stress august 2010
DESCRIPTION
In-house training course to help managers at a civil engineering business reduce the stress levels of employees and spot the warning signs.TRANSCRIPT
Effectively dealing with stress
by Fluid
August 2010
Page 2
Contents
3-4 Introduction to Fluid5-6 Definition7-8 The legal position9-10 Relevant cases11-12 Management competencies13-14 Impact of managers’
behaviour15-16 Impact of stress on individual
employees17-20 Burning people out21-22 Staying calm23-24 Preventing stress25-26 Stress and sickness absence27-28 Other costs of stress29-30 Exercise A31-32 Stress and external
stakeholders33-35 Types of intervention for
managing stress36-37 Five steps to risk assessment-
HSE38-39 Persuading the organisation to
take action40-41 Measures employers use to
combat stress42-43 Monitoring and measuring
stress levels44-45 Factors that encouraged
employers to implement a stress reduction strategy 46-47 Exercise B48-49 Conclusion and questions
Page 3
Introduction
Page 4
Introduction to Fluid• Fluid Consulting Limited (Fluid) is a specialist
human resources consultancy headed by Tim Holden MCIPD
• 10 years in banking• 10 years in Human Resources consultancy• Fluid trading since 2006• The core services provided by Fluid are:
- Retention- Selection- Attraction- Remuneration & Reward - Outplacement- Training & HR consultancy
Page 5
Definition
Page 6
Definition
• Health & Safety Executive
Page 7
The legal position
Page 8
The legal position
• Health & Safety legislation• Disability Discrimination Act• EU legislation
Page 9
Relevant cases
Page 10
Relevant cases• McAdie v Royal Bank of Scotland• Deadman v Bristol City Council
Page 11
Management competencies
Page 12
Management competencies
• Respectful & responsible; managing emotions and having integrity
• Managing and communicating existing and future work
• Reasoning/managing difficult situations• Managing the individual within the team
Page 13
Impact of managers’ behaviour
Page 14
Impact of managers’ behaviour• Demands
• Control• Support• Relationship• Role• Change
Page 15
Impact of stress on individual employees
Page 16
Impact of stress on individual employees
• Impact of stress on physical health• Impact of stress on mental health and
state of mind• Impact of stress on
engagement/motivation/commitment
Page 17
Burning people out
Page 18
Burning people out 1 of 3“Hey, Sarah, we’re having a bad year, soif you want any kind of bonus at all, you’regoing to have to grin and bear it to just work harder than ever before.Sorry, I know it’s tough, but that’s justthe reality.”
Page 19
Burning people out 2 of 3“Hey, Sarah, I know that there’s a lot of pressure on you now, on all of us, really, and I want to make sure you’re getting it all done. Let me know how I can help.”
Page 20
Burning people out 3 of 3“Hey, Sarah, I know that there’s a lot of pressure on you now, on all of us, really, and I want to make sure you’re taking care of all the things that are important to you – not only at work but in other areas of your life, too – so that you don’t burn out. What small changes could you try here that would make things easier, so you’d have more energy to focus on performing well for our business? We desperately need your best efforts!”
Page 21
Staying calm
Page 22
Staying calm• Be a predictable leader• Map the anxiety in your situation• Correct overfunctioning and
underfunctioning relationships
Page 23
Preventing stress
Page 24
Preventing stressCarefully assess different job roles to identify the skills and competencies required Use personality assessment as a part of your recruitment strategy to ensure a good match between people and job rolesRemember that people respond in different ways under pressureGive people control over their workload and a high level of autonomy to buffer the negative effects of stressUnderstand your employees’ individual needs and responses in times of stressManage your own stress levelsUse teambuilding to create a supportive work environment that will help people manage the effects of stress.
Page 25
Stress and sickness absence
Page 26
Stress and sickness absence
• Sickness absence due to stress-related ill health
• Ill-health indirectly due to stress or exacerbated by stress
• Sickness absence as a way with coping with stressful work situations
• Sickness absence due to poor engagement/motivation/commitment
Page 27
Other costs of stress
Page 28
Other costs of stress
• Stress can lead to higher rates of accident and injury
• Stress can lead to workplace conflict• Stress can lead to poor employee relations
and disputes• Absence of stress management or high
stress levels may lead to increased insurance premiums
Page 29
Exercise A
Page 30
Exercise A
Page 31
Stress and external stakeholders
Page 32
Stress and external stakeholders
• Reputation/goodwill/PR• Employer brand, retention and recruitment• Investor relations
Page 33
Types of intervention for managing stress
Page 34
Types of intervention for managing stress (1 of 2)
• Primary interventions• Secondary interventions• Tertiary interventions
• Organisational interventions• Manager or team-level interventions• Individual interventions
Page 35
Types of intervention for managing stress (2 of 2)• Stress policy
• Training for managers on how to manage stress in their staff
• Stress risk assessments at team or individual level
• Learning & development interventions for individuals on stress management/coping/resilience
• Counselling• Return to work/rehabilitation
Page 36
Five steps to risk assessment-HSE
Page 37
Five steps to risk assessment-HSE
• Identify the hazards/stress risk factors• Decide who might be harmed and why• Evaluate the risks• Record the findings• Monitor and review
Page 38
Persuading the organisation to take
action
Page 39
Persuading the organisation to take action
• Establish the current situation• Generate data and proposals• Communicate using appropriate channels• Maintain ongoing buy-in
Page 40
Measures employers use to combat stress
Page 41
Measures employers use to combat stress
Counselling and employee assistance programmesPolicies on bullying/harassmentFlexible working/work life balance policiesWorkshops/training for managersWorkshops/training for employeesMassagesCognitive behaviour therapyMediaJob swapping/matching
Page 42
Monitoring and managing stress levels
Page 43
Monitoring and managing stress levels
• Performance or efficiency; stress or anxiety
• Symptoms and costs of chronic stress• Making lifestyle changes
Page 44
Factors that encouraged
implementation of a stress reduction
strategy
Page 45
Factors that encouraged implementation of a stress
reduction strategyCurrent economic climateConcern for staff wellbeingFear of legal claims by employeesHigh sickness absence figuresConcerns over productivityFear of H&SE improvement orderTime of business changeHigh staff turnoverAt staff request
Page 46
Exercise B-Case studies
Page 47
Exercise B
Page 48
Conclusion & Questions
Page 49
Conclusion
• Summary• Questions