By Kavya Sharma, Student, DAV College, Chandigarh
An organisation is nothing without its hardworking employees who are grinding themselves and thriving to deliver as per the organisation’s demands and objectives. In return, the organization too must consider some responsibilities towards its employees.
While working hard to cater to the needs of their employers and the organization, individuals often tend to feel stressed, overloaded and may even reach the stage of burnout. Such conditions of the employees may even hamper their output as well as the quality of output. Hence, helping employees manage stress in the workplace is no longer just a personal health concern, but a business imperative which has a lot to do with productivity and engagement.
Latest reports state that nearly all employees (approx. 90%) are stressed on the job, and 80% state that stress hampers their productivity and quality of work. It was also found that nearly half of the employees (44%) actively think about quitting their current job because of stress and workload. (Stress in the Workplace, 2024 – Reports)
The causes of stress in a workplace are wide-ranging, from lack of autonomy and unclear communication to extensive workloads, unrealistic demands and poor managerial support, and many more. Such factors play a key role in causing tremendous amount of stress among the employees which often leads to increased absenteeism, low productivity, decreasing turnover, and increased healthcare expenses.
To maintain a good productivity and survive in today’s competitive market, employers must offer more than the typical wellness perks and benefits. Stressed workers can be dealt with by implementing holistic, practical and evidence-based changes that create a healthier, more resilient and positive workplace culture. Following are some of the ways an organization/employer can reduce employee stress so that they as well as the organization can thrive.
Regular check-in with stressed employees
Regular one-on-one check-ins and open and effective communication may help the management to deal with stressed employees. These efforts enable the leaders/employers to identify the employee stress before it escalates. Staying actively engaged and involved with the workforce ensures identification of early warning signs of stress, such as – certain changes in behavior, decreased performance potential, increased absenteeism rates, or constant state of irritation and anger, so that they can be dealt with at accurate time with effective ways. Once the problem is identified, it can be addressed before the entire team is impacted.
Empathetic check-ins also promote trust and honesty, creating a healthy workplace environment.
There are certain strategic ways how leaders can create psychological safety in the workplace and encourage their employees’ well-being:
- Using active listening
- Demonstrating support and empathy
- Engaging in supportive communication
- Delivering consistent, constructive feedback, not criticism
- Resolving conflicts early and effectively
- Identifying and addressing bias
- Making employees feel as an important part of the organization, make them feel valued
Set clear boundaries to support work-life balance
The absence of a healthy work-life balance significantly contributes to employee burnout and stress in the modern workforce. Research indicates a strong correlation between work-life balance and both job performance and satisfaction. By setting clear expectations and implementing strong policies aimed at harmonizing personal and professional lives, organizations can empower employees to disconnect and recharge, ensuring they perform at their best while working.
To promote employee work-life balance:
- Define explicit policies regarding after-hours emails and work requests.
- Clarify policies related to holidays and time off.
- Encourage leaders to model healthy boundaries themselves. .
- Provide mental health days and personal leave.
- Allow employees the freedom to manage their schedules and responsibilities.
Studies indicate that such employee centered measures not only enhance job satisfaction and performance but also help minimize family conflicts.
Mental health resources and tools.
Providing mental health resources is a crucial component of helping employees manage stress. This may encompass counseling services, mental health workshops, digital tools and initiatives like “Fun Fridays”, but it’s only effective if employees know about them and can access them easily.
Despite making progress in decreasing the stigma surrounding mental health, it still persists. Fear and a lack of information often hinder the use of many resources that employers provide. However, investing in these resources is worthwhile. The World Health Organization (WHO) states that for every $1 spent on mental health, there is a return of $4 in enhanced employee health and productivity. Such initiative can increase utilization, minimize absenteeism foster a culture that values seeking assistance.
Rebalance workloads
Unrealistic workloads and inefficient processes are top contributors to workplace stress. Employees who are overloaded or weighed down by unnecessary meetings, last moment tasks, substitute work/duties and ineffective workflows are more stressed and are likely to disengage, often increasing absenteeism.
Employers can eradicate or manage such situations by:
- Regularly assessing workloads to ensure fairness among employees
- Streamlining internal goals and processes to eliminate unnecessary steps and tasks
- Clarifying priorities and responsibilities.
Give employees autonomy
Autonomy involves allowing individuals to control how, when, and where work gets done. It has a powerful impact on stress reduction and employee engagement. Autonomy builds trust and helps employees perform at their best. It also means they’re more likely to take ownership of their work, be innovative, more efficient and manage stress effectively.
Employers can foster autonomy by:
- Limiting strict processes
- Including employees in goal-setting
- Respecting individual work styles
- Allowing independent decision-making
- Offering development and advancement opportunities
- Encouraging experimentation and innovation
Create space for recovery, not a mere time-off
It is important to develop an environment for recovery and which fosters resilience among employees. It’s obvious that vacations and holidays play a crucial role in supporting employees facing stress. However, everyday recovery might be even more critical for ongoing well-being. In today’s world, merely providing time off is insufficient. If team members feel obligated to work during their personal time or are consistently overwhelmed upon their return, it can be even more harmful. Fostering a culture that prioritizes recovery allows employees to rejuvenate and sustain their performance over the long run.
Some effective strategies that can be employed include:
- Encouraging regular short breaks throughout the day.
- Providing no-penalty mental health days.
- Not providing work when employee has taken an off, or it’s a pre-stated holiday, unless the work is too urgent.
- Creating quiet spaces in the workplace.
Creating good work environment
Creating a good work environment goes beyond just supportive leadership and positive communication, it also involves designing a physical space that promotes comfort, creativity, and well-being. A well-thought office setup can significantly enhance employee morale and productivity. This includes clean, accessible restrooms, dedicated coffee counters, and the availability of essential refreshments like tea, coffee, bread, and energy boosters such as Glucon-D. Relaxation zones or gaming rooms can provide much needed mental breaks, fostering a balanced and engaging workplace. When employees feel cared for both emotionally and physically, they are more likely to stay motivated, collaborative, and committed to their work.
Conclusion
In conclusion, fostering a workplace environment that actively addresses and mitigates employee stress is no longer a perk but a fundamental strategic imperative for any thriving organization. The data overwhelmingly demonstrates that stressed employees lead to decreased productivity, low turnover and higher healthcare costs. By implementing holistic and evidence-based approaches that prioritize employee well-being, organizations can cultivate a resilient, engaged, and ultimately more productive workforce. Prioritizing employee well-being isn’t just about doing the right thing, it’s an investment that yields significant returns for both individuals and the entire business.