The document discusses the issue of workplace stress, its causes, effects, and management strategies. It emphasizes the importance of a supportive employer culture and effective coping mechanisms for both employees and managers. Various statistics and exercises are included to guide organizations in addressing and reducing stress within their workforce.

1. Tackling stressby Fluid February 2010

2. Page 2Contents3-4 Introduction to Fluid5-6 Definitions7-9 Statistics10-12 Causes of stress13-14 Impact of stress15-17 Coping with stress18-21 Managing the stress of others22-23 Exercise A24-32 How a caring employer can reduce stress33-34 Stress test35-36 Two schools of thought37-40 How does stress manifest itself?41-42 Health & wellbeing43-44 Exercise B45-46 Case studies47-48 Exercise C49-50 Conclusion and questions

3. Page 3Introduction

4. Page 4Introduction to FluidFluid Consulting Limited (Fluid) is a specialist human resources consultancy headed by Tim Holden MCIPD 10 years in banking10 years in Human Resources consultancyFluid trading since 2006The core services provided by Fluid are:Retention

5. Selection- Attraction- Remuneration & Reward - Outplacement- Training & HR consultancy

6. Page 5Definitions

7. Page 6DefinitionsHealth & Safety ExecutivePage 7Statistics

8. Page 8Statistics 1 of 269% of HR professionals consider stress to be a problem in their organisation

9. 64% of respondents said employees signed off with stress in the past 12 months have returned to work

10. 53% of respondents consider stress to be more of a problem than it was a year ago

11. 47% of respondents deal with employees suffering from stress by referring them to their GP

12. 42% of respondents think less than half of employee stress is caused by issues at workPage 946% refer employees for external counselling and 45% to occupational health

13. 33% of organisations have a policy in place for managing workplace stress

14. 27% of employers with turnover of less than £5M have stress management policies in place

15. 20% of HR professionals in manufacturing say their organisations have policies today, but 37% are developing policies

16. 18% of organisations have undertaken stress audits to identify causes of the problem in the workplace

17. 12% of employers had been forced to dismiss employees signed off with stress in the past yearStatistics 2 of 2

18. Page 10Causes of stress

19. Page 11Causes of stress 1 of 2An overly heavy workload

20. Too much pressure to meet targets or deadlines

21. Feeling that efforts are not recognised

22. Having an unsatisfactory work-life balance

23. Insufficiently challenging work

24. Lack of clarity about the role

25. Lack of autonomyPage 12Causes of stress 2 of 2Lack of involvement in decision making

26. Organisational change or restructuring

27. Working environment

28. Relationship with manager

29. Relationship with direct reports

30. Relationship with other colleaguesPage 13Impact of stress

31. Page 14Impact of stressReduced morale

32. Reduced performance

33. Absence

34. Team conflict

35. Increased staff turnover

36. Reduced profitsPage 15Coping with stress

37. Page 16Coping with stress 1 of 2I think through positive solutions

38. I spend more time planning tasks, projects and activities

39. I take time out to myself

40. I discuss the stressful situation with my friends and family

41. I delegate more

42. I discuss the stressful situation with my colleaguesPage 17Coping with stress 2 of 2I discuss the stressful situation with my manager

43. I develop solutions with my colleagues

44. I throw myself into leisure activities to take my mind off stress at work

45. I develop solutions with my manager

46. I ignore it

47. I develop solutions with my friends and family

48. I avoid tasks

49. I take more holiday time

50. I take more time off sickPage 18Managing the stress of others