Change,  Change Management,  Human Resources,  Leadership,  Management

How to Control Frustration at Work

“Transformation is my favorite game and in my experience, anger and frustration are the result of you not being authentic somewhere in your life or with someone in your life. Being fake about anything creates a block inside of you. Life can’t work for you if you don’t show up as you.”

By Jason Mraz

Understood as a state of personal dissatisfaction, caused by the non-fulfillment of one or more desires, expectations or objectives, frustration in the workplace is an increasingly common problem in these times.

Psychologists state that within the current pace of life and existing levels of competitiveness, professionals are constantly subjected to pressure, especially for the work goals they must achieve to meet both their own expectations and those of the company. When this is not successful, different feelings may arise in the individual, such as discouragement, anger or grief, amongst others. In that scenario, we are facing a case of frustration.

Also, they warn that frustration can be a stage prior to more complex situations such as stress, for example. It is essential to realize the real reasons that affect a person’s failure to meet their work objectives and frustrate them.

An employee can be demotivated, tired or, on the contrary, walk angry or with a diminished mood either because he does not have the right competencies for the position he occupies or because it sets very high goals for his self-demand and perfectionism. This can happen because the organization does not have the optimal infrastructure to do its job or because the work methodology or structure of the company does not fit with your profile. These are some situations in which an individual may feel frustration.

Among the negative consequences that frustration brings, we find the emotional instability that it generates in the employee, which in turn has a greater impact on his/her performance and productivity, as in his/her relationship with colleagues and managers.

That is why specialists deliver a series of recommendations for an employee to manage, appropriately, the possible episodes of frustration to which he is exposed:

  • Choose a company and position that fit the profile.
  • Set achievable goals.
  • Prioritize the tasks to be executed.
  • Work collaboratively.
  • Be patient and tolerant of failures.
  • Take criticism and mistakes constructively, as learning.
  • Clarity in communication with your headquarters.
  • Ability to ask for help at the right time.
  • Motivation of achievement and perseverance.
  • Analyze the problems with perspective, so as not to get trapped, and focus on solving problems.

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