deep breath through your nose, count to ten, hold your breath for two seconds, then slowly exhale through the mouth and count to ten. Wait two seconds before taking your next breath. Try to quieten your mind and relax the body, focusing on your breath. 4. Once you have inhaled and exhaled ten times, focus your attention on the stressful emotions you experienced during your most memorable stressful situation. Try to imagine what was going on, what you were thinking about and how that made you feel. Do not stop breathing deeply and try to get in touch with your emotions, accepting them as they were. Once you have fully experienced and accepted your stressful emotions, begin repeating the following statements in your mind: “I feel peace within. I am looking within and calming down my emotions. I am in control of my emotions, they are not in control of me.” Repeat these statements as many times as you need to until you have completely calmed yourself down. You can repeat them any time you feel under stress. 5. The second part of the exercise is intended for a group reflection on whether or not group meditation helped you accept and calm down your stress-related emotions. How did it make you feel and what have you learnt from it? 9 EXPRESSING STRESS-RELATED EMOTIONS When group members express their stress-related emotions appropriately, discuss them among themselves and offer emotional and social support to one another, they can be of great help to each other and achieve emotional relief. A strong group mindset, cohesion and trust must be established in order for group members to feel safe when expressing their emotions without fear of being misunderstood. Co-workers that get along, support one another and are well-intentioned can express their stress-related emotions in an appropriate manner, which has a positive impact on everyone’s well-being and job satisfaction. They are often asked to contain their stressful emotions in front of their clients, patients, etc., which may further increase the experience of work-related stress. It is therefore all the more important that they are able to express their stress-related emotions within the safety of their group. Managers should be able to encourage their subordinates to respect and accept their own emotions as well as the emotions of others, and not be afraid to show others how they truly feel. This will help group members to bond even more as they manage their work-related stress as a group and openly discuss what they are going through. *** Suppressing one’s negative stress-related emotions may lead to increased stress, poorer job satisfaction and a decreased sense of well-being. This is precisely what the next group of co-workers (working in a household appliance shop) experienced. Because they often had to deal with angry, dissatisfied, and impatient customers, they experienced a lot of bad mood, tension and anger. Nevertheless, they behaved professionally and concealed negative emotions from their clients. They experienced a great deal of work-related stress, yet did not discuss it with their co-workers. One day, when the number of dissatisfied customers was higher than usual, they got together and listened to Benjamin’s complaint: “I can’t go on like this any longer and I don’t think you can either. We all experience more stress that we can handle and it’s high time we did something about it.” After a long conversation, they discovered that they were hiding and suppressing negative stress emotions from one another because they wanted to maintain good customer relationships and be more productive, which increased their experience of work-related stress. They decided that whenever they had to deal with dissatisfied customers, they would get together after work and talk things over. They began expressing stressful emotions in an appropriate way, which helped them manage work-related stress better. *** Expressing stressful emotions in a variety of appropriate ways helps group members successfully reduce the experience of work-related stress. Free expression of stress-related emotions If group members want to express stressful emotions freely without negative emotional outbursts, they need to have good interpersonal relationships, a strong group mindset, trust and connection with one another. Thus, they are free to share their experiences, which helps them transform negative stressful emotions into positive ones more easily and achieve greater emotional relief in the workplace. Expressing stress-related emotions appropriately In stressful situations, group members are more successful in managing their emotional impulses and do not react too quickly and recklessly if they know how to recognize and understand their stress-related emotions. Together, they can agree that in stressful situations, all members will do their best to remain as calm and positive as possible, and will express negative stress emotions only in an appropriate way. Some members may express negative emotions due to high levels of work-related stress, raising their voices and behaving aggressively towards other members of the group. Groups can set their own rules if they want to limit such reactions, or they can talk to conflicting individuals and try to explain to them in an appropriate way that such behavior will not be tolerated. Expressing stress-related emotions professionally In the workplace it often occurs that employees have to deal with not only negative and conflicting co-workers, but also experience negative stressful emotions due to angry and reluctant