July 16, 2024
We can all face pressure at work, regardless of age, experience, or job title. Sometimes, pressure can motivate us and make us more productive. However, too much pressure can become stressful and affect our happiness and quality of life, leaving us feeling physically and mentally unwell.
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.”
Legal Duty
Employers have a legal duty to protect workers from stress at work by conducting a risk assessment and acting on it. You should assess the risk of stress and its impact on mental and physical ill-health in the same way you assess other work-related health and safety risks. Conducting a risk assessment will help you identify potential risks to your workers from stress and take action to protect them.
Causes of Stress at Work
There are many factors that can cause stress at work, including:
- Work demands and expectations
- Poor working environment
- Lack of control or involvement in decision-making
- Lack of management support
- Bullying or harassment at work
- Conflict and lack of clear resolution
- Lack of training or skills to do the job
- Unclear targets and goals
- Isolation or not being able to speak up about concerns
- Change within organisations
Signs of Stress in Teams
Recognising signs of stress is vitally important. If workers start acting differently, it can be a sign they are stressed. Managers should look out for signs of stress in teams and workers, considering whether the stress could be linked to work pressure.
Acting early can reduce the impact of pressure and make it easier to reduce or remove the causes. If managers are worried that a worker is showing some of these signs, they should encourage them to seek professional help as these signs can be symptoms of other conditions. If there is something wrong at work that has caused the problem, managers should take action.
Signs of stress in a team include:
- Arguments
- Higher staff turnover
- More reports of stress
- Increased sickness absence
- Decreased performance
- More complaints and grievances
Tips for Employees to Deal with Workplace Stress
Overcoming workplace stress can involve a combination of self-care, communication strategies, and changes in your work environment. Some tips include:
- Prioritise your tasks: Make a list of your tasks and prioritise them based on deadlines and importance. Focus on completing one task at a time instead of feeling overwhelmed by multiple tasks.
- Take regular breaks: Take short breaks throughout the day to relax and recharge. Go for a walk, stretch, or practise deep breathing exercises to help reduce stress levels.
- Practise time management: Set boundaries for your work hours and avoid overworking yourself. Delegate tasks when possible and communicate with your colleagues or manager if you need assistance.
- Engage in physical activity: Exercise is a great way to reduce stress and improve your overall well-being. Find time to engage in physical activities such as walking, jogging, yoga, or dancing.
- Focus on self-care: Take care of your physical and emotional well-being by eating healthily, getting enough sleep, and engaging in activities that make you happy.
- Talk about it: Talk to a trusted colleague, friend, or family member about your stressors. Sometimes, having a supportive ear to listen can help you feel better.
- Set boundaries: Learn to say no to additional tasks or responsibilities if you are feeling overwhelmed. It’s okay to prioritise your well-being and set boundaries to prevent burnout.
- Seek professional help: If you are unable to cope with workplace stress on your own, consider seeking support from a therapist or counsellor. They can provide tools and strategies to help you manage stress effectively.
- Identify the source of stress: Take some time to reflect on the specific factors causing you stress at work. Once you identify the source, you can work on finding solutions or strategies to address them.
Tips for Employers to Deal with Workplace Stress
To address workplace stress, employers can take proactive measures such as:
- Encourage open communication: Create a culture where employees feel comfortable discussing their stress levels with their managers. Encourage regular check-ins to address any concerns.
- Offer resources and support: Provide employees with access to resources such as mental health support, stress management workshops, and employee assistance programmes.
- Encourage work-life balance: Promote a healthy work-life balance by encouraging employees to take breaks, limit overtime, and take time off when needed.
- Foster a positive work environment: Create a positive work environment by recognising and celebrating employees’ achievements, promoting teamwork, and creating opportunities for socialisation.
- Provide clear expectations: Ensure employees are clear about their roles and responsibilities and provide support and guidance when needed.
- Encourage self-care: Encourage employees to engage in self-care activities such as exercise, mindfulness, and healthy eating to help manage stress.
- Lead by example: Show employees that it is okay to take breaks, prioritise self-care, and seek support when needed by modelling these behaviours yourself.
- Address workplace issues: Take proactive steps to address workplace issues that may be contributing to stress, such as high workloads, lack of communication, or conflicts within the team.
- Promote a flexible work environment: Offer flexible work arrangements such as remote work options or flexible hours to help employees better manage their work-life balance.
- Seek feedback: Regularly seek feedback from employees on their stress levels and what support they need to manage it effectively. Use this feedback to continuously improve your approach to supporting employees’ mental health and well-being.
Conclusion
Recognising and addressing workplace stress is essential for maintaining a productive and healthy work environment. By being attentive to the signs of stress and implementing proactive strategies for managing it, employers and employees can create a supportive and positive workplace culture.
Author: Chair, BDA Health & Safety Sub-committee