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The Psychology of Managing Stress at Work
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Andrew Walton
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Sep 18, 2003 12:29 PDT
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Health and Safety legislation in this country puts responsibility on an
employer to ensure that the work environment is safe both physically and
mentally. Recent court cases have awarded compensation in instances
where excessive stress at work has been shown to cause psychological
illness. It is true to say that many people thrive on pressure. Knowing
there is a deadline frequently concentrates minds wonderfully. But
problems really arise when the pressure becomes stress. Stress can
emanate from many sources-not just at work. Divorce, home-buying,
bereavement, child/school conflict are common causes of worry. Being
able to cope with stress is increasingly becoming a necessary skill.
Some progressive companies have been pro-active in tackling this problem
amongst their work forces. The introduction by Occupational Health or
Human Resource departments of Employee Assistance Programmes (EAP) in
the past few years have allowed salaried staff and workers to have
access to an immediate source of information. This then enables them to
address the problem of stress without the need to see a Doctor. A
confidential free-phone telephone number allows instant access to
skilled and experienced counsellors who can then, if necessary, refer
the caller to a face to face counsellor locally, through their own
network of professionals. A broad range of issues are covered from
child care and elderly relatives, through debt management to
relationship problems and personal crises, as well as traumatic events,
which left unaddressed could lead to preoccupation and distraction in
the work place and failures and accidents at work. In a study in the
United States, it was discovered that at any given time nearly 10% of a
work- force can be preoccupied with personal, non-work related matters
giving rise to a 35% reduction in productivity and efficiency,
ultimately resulting in increased staff turnover, and long-term
absenteeism and illness. Research currently being undertaken indicates
that employees have a warmer appreciation of employers who provide these
EAP programmes, compared to others who don’t. Interestingly, these
employees much prefer that the service be out-sourced rather than
‘in-house’ as the latter is perceived to compromise confidentiality and
therefore its usage. The assuredness of confidentiality in these
circumstances is crucial to the success of the programmes since personal
revelations are less likely to be divulged if it is thought that they
would find their way onto personnel files.
Of course, being sensible and taking account of your own stress levels
is something everyone can do. Being aware of issues that are difficult
to deal with usually indicates that some help may be required. Taking
care of yourself physically is always a good start, in particular,
paying attention to a proper diet and work-life balance.
The old stigmas attached to seeking counselling are rapidly receding
and many people are now discovering the advantage of professional
assistance with stress related issues. Additionally, regular practice
of arts such as yoga, Pilates, meditation, and self-hypnosis has been
shown to have beneficial consequences.
If your company does not provide an EAP, a list of qualified
counsellors locally can be obtained from the British Association for
Counselling & Psychotherapy in Rugby, or by emailing us at ap-@psy.org
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