THERISEOFEMPLOYEEWELLBEING: MANAGINGWORKPLACESTRESS

ByDrSharmeenShroff,ClinicalPsychologist&Founder,CentralMinds

We don’t need an academic report to tell us that workplace stress is at an all-time high – we are living it The pandemic has managed to expose the emotional, mental and physical vulnerabilities that the modern workplace presents for us all. With a workforce already suffering from a notable rise in stress, a real risk exists that many of us will encounter yet another wave of stress and anxiety as we enter this post-Covid era.

According to the World Health Organisation, work stress is the result of excessive pressure from a job, which typically stems from demands that don’t align with a worker’s abilities, little support from managers and coworkers and little control over workload

We’re aware that some stress is good for us, it can motivate us to try harder and help us reach our goals According to the American Psychological Association (APA), good stress (also known as eustress), is "the positive stress response involving optimal levels of stimulation". Short-term reactions to stress, in general, can help us deal with a stressful experience, thus, stress can actually be advantageous in some ways. However, if stress becomes excessive and/or continues for an extended period of time without respite, it can be harmful to our health.

Whilst every individual is different and their experience of stress will vary, workplace stress poses a huge risk to businesses Workplace stress may appear to be a routine and somewhat benign problem, but in reality, it contributes substantially to both economic and health-related burdens for employers High levels of workplace stress has a direct correlation with higher rates of absenteeism and presenteeism, as well as reduced engagement and productivity amongst employees.

The American research organisation Gallup released the State of the Global Workplace Report in 2022, which showed that the stress index of global employees had soared to record levels over the past 12 years Fortyfour percent of respondents said they felt stressed every day, while the pressure from work in East Asia topped the entire world. Among six places in East Asia - China, Hong Kong, Taiwan, Japan, South Korea, and Mongolia, Hong Kong recorded the highest stress index, with 53 percent of employees reporting feeling pressure at work.

A survey designed by the Mental Health Association of Hong Kong found that nearly nine in 10 Hong Kong employees suffered from stress at work during the Covid-19 pandemic, with about half of the city’s workforce reporting symptoms of an anxiety disorder. My estimate would be that 10 in 10 of us have actually struggled with stress and a decline in our mental health over the past 3 years living in Hong Kong.

Before we consider the impact that employee stress has on a business and the importance and benefits of stress management training and tools, let’s first look at both the physical and mental effects that stress has on the employees themselves When workplace stress is not managed correctly, the following may be observed amongst employees:

Physical Signs & Symptoms:

Sleep disturbances

Headaches

Gastrointestinal issues

Reduced immunity and increased illness

Constant fatigue

Raised blood pressure/cardiovascular disease

Emotional Signs & Symptoms:

Increased frustration and irritability

Feeling overwhelmed and unable to cope

Depression and anxiety

Problems with interpersonal relationships

Difficulty regulating emotions

Cognitive Signs & Symptoms:

Loss of concentration

Lack of motivation

Forgetfulness

Poor decision-making

Behavioural Signs & Symptoms:

Substance (including alcohol and drug) misuse

Decreased libido

Social withdrawal

Changes in appetite and weight gain or weight loss

It’s important for employers to recognise work-related stress as a significant health and safety issue. When stress is not controlled, both the individual employee and the organisation suffers

The following is a list of effects that workplace stress can have on employees and organisations:

High absenteeism and presenteeism

Poor performance and productivity

Low morale and engagement

Increased employee dissatisfaction

Health and safety risks

Increased insurance costs

High employee turnover

Damage to company image and reputation

Occupational hazards that lead to stress in the workplace could include, unclear or impossible requirements, high stress times with no down time, lack of autonomy and personal control, lack of recognition from management, poor communication and leadership, big consequences for making mistakes and finally and most importantly job insecurity If you recognise any of these as issues within your organisation, now is the time to start identifying ways to reduce stress at work for your employees

While eliminating stress completely is impossible, managing work stress is a key component to attracting and maintaining talent as well as managing the long term physical and mental health of employees Organisations can and should take steps to ensure that employees are not subjected to unnecessary stress Effective interventions for reducing workplace stress can be classified as primary, secondary, and tertiary

Primary interventions involve proactive measures to prevent stress by removing or reducing potential stressors These may include:

Redesigning the physical work environment to provide areas for downtime and relaxation

Creating a psychologically safe workplace

Eliminating physical hazards

Increasing employee participation in decision making and work planning

Increasing time and resources for completing specific job tasks

De-stigmatising work-related stress by openly recognising it as a genuine problem

Devising a stress management policy in consultation with the employees.

Seeking advice from trained clinical psychologists and counsellors to deliver awareness training and offering an Employee Assistance Program (EAP)

Secondary interventions are corrective and are focused on altering the ways workers perceive and respond to stressors Examples of secondary interventions include:

Training and education of employees in stress management by professionals

Routine physical and mental health surveillance - screening for high blood pressure and stress symptoms for example

Tertiary interventions are forms of control at the level of the illness. These are initiated for workers who are already experiencing high levels of stress.

Providing medical and psychological care and EAP’s to employees that are struggling

Return-to-work plans including modification and redesign of work

The list of primary interventions above is significantly longer than secondary and tertiary interventions, because it is crucial that workplaces take a proactive rather than reactive approach to stress management

While there is no one-size-fits-all approach to dealing with workplace stress, striving to make the workplace less stressful for employees is essential to creating a better and happier workforce, especially in today’s challenging and dynamic workplace environment. Stress in the workplace is a serious issue that can no longer be ignored. Employers need to take action to create a healthy and supportive work environment that encourages employees to thrive. It is time for employers to prioritise the well-being of employees and recognise that a healthy workforce is essential for the success of any business.

About Central Minds

Central Minds is a Hong Kong based private psychology practice offering therapy and corporate mental health training. Their Psychologists and Counsellors are passionate about utilising their extensive clinical experience and rigorous academic knowledge to ensure that organisations are taking the necessary steps to safeguard and support better mental health in the workplace.

Website: www centralminds hk

Telephone: 28136108

Dr Sharmeen Shroff Clinical Psychologist & Founder Central Minds