5 ways employers can manage stress in the workplace
Stress at work is sometimes unavoidable, and results in UK companies losing millions of working days each year. This article will look at 5 ways employers can effectively manage stress in their workplace and enhance workforce wellbeing.
Stress, depression and anxiety account for the highest proportion of days lost to work-related ill health, and 79% of people admit to frequently feeling stressed. A study from AXA UK and the Centre for Business and Economic Research found an estimated £28 billion was lost last year as a result of poor mental health at work. The majority of this is down to lost working days due to stress and burnout, with businesses losing 23.3 million working days.
Given these findings, it’s unsurprising that wellbeing at work is high on the agenda for employers and workers. Totaljobs’ research shows that 25% of employers have concerns about the mental health of their staff, while 40% of employees stated their job is the biggest factor negatively impacting their mental health.
Despite this, 35% of businesses are planning to offer the same wellbeing support as they have previously. In light of the evident negative impact on productivity and financial results caused by stress at work, there is an opportunity for employers to bolster performance by better managing stress levels in the workplace.
Causes of workplace stress and burnout
Before diving into solutions, let’s look at how to identify stress in your team and examine the underlying causes.
Burnout is defined by the World Health Organization as “resulting from chronic workplace stress that has not been successfully managed”. Symptoms of burnout include:
- Energy depletion or exhaustion
- Increased mental distance from the job or feelings of negativity
- Reduced professional efficacy
What causes stress and burnout at work? A report from workplace consultancy and global research firm Gallup revealed the top five causes of burnout at work, all of which are also backed up by the UK’s Health and Safety Executive (HSE). These are:
- Unfair treatment at work: Employees who feel unfairly treated are 2.3 times more likely to experience burnout. Examples of unfair treatment include bias, favouritism, and unfair levels of compensation. It could also apply to employees who feel there is a lack of accommodation for diversity in the workplace.
- Heavy workloads: Unmanageable workloads can lead to burnout, making employees feel like they cannot cope and are drowning in work.
- Lack of clarity: According to Gallup’s research, only 60% of workers strongly agreed they knew what was expected of them at work. Employee stress levels can be increased if workers feel like the goalposts are continually shifting.
- Lack of communication and support: Without support from a manager, employees may feel higher levels of stress, especially if they feel they will be held responsible if anything goes wrong.
- Unreasonable time pressures: Employees who feel like they have sufficient time to get their work done are significantly less likely to feel high levels of stress or burnout. Conversely, unreasonable deadlines and heightened pressure can create a snowball effect, leaving workers at higher risk of being overwhelmed and burnout.
How to effectively manage and reduce workplace stress
So, what can you do to reduce stress in the workplace? There are concrete steps to managing stressed employees while still encouraging a hard-working and competitive environment.
Here are 5 ways you can begin to manage stress in your workplace:
- Talk about stress and wellbeing: Mental health and stress have historically had some stigma attached to them. By encouraging open and honest conversations about these topics in the workplace, employees and their managers will feel more empowered to address any problems related to stress at work.
- Recognise signs of stress: Stress is an inevitable part of work, especially in some industries. Recognising the symptoms of stress or burnout in the workforce is crucial for employers to address the issue swiftly and effectively. The HSE advises that an employee’s change in behaviour could be a warning sign. This could include arriving late, mood swings, being withdrawn, loss of motivation or commitment, and increased emotional reactions. Signs of stress within teams meanwhile could include arguments, higher staff turnover, more sickness leave, decreased performance, or more complaints.
- Make wellbeing a part of the culture: Real wellbeing at work is more than just token gestures. To truly embed wellbeing in the company culture, employees should feel supported not only in their career goals but also in attaining their physical, social, community and mental goals too. CIPD, the professional body for HR, recommends a framework called ‘Mental Health at Work Commitment’, which has six standards providing a roadmap for better mental health for employees.
- Equip managers with the tools they need: Totaljobs research shows only 8% of senior business decision-makers feel they are given sufficient support to help employees with mental health issues. Managers should be properly equipped to recognise the signs of stress and given the tools to implement changes that can relieve stress levels in their teams. Managers should set clear expectations, be approachable, and ensure workers feel supported to complete their work.
- Provide mental health tools and support: Employees who are struggling with their levels of stress may benefit from various mental health tools. These could include an action plan from mental health charities, such as Mind’s Wellness Action Plans. Some organisations opt for offering counselling services to employees, usually through a scheme known as an employee assistance programme. Organisations linked to trade unions can also get help and support on mental health from them.
Employers should note that they have a legal duty to assess the risks to the health of workers due to stress – and share the results of that risk assessment with the employees.
Companies that have fewer than five employees don’t need to write anything down, but for those with more than five workers, it is a legal requirement to complete a written risk assessment.