COMBAT WORKPALCE STRESS

March 18, 2011
Top 10 Strategies for Combating Employee Stress
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Workplace stress is a bigger problem than it used to be, and employers have good reason to be more concerned about it than in the past, says Barry Hall, principal at Buck Consultants.

In a recent survey, 82% of participants reported that their company’s healthcare costs are significantly or moderately impacted by worker stress. In addition, respondents said they have seen a significant or moderate impact on absenteeism (79%) and on workplace safety (77%), according to the survey by Buck Consultants (www.buckconsultants.com).

Proactive Approach

Worker stress levels have increased within the past few years as a result of economy-related factors, such as layoffs, greater workloads, the need for some employees to work second jobs to make ends meet, and lower household incomes due to family members’ lost wages, Hall explains.

In response, many employers are taking steps to help their employees manage stress. In fact, Buck Consultants found that 66% of participants in its “Stress in the Workplace” survey have implemented four or more programs aimed at reducing stress, and 22% have at least eight programs in place.

According to the survey, the top 10 strategies being used by employers to address stress are:

An employee assistance program (78%)
Flexible work schedules (63%)
Work/life balance support programs (46%)
Leadership training on worker stress (45%)
Online healthy lifestyle programs (45%)
On-site fitness centers (43%)
Physical activity programs (38%)
Stress awareness campaigns (35%)
Financial management classes (30%)
Personal health/lifestyle management coaching (29%)

Significant ROI

Implementing stress management programs makes good business sense because the return on investment (ROI) is high. “It is a business issue for employers,” Hall says. “Employers increasingly realize they must address the rising tide of employee stress and not just to improve employees’ well-being,” says Hall. “Those who ignore stress will take a hit to their bottom line in higher costs and lower productivity.”

Employers that help employees manage stress tend to experience greater employee productivity, higher morale, lower absenteeism, reduced healthcare costs, lower turnover, fewer accidents, and lower workers’ compensation costs, reports Hall.

Acknowledge Stress

He says employers should not be “afraid” to acknowledge and address workplace stress. “I think there is still a lot of hesitancy to address it or to bring it up [with employees]. A lot of employers realize that they are a key contributor to it.”

Although there is no “magic” number of stress management programs to implement, Hall encourages employers to use as many effective programs as possible, because a program or resource “that works for one employee might not work for another.”

MY THOUGHTS

There's no doubt about it - workplace stress is a reality that needs to be addressed. I don't think this is something that should be left for the employee to manage. As the article suggests, employers have much to gain by investing on stress management programs. I just wish the programs are not the superficial attempts that scratches the surface. These programs should be part of a culture that enables and empowers employees to pick up on whatever the employer initiates.