How to reduce or eradicate Workplace Stress?
Everyone who has ever held a job has, at some point, felt the pressure of work-related stress. Any and every job has its own stressful elements, even if you love what you do. In the short-term, you may experience pressure to meet a deadline or to fulfil a challenging obligation. But when work stress becomes chronic, it can be overwhelming—and harmful to both physical and emotional health.
We have recently also heard of many cases of employees killing themselves or dying due to excessive workload at office and lack of rest and working continuously without a break.
So, firstly let’s know what is workplace stress. How it affects an individual’s health physically and emotionally.
What is workplace stress?
Work-related stress is a common response to pressures exceeding our ability to cope.
A certain amount of stress in work may be perceived as acceptable, or even healthy, by an individual.
However, when that pressure becomes unmanageable, it becomes an issue which can damage both an employee’s health and their performance, and it affects their productivity or it reduces the productivity of an employee and inversely it affects the organization.
When this happens, support from a manager or colleague is crucial.
We now know the effects of workplace stress on the individual and organisation, we are also aware of why this needs to be reduced and how a manager plays a crucial role here.
Why do organisations need to reduce workplace stress?
Ensuring that your employees are shielded from work-related stress is important from moral, legal, and financial perspectives
Firstly, from a moral standpoint, prioritizing employee well-being is essential; every organization should ensure that all employees have equal opportunities to succeed, regardless of their mental health.
Legally, organizations must address work-related stress, as it can be classified as a disability if it significantly impacts an employee’s daily activities. In such instances, companies are obligated to make reasonable accommodations to support affected employees.
Strategies that can help HR to reduce Workplace Stress :
When employees feel there is a lot demanded of them and cannot control their work-life balance and capacity, stress levels increase drastically.4
As an employer or HR professional, you hold significant power to transform your culture by supporting the mental health of your workforce and taking tangible steps to prioritize stress reduction.
1. Recognize your employees :
Employees love being praised for a job well done, and recognizing their success results in a serious boost in engagement. Each employee has a different personality, so be mindful when considering how and when to recognize. Some employees appreciate a call-out during a meeting or praise in a company-wide email, while more reserved types might prefer a card on their desk or a thank you in person.
However, you choose to recognize them, your employees will appreciate that you are aware off their success and want to share it with others. This makes them happier and more comfortable, in turn lowering stress levels.
2. Promote physical wellbeing :
Encouraging physical activity through initiatives like onsite fitness facilities, subsidised gym memberships or wellness challenges can enhance employees’ physical health. Regular exercise has been proven to alleviate stress by releasing endorphins and improving overall mood.
HR can also organise wellness workshops that educate employees about the benefits of maintaining a healthy lifestyle, covering topics like nutrition, exercise routines and stress-reducing activities. By fostering a culture of physical wellbeing, HR teams motivate employees to prioritise their health, leading to reduced stress levels and increased resilience in handling workplace pressures.
3. Allow for flexible hours and remote working :
You hired your employees because you have confidence in their ability to do their jobs well and in a timely manner—so let them prove it. Your office shouldn’t feel like a cell, but rather a place that facilitates getting a job done. Let your employees know that their job is defined by the quality and timeliness of their work, not when they punch the clock.
Allow your employees to work remotely, and give flexibility for start and end times. This freedom is great for office morale, and the policy shows employees that you trust them enough not to that they will finish their work on time.
4. Create an Employee Assistance Program :
HR should work to foster an inclusive environment where employees feel comfortable discussing mental health concerns and neurodivergent conditions.
They can offer Employee Assistance Programs which are comprehensive support systems that provide counselling, resources, and services to employees facing personal or work-related challenges. These programs address a wide range of issues, including mental health concerns, substance abuse, financial difficulties, and relationship problems.
By offering EAPs, leaders can create a safe and supportive environment, ensuring that employees have access to professional help and guidance when needed.
5. Offer coaching and mentoring programs :
Career coaches and mentors can provide workers with a support lifeline by helping address the underlying causes of stress. They can also collaborate with employees to outline their career goals and create a skill development plan that adheres to their work-life boundaries.
By fostering a positive learning environment, leaders empower their teams to build confidence, while assuring them the company is committed to long-term growth.
6. Create quiet time :
Stress can’t be completely avoided, but you can help alleviate it when it arrives. Ensure your employees have a place where they can take a break.
A small room, a lounge space at the end of the hall, and even an outdoor bench can be perfect places to find refuge from the chaos of the daily grind. Think about longer, retreat-style vacations, which can serve the same purpose.
If your organization can afford to do so, consider implementing “No Meeting Mondays” or something similar, essentially blocking off time for employees to focus in on individual task and keep from getting bogged down with meetings or overwhelmed by a heavy workload.
7. Offer training and development opportunities :
Job security and concerns around development can be a significant stressor for employees. You can reduce this by offering training and development opportunities.
Ask your people which skills they would like to develop and the direction they would like their career to take, then work together on the training you can offer that would be most beneficial to them.
As well as easing concerns around job security, offering this training will also increase their ability to perform well in their role.
8. Lead by example :
Work-induced stress isn’t solely an employee’s problem to solve. In fact, managers and leaders play an important role in modelling healthy behaviours.
Change must start from the top and unless you’re leading by example, it’s unlikely your employees will engage. This can be true when it comes to helping your employees manage their stress.
If you are a leader, get vocal about stress reduction and educate yourself and the wider business about the symptoms and causes of stress.
This is about influencing the culture of your organisation, and that has to come from the top. So, even if you’re not a leader, you need to get them onboard. Where they lead, the organisation will follow.
Make stress in the workplace a thing of the past :
Prioritising employee wellbeing is not just the right thing to do – it’s also a strategic move that positively impacts an organisation’s productivity and success. HR teams play a central role in shaping a workplace culture that promotes mental, physical and financial health, ultimately reducing stress among employees. By offering tools and resources and fostering an environment of understanding and support, HR professionals empower individuals to manage stress effectively.
An organisation that invests in the holistic wellbeing of its employees not only attracts top talent but also cultivates a loyal, productive workforce that thrives in a positive and nurturing environment. As HR continues to evolve, integrating these stress management strategies will undoubtedly pave the way for happier, healthier and more productive workplaces.
