4 Approaches to Minimize Stress in the Workplace
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Workplace stress is a serious health risk for employees and a detriment to your bottom line. You want your employees to be engaged, motivated and determined to achieve their goals. However, when your employees are suffering from workplace stress, the opposite is often true: fatigue, low productivity and poor morale.
What causes stress at work? This varies from employee to employee, but the most common causes of stress are:
- Poor physical work environment (e.g. inadequate lighting, excessive noise)
- Lack of work-life balance
- Long working hours or excessive workload
- Lack of autonomy
- Insecure job or financial hardship
- Lack of clear leadership
- Lack of communication
- Harassment, misconduct or other psychosocial risks
A stressed employee may be reluctant to share their feelings or ask for support, increasing the likelihood that the stress will continue. The employee may develop anxiety, depression, and low morale. They may also have trouble sleeping. Stressed employees may be irritable or short-tempered, which can lead to problems collaborating in the workplace.
If the burden of stress is carried home, it is likely to impact the employee's personal life as well. At home, stress can become "contagious" and strain family relationships. This is especially true for those working from home, where the separation between work and home life is less clear.
Organizational implications
Widespread workplace stress often leads to burnout, and burnout leads to lower engagement and higher turnover.
Stressed employees are not performing at their best, and the more stressed employees are, the less able they are to help your company achieve its goals:
Absenteeism: Stress affects an employee's presence at work, both physically and mentally. People who are highly stressed are more likely to take time off for doctor's visits or sick days. Even when stressed employees show up for work, they are more likely to feel disconnected from the work they are doing because of the psychological toll the stress takes on them.
Poor performance: If an employee has difficulty feeling connected to their work due to stress or is frequently physically or mentally absent, their work will not be as good. For tasks with goals or for employees who have OKRs, stress affects the likelihood of them achieving those goals. This is not ideal for the individual or for your company’s finances.
Turnover and retention: Employees who feel that their stress is unmanageable will eventually seek new work, especially if the stress comes from the workplace itself (e.g. physical work environment, poor employee relations, unreasonable workload). ). A culture that ignores stress leads to higher turnover and difficulty retaining high-performing employees. Remember that even highly engaged employees can feel underlying stress or burnout.
The role of leaders and managers in reducing stress
It's normal to experience occasional stress at work, but as mentioned above, sustained levels of stress can quickly become a problem. According to the World Health Organization (WHO), employees are less likely to experience workplace stress when they receive support from supervisors. Managers play a critical role in raising awareness of workplace stress and reducing stress levels.
Here are 4 ways leaders can help reduce the negative effects of stress at work:
Be a role model
Employees are increasingly more likely to follow the example of their superiors. If a manager works long hours, rarely takes time off, and shows signs of stress, employees will too. Set a good example by encouraging your team to log off at appropriate times and only email or communicate during normal work hours. If this is not possible (e.g. due to distributed teams), consider establishing flexible policies. In any case, it is important that you adhere to the guidelines you communicate to your direct reports.
Recognize employees
During times of high stress, employees are more likely to disengage if they feel like their hard work and achievements are not being recognized. Take the time to recognize employees who are doing more than usual and make it clear to them that you appreciate their extra effort. Even if an employee is completing their normal workload and showing no signs of stress, you should take time in one-on-one meetings to recognize the work they do every day. This will make a big difference.
Increase psychological safety
When employees feel that their managers can act as confidants, they are more willing to talk about stress or problems. Creating a safe space to express your feelings and thoughts in the workplace is crucial and can help reduce stress before the problem becomes more serious. In fact, 89% of employees believe it is important for managers to foster an environment of psychological safety in the workplace.
Help your employees own their role
Workplace stress often stems from employees not feeling confident, well-equipped, or autonomous in their roles. To support your employees, assign them tasks that match their strengths so they can do their best work - and take pride in their work. If a task requires an employee to step out of their comfort zone, ensure the necessary resources and tools are available to further their training. Throwing an employee in at the deep end in the hope that they will adapt and quickly learn new skills often leads to hostility, distrust, and ultimately stress.
On the other hand, when you align employees' work with their personal development and growth plans, employees feel like they are contributing to larger personal goals. Even in stressful times, work will feel more rewarding.
Reducing workplace stress starts with awareness. If you notice that your stress levels are high or that your direct reports are showing signs of stress, don't ignore it. Instead, take steps to defuse the problem as quickly as possible. Emphasize the importance of employee well-being and create a workplace culture where stress is an occasional challenge rather than a daily burden.
Tips by IceHrm, your trusted HR management software partner that helps organizations streamline their HR processes.
