Stress is a common challenge within the U.S. workforce. In fact, according to the American Psychological Association, more than three-quarters of American workers reported experiencing work-related stress in the last month. Deadlines, financial pressures, personal responsibilities, and unexpected life events can all contribute to heightened anxiety and burnout, as well as higher risks of mistakes or injuries, increased absenteeism and presenteeism, and more. As an employer, creating a supportive environment is essential for helping your team thrive, both personally and professionally.
Understanding the Impact of Workplace Stress
Stress can take a toll on employees’ mental and physical well-being, leading to decreased productivity, reduced engagement, and strained workplace relationships. It can manifest in various ways, including difficulty concentrating, mood changes, absenteeism, and even health issues.
Many employees who experience stress in the workplace also risk negative effects to their physical health. Multiple studies and reports indicate that workplace stress and burnout contribute to direct and indirect healthcare costs numbering in the hundreds of billions. Left untreated, prolonged stress can raise the risk for alcohol or drug abuse as well as developing chronic—and costly—diseases, including heart disease, diabetes and even some cancers, which can collectively account for a vast amount of all healthcare costs.
And stressed workers have an elevated risk of mental health problems as well, ranging from anxiety and substance abuse, and perhaps, the most significant, depression. Of note, mental health issues, including stress, anxiety and depression, drive higher rates of absenteeism and presenteeism than physical conditions or illnesses.
Recognizing and addressing stress proactively can significantly improve your team’s well-being and organizational performance.
Building a Culture of Support
Employers can play a vital role in alleviating stress by fostering a supportive and understanding work culture. The first step is to evaluate the scope of stress in the organization by looking at absenteeism, illness and turnover rates, and performance problems. Talking with employees and getting their input via surveys, informal interviews or meetings, and other methods can help identify specific stressors. Having employee input and involvement will further improve engagement as well.
These strategies can help organizations support their employees and manage stress effectively:
Lead by Example. Managers and leadership should model healthy behaviors, such as maintaining boundaries and prioritizing self-care.
Encourage Work-Life Balance. Provide flexible work arrangements, such as remote work options or flexible scheduling, to help employees manage their responsibilities. Emphasize the importance of taking breaks and using paid time off to recharge. Work to limit after-hours emails and ensure employees have clear priorities to reduce unnecessary stress.
Offer Mental Health Resources. Promote access to Employee Assistance Programs (EAP) that provide counseling and mental health support. EAPs help assess and address a wide spectrum of personal issues that affect employee performance and productivity. Share information about mindfulness and stress-reduction techniques, such as guided meditation or breathing exercises.
Implement Holistic Well-Being Benefits. A program that addresses the overall well-being of employees, including physical, emotional, and financial health, can effectively lower stress and improve health. Promoting engagement in on-site support groups and stress management workshops alongside traditional wellness program components can help reduce stress while increasing productivity.
Cultivate Open Communication.Encourage managers to check in regularly with their teams and listen to their concerns. Create a safe space where employees feel comfortable discussing their challenges without fear of stigma. Utilize ongoing communications to raise awareness about available resources as well as efforts to address and reduce stress. This not only demonstrates the organization’s commitment to their employees’ health but also keeps these strategies top of mind for employees so they can take action.
Provide Professional Development and Growth Opportunities. Offer training on stress management, time management, and resilience. Help employees set realistic goals and provide the resources they need to succeed.
Foster a Positive Work Environment. Recognize and celebrate achievements, both big and small. Organize team-building activities to strengthen connections and promote a sense of belonging. Empower teams by providing autonomy where possible, allowing employees to make decisions and manage their workload in ways that work best for them.
Creating a Resilient Workforce
Supporting employees in managing stress isn’t just a one-time initiative—it’s an ongoing commitment. By integrating these strategies into your workplace culture, you can create an environment where employees feel valued, supported, and equipped to handle life’s challenges.
Laura Calcaterra, Vice President, EAP Clinical Operations at Health Advocate, is a Licensed Professional Counselor and a Certified Employee Assistance Professional who has worked in various mental health settings including EAP and 24/7 crisis support for over 25 years.
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