Combating Workplace Stress: Enhancing Employee Wellbeing
Posted on 2nd May 2023 at 17:53
Workplace stress is an increasingly pressing problem, making it critical for employers to be aware of how it arises and the effects on employee well-being and physical and mental health.
Management styles or company culture can affect workplace stress levels. Personal issues outside work may also make employees feel pressured, underlining the need to balance support with respect for privacy.
Steps to employee wellbeing:
The impact of workplace stress on employee wellbeing
Causes of workplace stress
Effects of work stress on physical health
Ways to combat job stress
Management styles affecting employee wellbeing
Common poor management practices
Strategies for improving managerial skills
Addressing personal issues outside work
Balancing support with respect for privacy
Conducting research on employee needs
Methods for collecting data about employee needs
Analysing results for actionable insights
Encouraging open communication channels
The importance of empathy and understanding
FAQs in relation to stress at work
What are stress management issues?
What are five triggers for stress in the workplace?
What is the impact of job stress?
How to handle job stress
In summary
The impact of workplace stress on employee wellbeing
High levels of stress can lead to decreased productivity and performance, reducing employee well-being and affecting both mental and physical wellness.
As well as making staff feel pressured, stress impacts a business's bottom line with lost productivity.
Research by the Chartered Institute of Personnel and Development shows that stress-related absences at work increased by 37% in 2023 compared to 2022.
More recently, the Wellbeing Leadership Team of Business in the Community (BITC) collaborated with McKinsey Health Institute (MHI) and expert contributors to create a report highlighting the importance of placing employees at the centre of an organisation's purpose and business strategy.
The case for employee wellbeing is more than just the right thing to do, it also makes good business sense.
Causes of workplace stress
Excessive workload: Overwhelming tasks or unrealistic deadlines can cause employees to struggle to keep up.
Poor management: A lack of clear communication, support, or constructive feedback from managers may contribute to an employee's overall stress levels.
Lack of control: Employees who have little say in decision-making processes or how their work is organised might experience increased feelings of helplessness and anxiety.
Bullying or harassment: Experiencing any form of bullying or harassment in the workplace can severely affect emotional well-being.
Inadequate work-life balance: Struggling to maintain a healthy balance between personal life demands and professional obligations often leads to overwhelmed and burnout.
Effects of work stress on physical health
Stress can have a significant impact on employees' physical wellness. Feeling stressed is associated with anxiety and depression.
Stress can also cause physical problems such as headaches, fatigue and high blood pressure. Stressed employees may be unmotivated, have difficulty concentrating and have poor job satisfaction.
Ways to combat job stress
Employee wellbeing can be adversely affected by stress. Employers should take steps to reduce employee stress levels and promote a psychologically healthy workplace. Regular check-ins with managers to agree on individual interventions can help employees feel supported and valued.
Employers can also encourage a positive work environment by promoting work-life balance, recognising employee achievements and providing professional development.
Employees report that management styles have a direct impact on employee wellbeing. By combatting workplace stress, employers can improve employee wellbeing and increase productivity.
Combatting job stress is crucial for employee wellbeing and productivity.
Employers can take steps to reduce stress and promote a positive work environment.
Management styles affecting employee wellbeing
Employers can contribute to enhancing the general wellbeing by identifying the root causes of ineffective management practices and adopting measures to enhance managerial abilities.
Common poor management practices
Lack of communication: Inadequate communication can lead to confusion, misunderstandings, and increased stress. This includes failing to set clear expectations or not providing regular updates on company news and changes.
Micromanagement: Overly controlling managers who constantly monitor every aspect of an employee's work can make them feel suffocated and undervalued.
Favoritism: Preferential treatment towards certain employees over others without merit-based reasoning breeds resentment among staff members.
Inability to handle conflict: Managers who avoid addressing conflicts only allow issues to fester unresolved. This negatively impacts morale as well as productivity levels throughout entire departments.
Strategies for improving managerial skills
Educate yourself on effective leadership techniques: Consider workshops like those offered by organisations such as Institute of Leadership and Management and others.
