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Reducing Stress in the Workplace
Although this was discussed in Stress Risk Minimisation this page adds to the basic principals and provides some guidance on particular solutions we are able to offer via associates.
The HSE recommended stress focus group will normally look at local resources to establish what potential stress reduction facilities and services are available, and then match these to the identified needs of the employees.
Budget obviously plays a big part in this process so it is sensible to ensure that any expenditure is well planned and targeted at the areas / employees that have been identified as high or medium risk. This is where the stress hazard identification process comes in so you know exactly what stress hazards exist and who is affected by those hazards.
Stress Risk Minimisation Planning
It is reasonable to generate a five year stress risk minimisation plan as discussed in Stress Risk Minimisation as this enables you to plan your budget and to monitor how successful your implemented initiatives are. Stress risk minimisation is a process of continuous improvement, so unlike most normal health and safety hazards stress risk is minimised of a period of time.
Do nothing is not an option! You have a legal duty to undertake some form of stress risk assessments and a legal duty to take actions to minimise the health and safety risk from stress hazards.
Stress Reduction Initiatives
As already discussed in other areas of this web site there are many ways in which stress can be effectively reduced within an organisation and management should encourage employees to offer their ideas.
We are often asked for our ideas and the following stress risk minimisation initiatives come from projects we have been involved in:
- Employee Gym and Fitness Area
Many employers follow the ‘healthy body healthy mind’ principal and we support this an effective stress risk reduction measure. We can offer specialist help and guidance on setting up your own gym and/or fitness area. - Specialist Health Clinics and Visiting Therapists
A popular addition to most stress reduction programmes is the use of visiting health professionals and therapists. This usually subsidised by the employer and the employer usually provides suitable space, someone to co-ordinate the schedule and allows employee attendance / time- out during working hours. Alternatively employers could offer vouchers or discounted rates to visit local clinics and therapists. - Health Education Programmes
Usually provided in the form of a newsletter, information leaflets or as displays on notice boards, etc. Again this is the ‘healthy body healthy mind’ principal and is aimed at creating a more positive healthy environment in which to work. Many people like the idea of being able to do things at their own speed with no ‘big brother’ pushing them into a ‘health’ lifestyle, so background health education can produce very good results. - Social Initiatives
Many employees don’t like the compulsory social event, indeed the high risk of employers being accused of encouraging excessive alcohol consumption and discrimination against non-drinkers has dampened the enthusiasm for all social events with some employers. However, creating the opportunity for employees to socialise with their work colleagues is still a very important stress reduction methodology and can be easily achieved without the risks associated with excessive alcohol consumption. Social solutions can be as simple as providing socialising areas and opportunities for employees to meet at lunchtimes and after work. - Communication Audits
Poor and ineffective communication still remains one of the major causes of complaint and stress within organisations. Undertaking such audits are quite complex and are best done by someone not directly involved in the communication processes being audited. Employers who undertake these audits are are often very surprised at how improving communication within their organisation has a positive impact on every part of the organisation. - Environmental Initiatives
Is your workplace a nice place to work? Could you make it nicer? Some people are happy to work in environmentally poor conditions, however the majority of employees rate the workplace environment as a significant stress issue. Employee suggestions tend to be diverse and sometimes impracticable but generally responding positively to the sensible suggestions can prove value for money. - Training
Ensuring all employees have received sufficient training and instruction to ensure that they are capable of undertaking the tasks expected of them is an essential requirement for effective stress management. Employees who struggle to complete tasks that are outside of their capability become stressed. If it is clear that they have not received sufficient training then employers leave themselves open to criticism and possible claims. - Managing Bullying and Other Inappropriate Behaviour in the Workplace
Bulling and harassment is often identified by the HSE standard consultation as a high risk, this is because the HSE scoring system indicates high risk when any one respondent says they are sometimes bullied. Bullying claims must be treated seriously but an over reaction can be very damaging and any action must be done in a tactful, sensitive and appropriate manner with due consideration given to the rights of both the bullied and the bully. - Rest and Relaxation Initiatives
There is a lot of evidence to prove that periods of rest and relaxation during working hours more than pay for themselves in increased productivity, less errors and mistakes, and even reduced sickness and unauthorised absenteeism. However, as the employees themselves are often the problem when they don’t take breaks and even work through their lunch breaks, many employers have introduced penalties aimed at employees who ignore R&R requirements.