5 questions to determine if employees are at breaking point and how to support them
Stress is one of the most common causes of long-term work absence in the UK, according to the CIPD.
Around 18 million working days are believed to be lost each year due to work-related stress, as well as anxiety and depression.
Stress is a response by the human body when dealing with pressure – it can be normal and healthy.
However, too much stress over a prolonged period can have a negative impact on how we feel both physically and mentally, and how we perform at work.
The causes of work-related stress include:
- Job demands – such as excessive workloads or unrealistic targets.
- Lack of control over the way a job is performed.
- Not enough support from managers or colleagues.
- Difficult relationships with colleagues or bullying.
- Unclear job roles and responsibilities.
- Changes in the workplace – such as team structure.
- How to avoid burnout within your team
Extended periods of high-level stress can also lead to burnout, which is a state of physical and emotional exhaustion. Physical symptoms can include changes in mood, such as agitation, irritability and anxiety.
Burnout can be grouped into five areas. There are some key questions you should ask yourself as a manager to help avoid employee burnout.
1. Does your team have the resources they need?
2. Are they appropriately rewarded or recognised?
3. Do they have sufficient community or social support and positive human interaction?
4. Could there be a perceived lack of fairness in terms of resources, reward or community?
5. Are they being asked to do things that contradict their personal values?
How managers can provide support
For managers, recognising the signs, symptoms and underlying causes of work-related stress and burnout and dealing with it quickly can help reduce negative affects on employees, as well as protect productivity.
Employers also have a legal duty to assess the risks of stress to an individual’s health as well as help tackle the problem or cause. Businesses should be aware of stress-related issues and have policies to help deal with them.
Regular one-to-ones with team members allow them to raise concerns, so you can help address them.
It can sometimes be hard for an employee to admit being stressed at work, so giving options to talk to another colleague or signposting them to an employee assistance programme, for example, can be beneficial.
Be aware of stress
Stress Awareness Month is held every April to raise awareness about the causes and how to manage stress to improve mental and physical wellbeing.
Bupa’s stress awareness toolkit includes guidance for people managers on discussing stress and resources to share on managing stress.
In partnership with Bupa
Bupa's purpose is helping people live longer, healthier, happier lives and making a better world.
