Stress in the Workplace: A Guide for Managers
Stress in the workplace is a complex area. When managed, it can be a dynamic force that propels some people through daunting meetings or to complete projects. But if not managed well, it can inevitably lead to overwhelm, mental fatigue and burnout.
Here we explore the signs and symptoms of workplace stress alongside its potential causes, to provide managers with strategies for protecting themselves and their employees from its impact.
Recognising Stress
One of the more challenging aspects of stress from a manager's point of view is that it tends to manifest quicky and can often appear without any apparent warning.
Humans have evolved with responses to stress which are largely subconscious, meaning that people are unlikely to recognise stress in themselves. They might attribute symptoms to other causes and even, once they are aware of a problem, a common tendency is to hide it from others.
Since the issue of stress in a workplace may not become apparent for some time, it's useful for managers to understand how it can manifest so they are able to intervene and resolve sources of excessive pressure before things come to a head.
The main signs to look out for relate to changes in behaviour. If an individual becomes more twitchy or nervous, or exhibits mood swings or excessively emotional reactions, these can be an indication that stress may be manifesting. Appearing to be less confident, less motivated, or more withdrawn, as well as arriving late or taking more time off, are also potential red flags for stress.
Within your team, keep a watch out for more disagreements between employees, decreased performance, increased sick leave and higher levels of staff turnover. Although all these factors could stem from other issues, swift action will help to identify the cause.
Causes of Workplace Stress
Workplace stress can stem from a variety of factors, including long hours, heavy workloads, interpersonal conflict, adjustments to changes, job insecurity and avoidance of difficult issues.
The pandemic has also added to the stress levels of many workers, with the challenges of remote working and the uncertainty of the future only serving to exacerbate things. However, it's important to remember that not all pressures stem from the workplace and making assumptions is not always helpful; sensitively opening up a dialogue is usually the first step in getting to the heart of the matter.
Impact of Workplace Stress
Left unchecked, workplace stress can have serious consequences for both employees and employers. In addition to those already mentioned, it's not uncommon for anxiety, depression, and heart disease to develop from prolonged periods of heightened stress levels. The road to recovery can be a long one, with many struggling to get back into the workplace after being affected by burnout.
Whilst it is true that workers must ultimately take responsibility for their own health and wellbeing, there are also health and safety obligations to consider, and the benefits of meeting those obligations are great.
Strategies for Protecting Yourself and Your Employees from Stress
When stress in the workplace is mentioned, there are a number of recommendations and approaches that employers may consider. We’ve had the benefit of decades worth of experience working in people management and recommend the following strategies to help prevent and mitigate stress-related issues within the workforce:
1.Encourage work-life balance
Managers can promote work-life balance by setting reasonable expectations in terms of workloads, deadlines and working hours. Adopting a four-day week, for example, has been shown to improve staff wellbeing and reduce instances of burnout whilst simultaneously boosting productivity.
2. Create a positive working environment
An environment that is not conducive to work is a sure-fire recipe for stress. Address logistical and atmospheric barriers to attainment and promote a positive culture by providing opportunities for professional development, recognise employee achievements, and make open communication the norm.
3. Encourage self-care
Lowered stress levels can also be achieved by motivating employees to get out in the fresh air, take regular breaks and use their holiday allowance. Those who engage in activities such as exercise, meditation, and time with loved ones will be better placed to deal with stressful situations when they arise.
4. Monitor workloads
Overworked employees are at a higher risk of mental and physical exhaustion. Managers should monitor workloads and redistribute work as necessary to prevent employees from becoming overwhelmed.
5. Prepare for stress
There is a legal requirement for employers to perform regular stress risk assessments and to act on them. Once stress has been identified, it is vital that managers then feel confident in dealing with the issues appropriately and hold difficult conversations with staff members where necessary. If there is a lack of knowledge or awareness with this regard, relevant management and leadership training should be considered.
6. Provide resources for stress management
Whether internal or external, an occupational health team is a great channel for addressing stress, or alternatively, employee assistance programs (EAP’s) can make a difference when stress is present. EAP’s can cost as little as a few hundred pounds annually but give employees and their families access to a wealth of invaluable resources, information, counselling sessions.
Providing access to mental health professionals is a valuable offering but if your business cannot deliver this, signposting the many available internet resources will be helpful to some, along with a visit to their own GP.
7. Address conflict head on
Finding a satisfactory end to interpersonal conflict in the workplace will reduce stress levels for all employees involved. Managers should always champion open communication and provide conflict resolution training where necessary.
It is important to remember that everyone has different factors affecting their lives. Some individuals might seem better able to tolerate high-pressure environments than others, but it is important to remember and make clear that stress issues are not a personal failing. They are a sign that an individual has been coping with too much for too long and that they require support.
By taking proactive steps to manage workplace stress, managers will improve company performance, but they can also help safeguard the health and well-being of all their employees.
The information contained in this article is for illustrative purposes and should not be treated as “advice” that may be relied upon by individuals or businesses. Specific specialist advice should be sought in relation the information outlined above.
For advice and support relating to workplace stress, policies, and your obligations as an employer, contact Danton. We offer a free 30 minute, no obligation call to discuss options.