How Can I Address Developers' Perceived Stress and Missed Deadlines in My Presentation?

I am to give a presentation on stress to software developers. They feel that they have a lot of stress at work, but in reality, they don't have any from any side, and they never meet their deadlines on time. Due to them, the company has lost important projects. Our MD doesn't say anything about not meeting their deadlines even though they claim that the company is not doing anything to help them.

So please suggest how I should tackle them.

Greetings,

Please find my suggestions as noted below:

- Plan for a series of sessions.
- Decide on a map including the ideas that you want to drive.
- Initially plan for sessions with your content. Then leave a thought or a topic, even a brainstorming case, to be taken next week.
- Find an evangelist in your team who would like to take the following session. Eventually, involve everyone.
- It entirely depends on the office environment, whether a classroom-based program would work more than an idea platform or open sessions.
- If you have strong leadership, a platform for knowledge exchange would create a much stronger impact than a classroom session.

Here are a few videos which you may consider showing your team:

1. [Tony Robbins: What we do, why we do and how can we do it better](http://www.youtube.com/watch?v=Cpc-t-Uwv1I&feature=player_embedded)
2. [Brian Tracy: Boost your productivity](http://www.youtube.com/watch?v=n0FPlzaAfZg&feature=related)
3. [The unorganized manager](http://www.youtube.com/watch?v=4b2xwIW_jSg) - This is a must-watch DVD series. Every professional should watch it to make the most of whatever they are delivering. This was referred to me by Samvedan. I completely vouch for it. Most of the time, nothing at work progresses just because we perceive it in that way. Developing a new paradigm can boost morale and productivity.

At the end of the day, the employees would be happy when you have removed the bone of contention for them. There are situations where we can solve all the work-related problems. However, few are beyond it. Concerns such as low pay or comparatively lower brand can create constant dissatisfaction. You might be able to redesign your salary structure, even so, it would be within your budget. In such a tight situation, it's best to regroup and refocus towards the most positive aspect at work.

Wish you all the best!

Regards,

(Cite Contribution)

"I am to give a presentation on stress to software developers. They feel that they have lots of stress at work, but in reality, they don't have any from any side, even though they never meet their deadlines on time. Because of them, the company has lost important projects. Our MD doesn't say anything about not meeting their deadlines. Even then, they told us that the company is not doing anything in their favor.

So please suggest how I should tackle them."

Dear Friends,

Here, I would like to share one thing. There will surely be tension at work, but it should not manifest in our bodies. To reduce stress, one must plan properly. If the target is set for one month, one must analyze it weekly - identifying the target, the achieved percentage, the action plan to reach the remaining target, and how to improve productivity while meeting the target. With proper planning, any target can be achieved.

All the best.

Hi Kavitha,

If they are not meeting deadlines, it could also be due to a lack of motivation or other issues that are blocking them. It would be good to have a one-on-one chat with some employees and get their feedback. There are many techniques for stress management and motivation that can boost productivity.

Regards,
Susitha
Stress Management and Peak Performance Trainer
Samartha
9880011672

Dear Susitha,

Are there any motivational techniques, besides MONETARY BENEFITS, that could encourage employees to deliver their best or exceed their current levels? Kindly advise.

With profound regards,

Dear Shaik Abdul,

Yes, there are:

1) In my workshops, I teach employees the power of positive thinking and how thoughts create reality. Most people have more negative thoughts than positive ones. For example, they might think, "I don't want to be poor," focusing on poverty rather than richness or abundance. What we focus on is what we receive. This is called the Law of Attraction, used by successful people like Jim Carrey. When employees realize the power of their thoughts, they change their attitude, becoming more positive and creating a more motivated work environment.

2) Goal setting - I ask the management to share the organizational vision with the employees. Most vision statements only exist on the website and do not reach employees. Companies whose employees understand the mission and goals enjoy a 29 percent greater return than other firms (Watson Wyatt Work Study). Additionally, employees should be encouraged to look at their short-term and long-term goals.

3) Techniques can be taught to empower employees to handle negative emotions, which could stem from interpersonal issues in the team, problems with the manager, or personal matters. Many people get stuck in negative emotions and wait for them to dissipate, causing demotivation. However, there are effective techniques that can help free you from negative emotions, such as Emotional Freedom Techniques (EFT).

These are a few points, and there are more. I can send you additional details if you are interested.

Hope this clarifies.

