Within the workplace, an employee will often be confronted by a number of different challenges. These challenges or factors can also have a negative effect on the employee’s ability to deal with stress, or be the cause of stress. An organisation’s culture can be the key in determining the factors of work related stress. This particular element can highlight whether working long hours is effecting employees, or if there is an expectation to bring work home. Poor communication and management style also contribute and will indicate the organisations attitude towards stress.
Working Demands
Demands on the employees can result in elevated stress levels. This may occur if too much work is expected and there is insufficient resources provided. The work may be too difficult, or management may have inadequately trained the employee to complete the task.
Control of Work
The lack of control over the job can result in heightened stress levels, this may happen when the pace of the work is set outside of the workers environment.
Relationships within the Workplace
Some employees may have difficulty interacting or building relationships with existing staff. In some situations this can lead to interpersonal conflicts, which could just be down to a lack of communication.
Position & Training
When an employee begins a new job, stress can develop because their position is not clearly defined or they do not fully understand what is expected of them. They may not be completely confident of the scope and requirements of the position. There is a lack of support from their surrounding colleagues, as well as from the management. Training can also be a major factor, as a lack of training at induction or when a working task has changed can result in stress. Additionally, the training may not be adequate and result in the employee feeling worried or anxious.
What does this mean for Employers?
If stress is allowed to embed itself within the workplace, it can have a number of negative effects on the business. An increased number of employees calling in sick will reduce output and productivity. It will affect the workforce’s morale and motivation. High staff turnover and recruitment problems indicate a lack of control by management. This can cost organisations.
How Employers should manage Stress
Employers should adopt a prevention, management and minimisation policy. This approach will look at the issues of stress, what is the source of stress and will help stop its reoccurrence. Management of the employee through their career. This is finding the fine line between micro-management and a lack of engagement with employees. Finally, the minimisation of stress can occur through counselling of employees or assistance programmes to provide extra support if the employee feels it necessary.
Declan Ryan is a Technical H&S Advisor working with Peninsula Business Services (Ireland) Ltd; who are Ireland’s leading provider of employment law and health & safety services. Established in Ireland since 1997, we have thousands of businesses who have already integrated Peninsula to work as part of their HR and Health & Safety departments. With offices in Dublin, Belfast, Sydney and Manchester, Peninsula employs 1000 people across Ireland, Australia and the UK.