customers. They cannot express or transmit their negative stress emotions so they maintain their professional attitude, and conceal and suppress what they actually feel. Eventually this type of an emotional response begins to weigh them down, as it increases their experience of work-related stress. Stressful emotions that need to be professionally expressed in front of clients, customers, patients, etc. should, however, not be suppressed in front of co-workers but dissected in an appropriate way ‒ this will have a positive effect on everyone’s well-being and job satisfaction. Expressing one’s actual emotional state Employees often need to reconcile their emotional responses with the rules of the company in order to only express the desired or expected emotions. In stressful situations, however, they should not pretend to experience positive emotions, that everything is fine, and that nothing has hurt or put them in a bad state, because this leads to emotional distress and increases the experience of work-related stress. It is extremely important that they tell their co-workers how they really feel in order to manage stress together. Concealment and suppression of stress-related emotions Concealing and suppressing negative stress emotions has a bad effect on the whole group as it changes communication patterns and impairs understanding between co-workers. Concealment and suppression of stressful emotions occurs mainly in groups with a weak group mentality and cohesion, where members do not understand or trust one another. In the short term, concealing and suppressing stressful emotions and avoiding talking about them can help members to focus on the tasks at hand more easily, work faster and avoid group conflicts, but in the long run it can lead to aggravated interpersonal relationships, alienation and having to deal with such emotions on one’s own. When members feel a great deal of pressure in stressful situations and experience negative stress emotions, they should not hide and suppress them, but should express them appropriately and discuss them openly. EXERCISE 25: CREATE A BRIDGE OF TRUST Purpose of the exercise: You will learn how to establish a strong sense of trust, express your stress-related emotions more freely and get to know one another better, which will have a positive impact on stress management in your group. Duration: 20 minutes 1. Split up in pairs, facing each other. 2. In the first phase maintain eye contact for 15 seconds. Then each pair member expresses how that made him/her feel (was it uncomfortable, what were they thinking about, etc.). 3. In the second phase maintain eye contact for 30 seconds. Then pose two personal questions to the other person in alternating fashion (e.g. What is your biggest fear? Which event in your life had the biggest impact on you and why? What is your biggest weakness? etc.). 4. In the third phase maintain eye contact for 60 seconds. Then ask each other three questions in alternating fashion related to the experience of work-related stress, conflicts among co-workers, workplace issues, etc. (e.g. What do you feel when dealing with issues in the workplace? What is the most difficult thing for you? How do you react to rudeness? Which events or people are emotionally the hardest for you and why? etc.). 5. Discuss what you experienced and how this exercise made you feel. Did it help you get to know one another better? Did you manage to build a strong sense of trust with one another? If not, what prevented you from building a bridge of trust? Were you ready to express your emotions more freely after 60 seconds or not? Why? EXERCISE 26: EXPRESSING STRESS-RELATED EMOTIONS IN AN APPROPRIATE WAY Purpose of the exercise: You will learn how to deal with members that do not express their stress-related emotions in an appropriate way and disrupt the group with their actions. Duration: 30 minutes 1. Talk to the group members who are constantly expressing their anger, tension, nervousness and yell a lot. Calmly and kindly remind them not to express their negative stressful emotions in inappropriate ways because it has a bad effect on the whole group. 2. Start the conversation with the following words: “Lately, we have noticed that you are very irritable and nervous and you shout a lot at other members of the group. We are interested in what you are experiencing and how we can help you to cope with stress better.” 3. Try to listen as carefully and accurately as possible to what they tell you. Do not interrupt them and give them enough time to explain the reasons for their emotional responses. In doing so, try to understand their position as best as you can, offering advice and encouraging them to start expressing negative stressful emotions in appropriate ways. 4. Based on different opinions and views on the (in)appropriate expression of stress-related emotions, try to establish a set of rules that will help you manage stressful emotions as a group. You can establish rules that limit the expression of negative emotions and people raising their voices. You can also specify that in stressful situations only one person may express negative emotions for no more than ten minutes if done appropriately; meanwhile other members should refrain from reacting, calm themselves down and be receptive of other people’s emotions. This will help you to express stressful emotions in the right way and improve the group’s interpersonal relationships. 