Stress
Are increased workloads finally tipping the balance and causing workers to take sick time due to stress. Whilst many workers I’m sure will be concerned about having absence attributed to stress during this period of economic turmoil the 2011 Absence management survey report produced by the CIPD (based on 592 responses to an online survey questionnaire) indicates that stress based absence is on the rise. 42% of those responding to the survey were however either doing nothing or not aware of what was being done to combat stress in the workplace.
The survey gives categories which indicate the top causes of stress but in reality what are the causes? Is job insecurity altering management style for the worse? Are increased workloads to blames? Is the economic strain causing external stressors to become more severe causing stress to manifest in even greater instances in the workplace (frozen pay, relationship issues, inflation/standards of living etc.)? Change is something which causes people anxiety. Is the amount of change forced upon organisations adding to stress related absence as people feel insecure at work?
There are very sensible steps which are suggested in the survey to tackle stress such as using staff surveys, training for managers/staff and flexible working options/ improved work–life balance and 44% of respondents reported that they are going to have a greater involvement from occupational health in managing stress. I would suggest that utilising all of these methods is very sensible. Occupational Health involvement can often get to the root causes of stress which are often not even realised by the person who is absent as they have manifested at work, even if they were not caused by work.
It seems that some employers are looking to well-being initiatives to combat stress which is certainly a good thing, although we can’t have a one-size fits all approach to the problem it has to be a team based approach from all stakeholders including HR, Line Managers and Occupational Health, with maybe a good spot of employee engagement thrown into the mix.
Lets hope that an holistic management approach can alter this trend for the better.
Tony Bough Operations Manager, IOH