In this post, 1st Formations, the UK’s leading company formation agent, discusses the common signs of stress, the main areas of work design that contribute to such issues, and the most effective ways in which organisations can identify risks and reduce instances of workplace stress.
Stress in the workplace
The Health and Safety Executive (HSE) defines stress as “the adverse reaction people have to excessive pressures or other types of demand placed on them”.
Whilst a certain degree of pressure at work can help to motivate and focus employees, an excessive amount can result in work-related stress. This can have a considerable impact on workers’ physical and mental health.
If stress is not identified and managed properly, it can lead to burnout, anxiety and depression, alcohol or drug dependency, heart disease, and a variety of other illnesses and issues.
The CIPD’s 2022 Health and wellbeing at work survey shows that stress remains one of the main causes of absenteeism, with 79% of respondents reporting stress-related absence from work throughout the previous year.
A recent Acas-commissioned YouGov survey also reveals that one in three British workers feel that their organisation is not effective at handling stress at work. In response, Acas has issued new advice for employers on managing workplace stress.
Acas Chief Executive, Susan Clews, said:
“It is vitally important for employers to be able to spot and manage the signs of stress as it can lead to staff exhaustion, low morale and reduced productivity if it is not properly managed.”
Common signs of stress in employees include:
- tiredness and low mood
- being withdrawn
- poor concentration and loss of motivation
- difficulty making decisions
- mood swings and increased irritability
- tearfulness and heightened emotions
- being more nervous or twitchy
- chronic lateness
- increased absenteeism
The cause of an employee’s stress may be work-related or due to external factors, such as bereavement, personal relationships, or financial strain over the cost of living. But whatever the cause, employers have a duty of care to effectively manage workplace stress and support employees who are struggling to cope.
The role of employers in managing workplace stress
Employers are legally required to carry out regular risk assessments to identify risks to their employees’ health and take steps to prevent or minimise workplace stress.
According to the HSE, there are six main areas of work design that can affect employees’ stress levels. These are:
- Demands – unable to cope with their workload or working environment
- Control – lack of control over the way in which they do their work
- Support – inadequate level of resources, supervision, or support to do their job
- Relationships – workplace bullying, conflict or tension with colleagues, or a negative work environment
- Role – unsure of their role, responsibilities, or purpose within the organisation
- Change – struggling to accept, support, or engage with organisational change
Ideally, employers should take a systematic, proactive approach to stress management, rather than reacting only when an issue becomes serious. Prevention and early intervention is far more effective than later remedial action.
In addition to assessing risks and being alert to the signs of stress, the most effective ways in which employers can identify and reduce instances of workplace stress include:
- providing stress-management training and coping techniques for all employees, including managers
- fostering a compassionate, supportive, and positive culture where staff feel able to discuss their issues or ask for help
- conducting employee surveys and focus groups
- offering flexible working options – e.g. remote or hybrid working, flexitime, compressed hours, or a 4-day work week
- involving occupational health specialists
- creating written policies on workplace stress and mental health
- setting up an employee assistance programme
- offering practical help to workers – for example, signposting to advice on debt or mental health, or aligning job-related financial benefits with employees’ needs
Such measures can help an organisation to create a positive work environment and reduce workplace stress. In turn, employees are happier and healthier at work, which can lead to increased productivity, reduced absenteeism, fewer workplace disputes, and a higher staff retention rate.
Thanks for reading
Very few people are immune to work-related stress, but every individual reacts and deals with challenges differently. In addition to the immense toll it can take on employees’ physical and mental health, the impact of stress on businesses is considerable.
It is, therefore, in every organisation’s best interests to identify the main risks of workplace stress and take practical steps to minimise their prevalence or eradicate them entirely.
Guidance and toolkits for employers on how to manage stress and mental health in the workplace are available from a variety of organisations, including Acas, the CIPD, the Heath and Safety Executive, and Mental Health at Work.
We hope that you have found this post informative. For more business-related advice and guidance, visit 1st Formations’ Blog today.