10 DISCUSSING STRESS-RELATED EMOTIONS In work-related stress management it is crucial for group members to openly discuss their stressful emotions, work and private problems. When they are exposed to work-related stress due to work overload, lack of control over the situation, difficult reconciliation of work and private life, etc., they can experience many negative stressful emotions, but talking about them can help them achieve emotional relief in the workplace. *** During the coronavirus pandemic, a team of emergency medical staff realized that talking about stressful emotions can help them manage work-related stress better. At that time they faced an increased level of work-related stress as – in addition to their usual work, which already is physically, mentally and emotionally exhausting under normal circumstances – they were also hit by a major health care crisis. Head of the paramedics Robert noted that employees, despite supporting one another as they usually did, experienced more negative emotions such as tension, frustration, guilt and anxiety, which greatly impaired their well-being and job satisfaction. He encouraged them to start talking about their stressful emotions related to work and private issues, to offer emotional and social support to one another and constructively resolve problems and conflicts: “We need to help one another with honest conversations about our emotions and problems, as this will make our burdens lighter.” The co-workers followed his advice and soon their well-being improved greatly as their experience of work-related stress decreased. *** Group members are more successful in managing stressful emotions if they talk about them openly, listen carefully to one another and offer emotional and social support, as well as understand the opinions and views of others and offer advice. If they want to get to know one another better and get more connected, relax and create a positive group atmosphere, they can also talk about their private lives and how they spend their free time. Honest discussion about stress-related emotions In groups, members can talk honestly about stressful emotions when they understand and trust one another, when they feel safe and are not afraid of being misunderstood or harmed by others. An honest and open conversation can help group members shed the feelings of loneliness and allow them to work together to find solutions on how to manage stressful emotions better. Conversation makes it easier for them to process anger, tension, or a bad mood in stressful situations, maintain good interpersonal relationships and relieve themselves emotionally. Stressful emotions can also be expressed through certain words or stories, asking one another how they feel, expressing affection, which has a positive effect on everyone’s well-being and job satisfaction. Providing emotional and social support Emotional and social support provides a sense of security and increases motivation for overcoming various obstacles, and is especially important in stressful situations when members need to engage in an open conversation to overcome work difficulties and manage stressful emotions as a group. Good advice from co-workers helps team members perceive the situation differently – providing emotional and social support stimulates positive emotions and reduces the negative impact of work-related stress. With emotional and social support, members manage stressful emotions through dialogue and empathy, offering comfort and helpful tips on how to manage work-related stress. If members do not provide emotional and social support, it negatively affects the well-being and job satisfaction of everyone. They stick to their guns and do not wish to discuss their stressful emotions because they are convinced that doing so will not be beneficial; moreover, they are also afraid that their co-workers will tell others about their distress. Because they do not talk about stressful emotions, they manage them individually, which does not lead to emotional relief. They therefore allow their work problems to seep into their private lives and start burdening their family members and friends on how to cope with work-related stress, which in turn only makes matters worse and increases their sense of guilt. Managers also need to actively listen and understand their subordinates, be able to empathize with their emotions and recognize their emotional needs. Subordinates need to trust them and respect their opinion so that stressful emotions and problems in the workplace can be discussed openly and honestly. Managers need to be in touch with their own emotions, as well as recognize and understand the emotions of others. They need to develop the skills of active listening, accepting different points of view and empathize with others so that they can extract the best from their subordinates and help them successfully manage stressful emotions. It is important that they show their subordinates they understand and support them in stressful situations, and try to give them the best possible advice to reduce the experience of work-related stress. Discussing work-related and personal problems Group members find it easiest to talk about work and private problems with those they get along. It is important that they exchange information, discuss various problems in the workplace and work together to find solutions to solve them successfully. By talking about work and personal problems, members also get to know one another better and offer advice, thus reducing the experience of work-related stress. Talk about spending free time and personal life Group members can also talk about their free time, various hobbies and family life, as this will allow them to get to know one another better and relax a little. EXERCISE 27: DISCUSSION ABOUT STRESS-RELATED EMOTIONS ‒ YES OR NO? Purpose of the exercise: You will learn how to present your point of view, accept and appreciate the opinions of others and solve disagreements and conflicts quicker. Duration: 60 minutes 1. The whole group should split into two teams. The first team should take the position that talking about stressful emotions is extremely important and contributes to better well-being and greater job satisfaction. The other team should take the position that talking about stressful emotions does not belong in the workplace and does not improve well-being and job satisfaction. Also appoint the judges who will decide which team won the argument. 