Managing work related stress - by Lizzy Turek

Managing work related stress

Stress can place immense demands on our physical and mental health and in the workplace stress can affect our behaviour, performance and relationships with colleagues. The Health and Safety Executive (HSE) reported that there were 822,000 workers suffering from work-related stress, depression or anxiety (new or long-standing) in 2020/21. Stress affects people differently and while certain levels of stress are normal for some, high levels can have serious consequences for both for the employee and for the business.

Causes of stress in the workplace

The Health and Safety Executive (HSE) identified six key areas that can lead to work-related stress if they are not managed properly, which are demands, control, support, relationships, role and change. Their Management Standards can help employers identify and manage the six causes of stress at work. The HSE also provide Talking Toolkits and example stress risk assessments to help line managers have simple, practical conversations with their staff. By encouraging open conversations and understanding how to identify the signs of stress, employers can prevent and reduce stress in the workplace.

Signs of stress in the workplace

Recognising the signs of stress can help employers take steps to prevent, reduce and manage stress in their workplace (Work-related stress and how to manage it: signs of stress - HSE). Signs of stress can appear in both individual and team behaviour.

Signs of stress in teams:

• arguments
• higher staff turnover
• high levels of sickness absence
• decreased performance
• more complaints and grievances

Signs of stress in individuals:

A change in the way someone acts can be a sign of stress, for example they may:

• take more time off
• arrive for work later
• be more twitchy or nervous

A change in the way someone thinks or feels can also be a sign of stress, for example:

• mood swings
• being withdrawn
• loss of motivation, commitment and confidence
• increased emotional reactions – being more tearful, sensitive or aggressive

Top Tips

The Recruitment and Employment Confederation (REC) and their partner Howden Employee Benefits & Wellbeing shared a blog about stress in the workplace including five tips on how to manage it as outlined below (April was Stress Awareness Month – Here are five ways to help manage workplace stress : The REC).

1. Improve stress and mental health awareness across your business – Ensure that line managers understand the policies and support in place for employees. Providing mental health/stress awareness training for line managers will enable them to recognise the signs, feel confident in approaching an individual they feel is struggling and signpost appropriate support.
2. Exercise– Physical exercise has many benefits and can help in relieving stress and anxiety, boost work performance and improve cognition and mental stamina.
3. Switch off– Encourage your employees to switch off and take regular breaks and time away from the screen.
4. Implement employee benefits that offer support– Encourage your employees to access help and support through their employee benefits, such as a virtual GP or the Employee Assistance Programme designed to support employees’ physical, mental and financial wellbeing and can include telephone and face-to-face counselling.
5. Make use of free resources – Mind offers employers training and toolkits to help them support their employees. Anxiety UKhas similar services and has a support line to call with any questions about preventing stress and anxiety at work. And Time to Change is a charity campaigning to remove the stigma around mental health.

The Confederation of British Industry (CBI) also produced a helpful factsheet with four guiding principles to enable businesses to support their employees (Factsheet: mental health and wellbeing in a crisis and beyond | CBI). Examples of steps taken by companies included:

• Senior managers engaging with representatives/teams to better understand the different challenges employees are facing.
• Encouraging open conversations about mental health and wellbeing at work.
• Publishing a wellbeing magazine with positive stories from employees.
• Organising Wellness days and providing online resources to introduce employees to range of activities to improve their health and wellbeing.
• Providing financial support tools on pensions, savings, and budgeting.
• Using wellness assessment tools to help measure and improve health and wellbeing for individuals.

Lizzy Turek

Client Research Associate