Work Related Stress

April is Stress Awareness Month, which makes it a great time to talk about a topic so many employers come across: work-related stress and burnout.

Stress affects people differently; what stresses one person may not affect another. Things like your skills, experience, age, or whether you have a disability can all play a role in how you handle stress. It’s also important to know the difference between stress and pressure. A bit of pressure can be a good thing—it can push people to stay focused and perform better. It’s when that pressure is excessively applied over a long period that it can take a real toll on both mental and physical health. This is where many employers run into issues such as employee burn out and long-term sickness absence.

It’s therefore crucial for employers to be proactively looking out for signs of work-related stress, so issues can be nipped in the bud early. Some indicators of work-related stress may include:

• inconsistencies in performance
• decline in motivation
• increased irritability and overreactions to problems
• increased absenteeism or presenteeism
• increased illness, particularly relating to nervous disorders such as, stomach issues and tension headaches
• increased tiredness
• changes in appearance i.e. poor hygiene
• increased alcohol and/or nicotine consumption
• asking for help or reductions in workload
• spotting that others in similar roles are experiencing stress related illnesses.

How should employers deal with stress-related issues in the workplace?

• Implement a written policy with clear guidance on stress within the workplace.
• Identify the causes of work-related stress by conducting surveys, focus groups, monitoring patterns/trends, or simply encouraging open conversations with staff.
• Conduct risk assessments and stress audits.
• Train all managers on how to manage stress in the workplace.
• Ensure there is clear and transparent communication throughout the business, especially during times of change.
• Implement an employee handbook, so you have a set of policies and procedures in place to deal with workplace issues.
• Empower your employees; involve and collaborate with them to engage and align them with the business’ goals. 
• Set clear goals and objectives; this can be achieved with a good induction, through SMART objective setting and comprehensive training and development plans.
• Celebrate and appreciate your team i.e. recognise their achievements, host team events, consider staff awards, token gifts etc.
• Assess whether flexible working options may be feasible to improve work/life balance.
• Involve occupational health specialists where issues are identified.
• Consider resilience training for your staff i.e. teaching coping techniques, mindfulness etc.
• Consider introducing an employee assistance programme.

If you need further advice on a work-related stress issue or another HR matter, please do not hesitate to get in touch with a member of our team who can support you