Step One - Evaluate

Evaluate employee and his job role by asking yourself following questions:

1. Is job role clear? Does employee understand role?

When expectations of a position are not clearly defined, you've got a recipe for failure for both employee and company. When a shoe doesn't fit, you get blisters. When an employee doesn't fit, you get blistering performance.

2. Have you told employee your performance expectations?

Often managers fail to communicate job expectations and performance standards. Without an understanding and agreement of successful outcomes and practices, employee may proceed down wrong path.

3. Does employee have willingness to do job?

People have different levels of willingness to perform various tasks and activities. Willingness refers to "I will" or "I won't" factor in performance.

4. Does employee have ability to do job?

A person's ability refers to an individual's level of competence or proficiency in performing task, activity, or behavior required. Ability is often described as "I can" or "I can't" factor in performance.

5. Does employee's behavioral style support his role and environment?

We are born with characteristics that make up our behavioral styles. These traits influence our ability to perform certain tasks and sway how we interact with others. Since there are different personal styles, we can misinterpret people's intentions based on their behavior. For instance, someone who is naturally social, but not naturally detail oriented, could be assumed to be a poor performer if placed in wrong job.

6. Does employee have a good relationship with you, her manager?

A sales manager who enthusiastically accepted a position at a major corporation on his first day was greeted by hostile staff members. They were angry because he got job they each wanted. The rejection felt like a personal defeat. He became depressed and anxious, lost weight and started arguing with his wife. "All of a sudden, I was unsuccessful at my work, and it played a number on my head," says executive, who's now president of a high-tech recruitment firm in Pleasanton, Calif.

What these two executives had in common was stress that affected their health and personal lives. Stress can be as debilitating as heart disease, cause as much time off from work as common cold and is more far-reaching than cancer. The leading source of stress for adults is their jobs.

The workplace holds a plethora of anxiety-producers. Many are from unpredictable sources such as sudden job losses, relocations, losing co-workers to downsizings or having multiple bosses in quick succession.

To reduce stress brought by such changes, employees need to assess their skills periodically, learn new ones, participate in professional or trade associations and stay current on industry trends. "By maintaining employability and support systems, you can be better prepared next time your company downsizes, merges or changes focus," says Sue Aiken, chair of graduate program in career development in School of Management of John F. Kennedy University in Walnut Creek, Calif.

We can't eliminate stress, but there are ways to manage it. The following 10 tips can help you reduce your overall stress and ease specific sources of anxiety.

1. Maintain a sense of personal power. A study of high-pressure work environments by Essi, a San Francisco research firm, shows one factor that predicts which employees would become ill and which stayed healthy: people's perception of their personal power or lack of it. Personal power is defined as how much control you feel you have over your life, your ability to function and express yourself.

Ideally, your work environment will be an organization where colleagues and superiors listen to your problems and solutions and you're consulted when your role is redesigned, given resources and information needed to perform job and can contribute your ideas.

2. Practice effective communication. Communication is essential for preventing and easing tensions. Whether you head a team or are a team of one, how effective you are at communication depends on how well you understand others' verbal and nonverbal messages. Pay attention to co-workers' gestures, tone of voice and posture.