Your SlideShare is downloading. ×
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Workplace stress and strain February 2012
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Workplace stress and strain February 2012

1,107

Published on

Half day open training event held in Toronto, Canada.

Half day open training event held in Toronto, Canada.

Published in: Business, Health & Medicine
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
1,107
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
17
Comments
0
Likes
1
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Workplace stress and strain by Toronto Training and HR February 2012
  • 2. 3-4 Introduction to Toronto Training and HR 5-6 DefinitionContents 7-8 9-10 Business advantages of taking an interest Top causes of stress at work 11-13 Tackling the issue 14-20 Signs of stress 21-24 Measures to reduce workplace stress 25-26 Key areas of work design 27-28 Long-term support 29-31 Resilience 32-33 How HR can manage stress 34-36 Managing employees who are absent with stress 37-43 Preventing work-related stress claims 44-46 Stress policies 47-50 Case studies 51-52 Conclusion and questions Page 2
  • 3. Introduction Page 3
  • 4. Introduction to Toronto Training and HR• Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden• 10 years in banking• 10 years in training and human resources• Freelance practitioner since 2006• The core services provided by Toronto Training and HR are: - Training event design - Training event delivery - Reducing costs - Saving time - Improving employee engagement & morale - Services for job seekers Page 4
  • 5. Definition Page 5
  • 6. DefinitionWhat is work-related stress? Page 6
  • 7. Business advantages of taking an interest Page 7
  • 8. Business advantages of taking an interestImproving productivityReducing absenceIncreasing qualityBetter customer serviceStaff retentionIncreasing loyalty and motivationAttracting the best people Page 8
  • 9. Top causes of stress at work Page 9
  • 10. Top causes of stress at workWorkloadsExternal relationshipsOrganizational change and restructuringManagement styles Page 10
  • 11. Tackling the issue Page 11
  • 12. Tackling the issue 1 of 2Employee surveysTraining for managers and/or non-managersRisk assessmentsEmployee Assistance programsFlexible working optionsImproved work–life balance Page 12
  • 13. Tackling the issue 2 of 2Policy, procedures and systems auditProblem-centred approachWellbeing approachEmployee-centred approach Page 13
  • 14. Signs of stress Page 14
  • 15. Signs of stress 1 of 6WORK PERFORMANCEdeclining/inconsistent performanceuncharacteristic errorsloss of control over workloss of motivation/commitmentindecisionlapses in memoryincreased time at worklack of holiday planning/usage Page 15
  • 16. Signs of stress 2 of 6REGRESSIONcryingargumentsundue sensitivityirritability/moodinessover-reaction to problemspersonality clashessulkingimmature behaviour Page 16
  • 17. Signs of stress 3 of 6WITHDRAWALarriving late to workleaving earlyextended lunchesabsenteeismresigned attitudereduced social contactelusiveness/evasiveness Page 17
  • 18. Signs of stress 4 of 6AGGRESSIVE BEHAVIOURmalicious gossipcriticism of othersvandalismshoutingbullying or harassmentpoor employee relationstemper outbursts Page 18
  • 19. Signs of stress 5 of 6OTHER BEHAVIOURSout of character behaviourdifficulty in relaxingincreased consumption of alcoholincreased smokinglack of interest in appearance/hygieneaccidents at home or workreckless drivingunnecessary risk taking Page 19
  • 20. Signs of stress 6 of 6PHYSICAL SIGNSnervous stumbling speechsweatingtiredness/lethargyupset stomach/flatulencetension headacheshand tremorrapid weight gain or lossconstantly feeling cold Page 20
  • 21. Measures to reduce workplace stress Page 21
  • 22. Measures to reduce workplace stress 1 of 3ACTIONS TAKEN COULD INCLUDEUndertaking a stress audit and subsequentlydirecting resources to reduce or eliminate thesources of stressPeople management skills development formanagers at all levelsThe development of a supportive work ethos toencourage staff to discuss stress and seek supportwhen experiencing stress Page 22
  • 23. Measures to reduce workplace stress 2 of 3OTHER INTERVENTIONS MAY BE CONSIDEREDWHEN SOURCES OF STRESS CANNOT BEELIMINATEDStress management and training in relaxationtechniquesPromoting healthy behaviour and exercisePersonal counselling schemes Page 23
  • 24. Measures to reduce workplace stress 3 of 3Do you have a policy on mediation and do youknow who to turn to if you want to offer it?Do you have policies on rehabilitation and phasedreturns to work or are members of youroccupational health team trained on these issues? Page 24
  • 25. Key areas of work design Page 25
  • 26. Key areas of work designDemandsControlSupportRelationshipsRoleChange Page 26
