Promoting Stress Awareness Month in the workplace is a positive initiative that can contribute to a healthier and more supportive work environment. A recent report by Mental Health First Aid (MHFA) England states around 51% of long-term sick leave is due to stress, depression, or anxiety. The role of line managers is key, however, MHFA England report shows that a third of managers feel out of their depth in supporting their team with mental health concerns. Providing training, and ongoing support for line managers and Mental Health Champions in organisations is vital.
Culturally, Leaders should actively communicate and demonstrate support for employee well-being; encouraging open conversations about stress and mental health, fostering a culture where employees feel comfortable seeking help when needed.
Practical ideas for organisations to consider include:
- Include discussing emotional health and wellbeing as part of regular 1:1s. Providing a culture of open communication, where employees feel able to discuss and be listened to in relation to their mental health, without judgment.
- Collect feedback from employees on workplace stress and use the information to make targeted improvements; these may include introducing an employee assistance programme, providing wellbeing initiatives such as daily walks, healthy snacks and subsidised membership to leisure centre facilities.
- Encourage regular breaks and offer spaces and activities for relaxation and rejuvenation within the workplace.
- Encourage and support flexible work arrangements when possible to help employees balance work and personal responsibilities.
- Set clear expectations regarding working hours and time off, promoting a culture that respects employees’ need for rest and recreation.
- Host workshops or seminars, delivered by mental health professionals, on stress management, providing employees with practical tools and techniques to cope with stress and build resilience.
- Review of organisational policies and procedures, ensuring these support employees experiencing stress related absences or those with mental health conditions.
Recognising stress in the workplace
Recognising stress in the workplace is essential for safeguarding the wellbeing of employees and reducing absence and therefore maintaining productivity. Signs of stress can manifest in various ways, including behavioural changes such as increased irritability, mood swings, or withdrawal from social interactions. Physical symptoms like headaches, fatigue, or changes in appetite and sleep patterns may also indicate underlying stressors. In the workplace this may impact on performance, evidenced by missed deadlines or increased mistakes. This could signal that an employee is struggling to cope with stress. Emotional responses such as anxiety, frustration, or a sense of feeling overwhelmed may further highlight stress levels.
Conflicts between colleagues, or increased absenteeism might suggest a stressful work environment. Observing the overall atmosphere and encouraging open communication where employees feel comfortable discussing their feelings and concerns can facilitate early identification of stressors. By addressing these signs promptly and creating supportive measures, employers can foster a healthier workplace environment, one that improves employee wellbeing and enables the organisation to achieve more.
Stress Risk Assessments
A Stress risk assessment is a tool which may identify, mitigate and evaluate stressors within the workplace. This may be considered when organisations have seen an increase in stress-related absences, an employee returns to work following a period of stress related absence, or if an employee raises stress concerns as part of regular 121’s.
Stress risk assessments allow employers to identify potential stressors in the workplace, such as high workloads, unrealistic deadlines, poor communication, or lack of support from management. By understanding these stressors, employers can take proactive steps to address them. Undertaking a stress assessment helps organisations gauge the impact of stress on employees’ health, well-being, and performance. By quantifying the level of stress and its effects, organisations can prioritise interventions and allocate resources accordingly.
Addressing workplace stress through risk assessments can have long-term benefits for employees’ physical and mental health. By creating a healthier work environment, employers can reduce the risk of stress-related illnesses and improve overall well-being.
Building resilience
Building a resilient workplace involves creating an environment where employees can adapt, thrive, and bounce back from challenges.
Steps for organisations to consider:
- Foster a culture of open communication where employees feel comfortable expressing concerns, sharing feedback, and seeking support from colleagues and their line manager. Encourage regular check-ins and team meetings to facilitate communication.
- Provide resources and training on stress management techniques and encourage self-care practices.
- Encourage collaboration and teamwork among employees e.g. team away days. Foster a sense of belonging and community within the workplace to create a support network for employees during challenging times.
- Promote and encourage leadership styles that prioritise empathy, transparency and trust.
- Creating a positive working environment by recognising and celebrating achievements, providing regular feedback and encouragement promoting a sense of purpose and fulfilment in the work being done, and the value it brings.
- Empower employees to take initiative and experiment with new ideas, encouraging a growth mindset that views challenges as opportunities for growth and learning.
- The role leaders play is critical in setting the tone for resilience in the workplace; leading my example by demonstrating resilience, transparency and positivity in the face of challenges.
Remember that promoting stress awareness and building a resilient workplace should be an ongoing effort, not just limited to a single month. Creating a supportive and healthy workplace culture requires continuous attention and commitment. Providing time and headspace for employees to explore new ideas, feel empowered and supported will have a positive impact on the well-being and retention of employees and, ultimately, improve productivity and outcomes for the organisation.
Conclusion
In conclusion, managing stress in the workplace is essential for ensuring a caring and supportive environment for everyone. By recognising the signs of stress early, having effective measures in place to limit the risk of stress, and managers trained to deal with stress sensitively, the workplace will be a better place for everyone, leading to better engagement and productivity.
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