It is widely recognised that a stressful work environment can result in a range of negative impacts on both workers and the organisation.
Workplace stress can prompt a range of impacts including anxiety or depression, reduced concentration, substance abuse, poor problem solving skills, bad decision-making, and impacts on home life and relationships.
For the employing organisation, these effects on workers can result in a decline in overall organisational productivity and performance. Employee turnover can also increase, further impacting on productivity, recruitment and training costs.
In tackling this problem, it is critical for organisations to consult appropriately with workers before imposing stress-reduction initiatives. . Without consultation, incorrect assumptions can be made about what factors are causing workplace stress, and despite all the best intentions, employers could exacerbate the stress rather than improve it.
Some of the common causes of work stress include high workload demands, role conflict, poor communication and unsuitable leadership, but identifying the precise causes must be done in consultation with those affected using a methodology that encourages workers to be open and honest
Once this is (sensitively) done, employers can develop stress-reduction strategies to address the specific issues. Strategies can range from changing the work environment and/or processes, through to better equipping the workers to manage the stressors, and assisting workers with treatment and recovery from the impacts of stress.
Please contact QRMC for more information.