Regards,

Susitha Samartha
Enhancing Work Capability
9880011672

Dear Kavita,

I am not an HR or psychology expert. I wonder whether you are a psychologist to categorically say that the software developers (SDs) are not stressed. Unlike many at CiteHr, I will not give you solutions but raise questions. Have you discussed with SDs why they are stressed? I used to work in a place where I did not have much to do, and "clock watching" waiting to go home was itself a stress.

Have you asked them why they have not met deadlines? Do they have enough knowledge to work on new projects?

How much experience do you have of the nature of their work? How old and large is the company and how much does the MD know about their work? Maybe the MD knows the problems and hence does not say anything about it.

I also wonder why you have not commented on the posts in the thread started by you. Dinesh is correct in giving a one-liner, as he wants to raise questions to assess the situation before giving his views.

Finally, what position do you hold in the company?

Have a nice day.

Simhan
A retired academic in the UK.

PS: I also liked the exchange of views between Khadir and Susita, and the advice of (Cite Contribution) of viewing videos.

It is said that black is not the opposite of white. It is the absence of light. Similarly, a problem exists because of the absence of a solution.

If individuals are unable to meet deadlines and are not blamed, one must find out if the deadlines are realistic.

Management appears reasonable by not pressurizing the individuals. However, we must also understand that NGOs and non-profit organizations also have targets to meet.

Stress management alone may not help individuals or the organization. It is important to remember that some amount of stress is essential for performance, and only excessive stress leads to individuals breaking down.

Apart from stress management, team members need technical support. They require a knowledgeable leader or a competent advisor from the field.

Brainstorming on how to tackle the problem should also be beneficial. Team members know their problems, what they lack, and would be able to come up with a list of requirements that can be addressed.

Dr. Ulhas Ganu

Dear Susitha,

I agree with you. This will be the only solution in place of providing them a presentation on stress management. First of all, Kavita should have a face-to-face discussion with the staff and try to find out the actual problem with them, i.e., why they are not meeting their deadlines? Why has the organization given them this much freedom?

Please collect the feedback of the staff, and as per my knowledge, the problem can be sorted out with very little effort.

Regards,

Gautam Kumar Gupta Officer HR Bhopal

Hi Kavitha,

If they are not meeting deadlines, it could also be due to a lack of motivation or other issues that are blocking them. It would be good to have a one-on-one chat with some employees and get their feedback. There are many techniques for stress management and motivation that can boost productivity.

Regards,

Susitha Stress Management and Peak Performance Trainer Samartha 9880011672

Dear Ms. Susitha,

I agree with you in all aspects because everything you mentioned is a fact. I am practicing positive mental attitude through positive thinking strategies. I have also trained my employees on the same topic and tried my best to instill good habits with rigorous follow-ups. However, at the end of the day, most employees are seeking monetary benefits, even at the top management level, as they always compare their hard work and output with monetary benefits related to their requirements and commitments. I have concluded that this is habitual.

Employees tend to compare their packages with their co-workers without analyzing the facts related to pay fixation.

Through personal study and observation of employees, I have found that happiness gained through monetary benefits is the most effective motivational strategy. Other motivational strategies often fail to deliver lasting results.

Based on my observations, it is the responsibility of top management to compensate their employees proportionately, where outputs, performance, and productivity are measured in alignment with pay norms. Only a few companies are able to compensate their employees adequately, which is a key factor in becoming an "employee-driven" organization.

Top management should ensure that employees feel valued. The strategy of paying well and expecting employees to meet deadlines, targets, goals, and objectives—if a well-paid employee fails to deliver or meet targets, then necessary measures should be taken to recover losses due to the employee. This can be achieved, but often top management fails to comprehend its benefits.

Please correct me if I am wrong.

With profound regards,

Dear Mr. Simhan,

I am much younger than you and still learning every day. I am just sharing my knowledge and perception with you, as we are responding to Ms. Kavita's thread rather than understanding Ms. Kavita in person.

Ms. Kavita had posted her thread "EMOTIONALLY." As such, Ms. Kavita has no issues. We need to understand Ms. Kavita as a person; that will help us to solve her queries.

One thing is sure about Ms. Kavita is that she is dynamic, dedicated, and result-oriented employee who wants to do more and more for her organization but things are not in place in line with her expectations. She needs an employer who can match her frequency of thoughts.

One has to understand HUMAN PSYCHOLOGY; it will help us in many ways and be much supportive in our professional and personal lives.

Kindly correct me if I am wrong.

With profound regards.