Reducing Stress at Work

Last month was National Stress Awareness Month and we examined the impact of stress on employee wellness. This month we’ll address how to set up a roadmap for decreased stress in the workplace.

According to the 2013 Work and Well-Being Survey released in March by the American Psychological Association’s (APA) Center for Organizational Excellence, more than one-third (35%) of American workers experience chronic work stress. The APA’s most recent Stress in America survey (released in February 2013) also found high levels of employee stress, with 65 percent of working Americans citing work as a significant source of stress, and 35 percent  reporting that they typically feel stressed during the workday.

According to the Work and WellBeing Survey, fewer than half of working Americans report that they receive adequate monetary compensation (46%). Of course, employers can’t be expected to arbitrarily increase employee compensation across the board and stay in business. But it’s critical to note that almost half of the employees surveyed (46%) talked about non-monetary compensation. Additionally, just 43 percent of employees say that recognition is based on fair and useful performance evaluation, and just over half (51%) say they feel valued at work. Besides feeling undervalued, employees also report feeling unheard: Less than half (47%) say their employer regularly seeks input from employees, and even fewer (37%) say the organization makes changes based on that feedback.

These numbers help put into perspective what organizational development experts see as an epidemic-level wave of unhappy employees. If you’re wondering what the impact of this unhappiness may be on your workplace, consider that stress at work manifests itself in increased absenteeism and presenteeism, lower productivity and increased service errors, and has a negative impact on safety, quality and teamwork.

Yet despite growing awareness of the importance of a healthy workplace, few employees say their organizations provide sufficient resources to help them manage stress (36%) and meet their mental health needs (44%). Just 42 percent of employees say that their organizations promote and support a healthy lifestyle, and only 36 percent report regularly participating in workplace health and wellness programs.

That sounds like a boatload of opportunity for savvy employers who want to do more to address workplace stress, but don’t want to spend a fortune.  People want to be heard and feel that their opinions count. They want to see an employer show an interest in them as human beings, and want to be recognized for their hard work, dedication and value. And since health is important to all of us, investing in health and wellness planning, and involving your workforce in both the planning and execution can result in a significant return on investment.

Taking time to ask employees what they think is important. That can be done informally at lunches, team meetings, small-group interactions, and one-on-one. There are a variety of inexpensive online tools available for surveying attitudes and communication, as well. But the easy steps, like building employees into planning and decision making is invaluable for improved execution and buy-in. And recognizing performance, personally and in front of the team, pays back in spades. Small gestures like gift certificates, comp time, and team lunches go a long way toward improving morale.

You can sponsor team walks and charity events, supplement fitness center fees, host on-site health screenings, and many other activities – the list of potential steps is long, as are the benefits. Additionally, if you haven’t yet, consider establishing a wellness champion and having your employees participate in a free, online health assessment. You can do this by joining CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!