Seek and give feedback: Encourage open communication by asking for input regarding your management style and reciprocate with constructive suggestions for development.
Promote work-life balance: Recognise the importance of maintaining a healthy balance between professional and personal life.
By incorporating innovative techniques into their managerial strategies, leaders can cultivate a work environment that prioritises emotional wellness and boosts team effectiveness. This positive workplace culture results in job satisfaction and high levels of productivity.
Poor management practices such as lack of communication, micromanagement, favouritism and inability to handle conflict contribute significantly to employee stress levels. To improve managerial skills and promote better overall well-being among the workforce, employers should educate themselves on effective leadership techniques, seek feedback from employees and promote work-life balance.
Addressing personal issues outside work
An employee's performance and well-being at work can be affected by a range of personal issues such as
Financial stress: Offering resources such as financial wellness programs or access to financial advisors can help alleviate some of this burden.
Emotional challenges: Providing access to mental health services through your company's healthcare plan or offering flexible working arrangements can make a difference in supporting employees who face these challenges.
Caring responsibilities: Implementing family-friendly policies such as parental leave options and flexible scheduling helps create a supportive environment for those juggling multiple roles outside of work.
Balancing support with respect for privacy
Research shows more than half of people feel reluctant to talk about their mental wellbeing with a manager. An independent employee healthcare monitoring survey like that offered by Verve Healthcare could help - in that, individuals' responses are anonymous but the employer has access to a dashboard to see potential hot spots.
These tips can also help foster good relationships:
Encourage open communication: Create an environment where employees feel comfortable discussing personal concerns without fear of judgment or repercussions.
Provide resources without intrusion: Offer access to helpful resources such as Verve Healthcare surveys. This allows them to seek help privately while still feeling supported.
Maintain confidentiality: Ensure any information shared by employees regarding personal issues is treated with discretion and respect for privacy.
Conducting research on employee needs is an important step towards understanding what areas need improvement within the organisation and how best to provide resources.
Employers should be proactive to understand personal issues that influence wellbeing, such as financial strain, emotional difficulties and responsibilities of care. Balance support with respect for privacy by encouraging open communication, providing resources and maintaining confidentiality.
Conducting research on employee needs
Gaining insight into your staff's particular requirements can help you create tailored approaches that foster a healthier and more productive workplace.
Methods for collecting data about employee needs
Really understanding what your employees need can make a difference.
Surveys: Anonymous surveys allow employees to provide honest feedback without fear of repercussions. You can use survey tools or a specific healthcare focus like the Verve Healthcare platform which specialises in monitoring workforce health through tailored questionnaires.
Focus groups: Focus groups with a diverse representation of staff members can uncover common issues and generate ideas for improvement.
Suggestions: Ensure that your employees feel seen by asking them to share their thoughts via a suggestion box - these could be actual physical boxes or perhaps a regular scheduled 'open door' discussion opportunity.
In-depth interviews: Conduct one-on-one interviews with staff members to gain deeper insights into individual experiences and perspectives regarding workplace stressors and support systems.
Analysing results for actionable insights
It's important to look at your own company's feedback from staff. Consider the following steps when looking at input including from your Verve Healthcare employer dashboard:
Identify common themes: Look for recurring issues or suggestions that emerge across multiple sources. These common themes may indicate areas where improvements are most needed.
Prioritise action items: Based on the themes, create a list of action items prioritise according to factors such as urgency, feasibility, and potential impact on overall wellbeing.
Create an implementation plan: Develop a detailed plan outlining how you will implement each priority item. This should include timelines, resources required, and key stakeholders.
Evaluate progress and adjust: Regularly review your progress towards achieving your workplace well-being goals. Be prepared to adjust your strategies as needed based on feedback from employees and ongoing assessment of their needs.
According to the World Health Organization, lost productivity due to workplace stress costs businesses billions of dollars each year. By feeling pressured to meet tight deadlines and struggling with stress management, stressed employees may experience negative impacts on their physical and psychological health.