  • 27. Long-term support Page 27
  • 28. Long-term supportDo you have policies in place or managementtraining to help prevent this issue occurring again?Do you have policies or guidance about reasonableadjustments and on-going support for employeeswho have suffered from stress? Page 28
  • 29. Resilience Page 29
  • 30. Resilience 1 of 2Definition Page 30
  • 31. Resilience 2 of 2KEY COMPONENTSSelf-beliefOptimismPurposeful directionAdaptabilityIngenuityChallenge orientationEmotion regulationSupport seeking Page 31
  • 32. How HR can manage stress Page 32
  • 33. How HR can manage stressObservationRegular reviewSupportive environmentIndividual approachWatch for presenteeism Page 33
  • 34. Managing employees who are absent with stress Page 34
  • 35. Managing employees who are absent with stress 1 of 2Do you have a sickness absence policy that makesreference to the possibility of home visits?Do you have a standard list of questions that youcan ask specialists in order to determine whether aworker is suffering from a disability?Do you have access to occupational healthspecialists so that you can refer the employee for amedical examination? Page 35
  • 36. Managing employees who are absent with stress 2 of 2Do you have internal or external resources toconduct a risk assessment in relation to someone’srole?Do you have a process to ensure that someonewho is suffering from work-related stress has adedicated point of contact during their absence(this should not be their manager if they arehaving issues with that manager)? Page 36
  • 37. Preventing work-related stress claims Page 37
  • 38. Preventing work-related stress claims 1 of 6Do you encourage regular dialogue betweenmanagers and employees?Is there a system – either formal or informal –whereby managers and staff can catch up at leastmonthly? Are these meetings documented (i.e. inan email or via an agenda)? Page 38
  • 39. Preventing work-related stress claims 2 of 6Before employees are promoted to managementlevel, are they given training that covers:Good people management techniquesBeing able to recognize signs of stress, forexample, when people change their behaviour atworkAn understanding of their legal obligations from aliability perspective regarding the health, safetyand welfare of their people Page 39
  • 40. Preventing work-related stress claims 3 of 6Is there a policy, intranet guidelines or anyavailable information for employees on what theyshould do if they are suffering from stress at work?How accessible is this policy/guidance? Try typing‘stress’ into your intranet search engine – what isthe answer?Do you conduct risk assessments in relation to anyparticular roles or do you have procedures in placeto enable you to carry one out if necessary? Page 40
  • 41. Preventing work-related stress claims 4 of 6Do you have an employee counselling service? Ifso, is it widely-known about by staff and are theyaware that they can access it for help with work-related stress? Try typing ‘employee counselling’into Google – what is the answer?Do you conduct an annual survey that asks peoplewhether they have suffered from stress? If asurvey is carried out, what actions result from anydisclosures in that regard? Page 41
  • 42. Preventing work-related stress claims 5 of 6Adopt flexible working practices – think aboutaltering working hours, enabling remote workingor even just permitting employees to attendimportant family events if they need toBe honest if the organization is going through atough time – if staff know what is happening, theyare more likely to pull together and may even haveinnovative ideas that could help to improve thesituation Page 42
  • 43. Preventing work-related stress claims 6 of 6If providing salary increases proves difficult, offerother inexpensive incentives such as in-housetrainingPromote a ‘fun’ culture as laughter can serve toboost morale Page 43
  • 44. Stress policies Page 44
  • 45. Stress policies 1 of 2POLICIES SHOULD INCLUDEBegin with a clear statement which shows that theorganization is committed to developing a workingenvironment that promotes the health and well-being of the organization and its employeesBe supported by senior managementBe kept under constant review together with otherpolicies, procedures and initiatives to ensure thatthey maximize employee well-being Page 45
  • 46. Stress policies 2 of 2POLICIES SHOULD INCLUDEProvide for identification of and a regular review ofthe key well-being indicatorsEnsure the provision of effective advice, support,counselling and training to enhance employeewell-beingIncorporate the process for evaluating theeffectiveness of all wellbeing initiatives Page 46
  • 47. Case study A Page 47
  • 48. Case study A Page 48
  • 49. Case study B Page 49
  • 50. Case study B Page 50
  • 51. Conclusion and questions Page 51
  • 52. Conclusion and questionsSummaryVideosQuestions Page 52

×