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A Corporate Strategy for Managing Workplace Stress Traditionally employers have taken a reactive approach to stress management. Our experience and research shows that this can be ineffective, costly and risky. We believe a proactive stance employing a Stress Management Strategy consisting of three intervention levels; Primary, Secondary and Tertiary, is more likely to be successful:
This is where to start. A Stress Management Policy, if not already in existence, should be drawn up and circulated to all staff stating clearly the organisation's written policy on stress. A clear set of Procedures should also be provided to managers and employees. This stage is concerned with identifying the possible causes of stress, plus the level of risk to individuals and the organisation as a whole. In other words; Risk
Assessment Employers have a duty of care to look after their employees and it is now recognised that workplace stress can endanger the health, safety and welfare of employees. Employers are also required by law to carry out risk assessments to “make a suitable assessment of the risks to the health and safety of employees”. They are advised to carry out these risk assessments at regular intervals and review them at times of significant change. What The Health and Safety Executive recommends In their current guidance on work related stress The Health and Safety Executive [HSE] states that:
The guidance provides valuable advice about obtaining senior management commitment, the setting up of a Steering Group to monitor initiatives, the preparation of an organisational stress policy, and in particular, information on how to risk assess for work-related stress. This includes a breakdown of the six broad categories of risk factors for work-related stress:
Several qualitative methods of assessment are outlined by the HSE including:
Quantitative methods suggested by the HSE are:
To achieve a comprehensive
risk assessment we would recommend some form of
The second level of intervention sets out to improve the overall situation in the workplace by implementing the actions revealed as necessary by the risk assessment process. This might include, for example: Stress Training for Managers/Supervisors to help them understand their personal responsibilities and duties with regard to stress amongst their staff. This training will also enable them to be proactive in dealing with stress and be aware of HSE best practice. Stress Awareness Training to educate all employees about what they can be doing to reduce their own stress levels. Complementary Training to assist in areas where lack of skills can produce high stress levels. Managing Change, Effective Communication and Presentation Skills are good examples. Self Help Staff Booklets to give all members of staff an easy reference guide on how they can help themselves and be proactive about stress.
This final level of intervention deals with the treatment and rehabilitation of individuals who have already suffered ill health as a result of stress. This is the stage at which the following services are usually provided: Support Schemes for employees who want to discuss their problems confidentially with someone outside the organisation. 24 hour Employee Assistance Programmes, known as EAPs, are often used for this service on a per capita subscription basis. Personal Counselling for staff either using an in-house team or by referral to external providers. Your organisation may already be tackling stress at one or more of the above three intervention levels. Whatever stage you are at we can be of assistance. To view our range of services please click below
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