All of our programmes are designed to help individuals recognise and manage stress effectively. Sessions are devised to identify different types of stress (personal & professional) which might affect a person’s ability to perform well within the workplace and interact with colleagues.
Our programmes provide effective methods of managing negative stress (in themselves, colleagues and their team members) and are ideal for all employees regardless of their position & level of responsibility. We work through varied modules looking at signs and symptoms, triggers, assessment tools and then developing positive actions and strategies. We also work on simple but effective relaxation techniques – using group and individual exercises.
- Stress Proof My Life, Group Workshop (half day)
- Empowering Executive 121 Coaching (full day)
- Stress @ Work (6 modules)
- Stress Management Coaching (12 modules)
Studies have shown that short periods of exposure to stress are associated with reactions such as sleep disturbance, changes in mood, fatigue, headaches and stomach irritability.
Prolonged exposure (chronic stress) has been shown to be associated with a wide range of mental and physical health outcomes, including anxiety, depression, suicide attempts, sleep problems, back pain, chronic fatigue, digestive problems, autoimmune disease, poor immune function, cardiovascular disease, high blood pressure and peptic ulcers.
Other ‘human costs’ of stress at work include the emotional strain and reduction in quality of life.
At the organisational level, the financial implications of work-related stress are associated with deterioration of productivity, higher levels of absenteeism and employee turnover.
In the United Kingdom, in 2014/15, work-related stress caused workers to lose 9.9 million working days, and workers were absent for on average 23 days (HSE). Other national studies show, for example, that about a fifth of staff turnover can be related to stress at work (CIPD), and that among employees who state that they ‘always work under pressure’, the accident rate is about five times higher than that of employees who are ‘never’ subject to pressurised work (Eurofound). (NOTE: Office of National Statistics quote a higher figure of 15.2 million working days are lost due to stress.)
CIPD’s guide to estimating the costs of work-related stress to organisations.
Estimate the proportion of sickness absence that is stress related. Alternatively, research averages can be used, such as for example the HSE estimate that 43% of absence is stress related. Secondly, estimate the annual cost of sickness absence per employee. Alternatively, the CIPD in 2015 estimated this figure to be £554 per employee. Calculating the costs of work-related stress – multiply the figures from steps 1 and 2, and then multiply this figure by the number of employees in the company.
For example, for a company with 10 employees that wants to calculate an estimate of stress-related sickness, the formula would be:
(0.43 ´ 554) ´ 10
Estimated cost of stress related sickness absence = £2,382
and with 35 employees:
Estimated cost of stress related sickness absence = £8,338
Note: statistics vary so these are guidelines but they are current and conservative.
The overall median cost of absence per employee (£554) has fallen slightly compared with previous years, although there is considerable variation across organisations.
Causes of absence Minor illness remains the most common cause of short term absence, followed by musculoskeletal injuries, back pain and stress. The most common causes of long-term absence are acute medical conditions, stress, musculoskeletal injuries, mental ill health and back pain.
[Source: ONS – Sickness absence in the labour market: February 2014]
How do you as an organisation identify and manage stress in the workplace? Let us help you look at it from a logical and integrated perspective;
HOW – by looking at interventions focused on managing stress: primary interventions, which prevent stress (including the HSE Management Standards); the secondary interventions, to help cope with and manage stress; and the tertiary interventions, which deal with the impact of stress and to aid recovery and rehabilitation.