2. Each team has 10 minutes to think about their topic, prepare arguments to support their position, predict the arguments of the other party and prepare answers to them. Team members divide the roles and order of performance (the first speaker will have an introductory thought, the second will present the main arguments, the third will challenge the arguments of the opposing team, and the fourth will deliver a concluding thought). Divide the roles as you see fit according to the number of team members. 3. With an introductory thought, the debate begins with a team member advocating the view that talking about stressful emotions is extremely important; the next is a member of the opposing team who claims the opposite. Both have 5 minutes. 4. The second speaker of the first team follows, presenting arguments as to why a conversation about stressful emotions should be encouraged. He/she has 5 minutes. 5. The second speaker of the opposing team presents arguments against encouraging conversation about stress-related emotions. He/she has 5 minutes. 6. The third speaker of the first team should challenge the arguments of the second team for 5 minutes; also the third speaker of the opposing team should challenge the arguments of the first team for 5 minutes. 7. The fourth speaker of the second team should deliver a concluding thought that talking about stressful emotions is not important; he/she is followed by a fourth speaker of the first team, who takes the view that talking about stressful emotions is important. Both have 5 minutes. 8. Judges deliberate on which team was more convincing and why. 9. At the end, both teams vote by a show of hands on whether or not you find talking about one’s emotions useful or not. Discuss what the debate felt like, what you learnt from it, and what you could improve on. The discussion should last around 10 minutes. EXERCISE 28: BEING THERE FOR ONE ANOTHER Purpose of the exercise: You will learn to exchange valuable advice and solve work-related and personal problems together. Duration: 30 minutes 1. Sit in a circle. Everyone write their name on a piece of paper (whoever wants can remain anonymous). Then write down a business or private problem you are facing and which you cannot solve on your own. Fold your piece of paper and put it in a larger container or a bag. 2. The oldest member shuffles the papers and pulls one out of the container or the bag and reads it aloud. Then he/she tries to offer concrete advice on how the problem could potentially be solved, after which other members chip in as well. Then the second piece of paper is pulled out and read by the one sitting to the left of the oldest member, who tries to help the co-worker by offering sound advice; this time all members participate. 3. The exercise is completed when you have read all the pieces of paper and tried to solve the problems (work-related or private). CONCLUSION This manual deals with group management of work-related stress, which helps employees solve the issue of stress in the workplace. This method is more successful than individual approach. Work-related stress can cause mental and health problems and adversely affect not only employees but also the economic performance of companies, as increased absenteeism, reduced productivity and high employee turnover lead to a heavy economic burden. Companies should aim to reduce work-related stress and improve the well-being and satisfaction of employees by planning and implementing various mechanisms to better deal with stressful situations in the workplace. Companies should also encourage employees to express stressful emotions in an appropriate way and talk openly about them, as this provides for better management of work-related stress and emotional stress relief, which in turn has a positive impact on the well-being and job satisfaction of employees. Open communication at all levels would allow for a clearer definition of employee tasks, better work organization and better access to relevant information, thus increasing employee motivation and efficiency. Employees should hold regular meetings to learn key information and present their views on issues related to workplace stress. With the help of professional services, companies should also promote the professional and personal development of employees by offering them various forms of training to develop their communication skills and provide emotional support. In this way, employees would also gain knowledge that would help them to manage work-related stress as a group. Parties, field trips and leisure activities, such as competitions in various sports as well as various relaxation trainings also contribute to better understanding and familiarity between employees.