Managing Stress in the Workplace: Tips and Strategies for a Healthier, More Productive Workforce

‍In today’s fast-paced and increasingly demanding workplace, stress has become a common problem for many employees. The HSE defines stress as ‘the adverse reaction people have to excessive pressures or other types of demand placed on them’. From tight deadlines to heavy workloads, it’s easy to feel that pressure and become overwhelmed and burnt out. Stress doesn’t just affect your mental and emotional well-being; it can also impact your physical health, but both can end up affecting day-to-day life including workplace performance. That’s why managing stress in the workplace is crucial for maintaining a healthy and productive workforce. In this article, we’ll take a closer look at some effective tips and strategies for managing stress in the workplace. These strategies will help you reduce stress levels, boost productivity, and create a healthier and more positive work environment.

Understanding workplace stress

Stress is a natural response to pressure, and it can help us perform at our best. However, when stress levels become too high, it can have negative effects on our mental, emotional, and physical health. In the workplace, stress can arise from a variety of sources.

Stress will affect people differently and will depend on age, experience, health, or disability. To effectively manage workplace stress, it’s important to understand the causes and symptoms and develop effective strategies for coping.

Common causes of workplace stress

As mentioned earlier, workplace stress can arise from a variety of sources, but the HSE alludes to six main areas:

1. Demands: When overloaded with tasks, it can feel overwhelming and be challenging to manage.
2. Control: Feelings of frustration and powerlessness arise when people feel like they have no say in the decisions that affect their work.
3. Support: When people don’t have enough information and support to do their job properly.
4. Change: When organisations don’t engage with their people when undergoing change.
5. Relationships: Conflicts with colleagues or being bullied, resulting in high stress levels.
6. Role: When individuals are unsure about their role or their responsibilities.

Effects of stress on employees and the workplace

Stress can have a significant impact on employees and the workplace but some of the most common effects of stress are:

1. Reduced productivity: It can be challenging to focus and work efficiently, which can lead to reduced productivity.
2. High turnover rates: The majority of people will leave in search of a healthier work environment.
3. Poor morale: It can lead to poor morale and more complaints and grievances.
4. Health problems: It can lead to a variety of health problems, such as high blood pressure, heart disease, and depression.
5. Increased absenteeism: It can lead to illness resulting in employees having to take time off with mental and/or physical health problems.
6. Changes in personality: This may include, being more argumentative, mood swings, and being more emotional.

Strategies for managing stress in the workplace

Managing workplace stress requires a proactive and holistic approach and the CIPD Health and Wellbeing At Work report identifies some of the most common methods used to identify and reduce stress in the workplace:

• Stress risk assessment  Those organisations with over five members of staff are legally obliged to carry out a risk assessment for work related stress and the HSE have updated the scope of their spot checks to include work related stress. If you fall within that category the first thing you need to do is carry out a risk assessment and act upon it.  It’s well worth doing even if you have fewer than five as it can prove extremely useful in terms of finding ways to improve things before they become a problem, and after all stress can occur no matter the size of business.
• Promote work-life balance  We always say it, but it’s true: this should be done from the top down – by example. Encourage employees to prioritise self-care, promote the working hours as exactly that – no overtime expectation and no answering emails or calls outside of working hours, flexible work schedules, persuade employees to take breaks throughout the day, and provide paid holidays and personal days all of which help promote that work-life balance.
• Training for line managers to manage stress  Trained managers can recognise the signs of stress in themselves and their team members, and can take proactive steps. Trained managers also develop strong communication skills, conflict resolution strategies, and emotional intelligence, which can help to reduce workplace stress and improve team cohesion. They are more able to create a supportive work environment that promotes work-life balance, provides opportunities for relaxation and self-care, and encourages open communication about stress and mental health.
• Employee assistance programme  Employers can also provide resources to help employees manage stress. Employee Assistance Programs (EAPs) offer confidential counselling and help for employees who are dealing with stress or other personal issues. Employers can also provide access to independent counselling services, support groups, or other resources to help employees cope with stress and improve their mental health. There are some amazing free resources here: https://www.stress.org.uk/national-stress-awareness-month/
• Staff surveys and/or focus groups to identify causes  Staff surveys and focus groups are powerful tools that can help organisations gain insight into the causes of employee stress. Surveys allow organisations to collect data about employee experiences, opinions, and attitudes, while focus groups provide an opportunity for employees to share their thoughts and feelings in a more personal and interactive setting. Specific areas of concern can be identified and targeted interventions developed to address them.
• Training aimed at building personal resilience  Many organisations are now investing in training programs aimed at building personal resilience. These programs typically involve teaching coping techniques and mindfulness practices that can help employees better manage stress and improve their overall well-being.
• Involvement of occupational health specialists  Occupational health specialists can play a vital role in reducing stress by assessing the work environment and identifying potential stressors. By working closely with employees and management, they can develop and implement effective stress management programs tailored to the organisation’s needs. They can also conduct regular health assessments which can help identify employees who may be at risk of developing stress-related health problems and provide training and education on stress management techniques.
• Stress management training for the whole workforce  By teaching employees how to recognise and manage stress, they can learn to better cope with the demands of their job. Stress management training can also help improve communication and collaboration within teams. When employees are better equipped to manage stress, they are more likely to work well with others and communicate effectively. This can lead to better problem-solving and more efficient teamwork.
• Written stress policy/guidance  A written stress policy provides a clear and consistent framework for managing stress at work. It outlines the responsibilities of employers and employees in creating a healthy work environment that minimises stress and provides guidance on how to identify and manage stress when it occurs.

Stress in the workplace is widespread but managing stress is crucial for maintaining a healthy and productive workforce. By understanding the causes and symptoms of workplace stress employers can pre-empt and address areas of concern, implement effective strategies for coping, generally help reduce stress levels, boost productivity, and create a more positive work environment.

If you wish to evaluate the stress levels and employee wellbeing in your organisation and monitor the effectiveness of any wellbeing initiatives, we have a proficient team of employee research specialists who can provide customised surveys based on your specific business needs. To begin your journey toward gaining powerful employee insights, get in touch with our friendly team by emailing: info@surveyinitiative.co.uk