Taking the time to research employee needs demonstrates genuine concern for employee wellbeing and also helps ensure that any initiatives have a positive impact on both individual health and overall company performance. By actively engaging, employers can combat work-related stress and reduce employee stress levels, which can lead to improved mental and physical fitness, as well as increased productivity.
Unlike employee assistance programs that cater for people when they are already in need of support, Verve Healthcare can help avoid ill health before it starts. This can help combat stress and support employees who are feeling stressed.
Employees report that they appreciate when their employers take steps to reduce job stress and promote psychological safety in the workplace.
Employers who conduct thorough research into their workforce's needs can address employee wellbeing concerns effectively. Methods for collecting data include Verve Healthcare surveys, focus groups, suggestion opportunities and in-depth interviews. Verve's approach avoids healthcare issues manifesting, in contrast to employee assistance programs that are for people who are already unwell.
Encouraging open communication channels
Creating an environment where employees feel comfortable discussing their concerns and seeking guidance is essential for promoting well-being in the workplace. Here are some strategies to foster open communication:
Establish regular check-ins: Schedule one-on-one meetings with each employee on a consistent basis to discuss performance, goals, and any challenges they may be facing.
Create safe spaces for feedback: Encourage employees to share their thoughts during team meetings or through channels like suggestion boxes or online surveys.
Promote a culture of transparency: Show you value honesty by being open about company decisions and encouraging staff members to a conversation.
Offering helpful criticism skillfully helps to set up a sound and beneficial work relationship. A supportive culture that encourages open communication channels between managers and staff means everyone feels heard and respected.
The importance of empathy and understanding
A compassionate approach creates an inclusive work environment. Here are some strategies:
Listen actively: Pay close attention to what employees are saying, ask clarifying questions, and provide thoughtful responses.
Show emotional intelligence: Be aware of your own emotions as well as those of others around you. Respond sensitively to the feelings expressed by colleagues, offering support when needed.
Prioritise balance: Encourage staff members to take regular breaks throughout the day and promote a healthy work-life balance by setting reasonable expectations for working hours.
Foster trust and transparency: Maintain open lines of communication with employees about company goals, challenges, and successes. This can help build trust while also keeping everyone informed on important updates.
Cultivate a positive work atmosphere with cooperation, dialogue, empathy and comprehension to bolster well-being and prevent job strain. Listen actively to staff while maintaining transparency for mutual trust.
FAQs in relation to stress at work
What are stress management issues?
Workplace stress issues include excessive workload, tight deadlines, lack of job control, role ambiguity or conflict, poor work-life balance, poor company culture, and interpersonal conflicts with colleagues or managers. These factors can lead to decreased productivity, increased absenteeism and presenteeism and turnover rates, as well as negative impacts on employees' mental and physical wellness.
What are five triggers for stress in the workplace?
Excessive workload
Tight deadlines
Poor management practices
Lack of job control or autonomy
Interpersonal conflicts with work colleagues
What is the impact of job stress?
Workplace stress can lead to various negative outcomes such as reduced employee engagement and satisfaction levels, increased risk of burnout, mental health problems like anxiety and depression, physical health issues, and lower overall productivity. It also contributes to higher absenteeism rates and staff turnover.
How to handle job stress
To handle work-related stress effectively, prioritise tasks based on importance, break large projects into smaller steps, maintain a healthy work-life balance, practice relaxation techniques, seek support from colleagues and communicate openly about workload and expectations.
In summary
Workplace stress can have a detrimental effect on employee wellbeing and can be addressed through thoughtful strategies such as improved communication channels, meaningful feedback, and fostering an environment of collaboration and understanding. Poor management practices, personal issues outside of work, and a lack of support can all contribute to high levels of stress among employees. However, by addressing these issues through effective communication channels, providing constructive feedback, and promoting teamwork and empathy within the workplace culture, employers can combat stress levels and create a psychologically healthy environment for their staff.
Tagged as: #wellbeingatwork, #wellbeingintheworkplace
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