Identifying Workplace Stress: Early Warning Signs and Prevention Tactics

According to a recent report by Headspace, 86% of workers have experienced moderate, high, or extreme stress in the past year!?

There's no denying that we live in a hyper-competitive society, and the desire to climb up the ranks has taken over the professional mindset.?

This sets off a chain reaction, impacting mental and physical well-being, causing a decline in productivity, creating a negative workplace environment, and ultimately affecting organizational success.

How much stress is too much stress?

Stress is a natural response to threats and dangers, experienced by all of us in our day-to-day lives,? but the degree is relative.

In fact, some amount of stress is even beneficial as it helps people stay alert, cautious, focused, and productive.?

But what happens if it goes up a notch??

Stress can be manageable as long as it doesn’t cross a certain threshold!

Of course, individual thresholds vary, but when stress begins to affect mental health, and spills out of work into everyday life, impacting productivity and relationships, it does indeed become a matter of serious concern. In fact, leaving issues related to workplace stress unaddressed can cost your organization dearly!

To put things into perspective: job stress is estimated to cost the US industry more than $300 billion in losses due to absenteeism , diminished productivity, and accidents! Alarming to say the least! Is there a solution to this? The answer is YES!

Red flags to look out for employers at the workplace?

High amounts of workplace stress set the stage for burnout - the result of chronic workplace stress that has not been successfully managed.?

Here are some early warning signs -?

• Poor performance: When an employee uncharacteristically starts missing deadlines, avoids tasks, submits poor-quality work, exhibits poor decision-making, and makes simple mistakes, employers MUST take note.
• Demotivated employees: If an employee displays low levels of engagement, has low morale ,? comes in late to work, misses deadlines, skips meetings, and takes long breaks, you might be dealing with more than just an employee acting up.
• Displays of emotional outbursts: When an employee starts blurring the lines between professional conduct and inappropriate behavior, it is a matter of concern, especially if there were no substantial triggers.
• Misconduct: Simple mistakes can be overlooked once or twice, but when breaking workplace policies becomes habitual, it can have significant consequences and is a clear early warning signal.
• Health and job complaints: Occasional health and job-related complaints are normal, but when they become frequent and impact work and the employee’s overall wellbeing, it must be looked into.
• Absenteeism: When an employee begins to skip work frequently without any valid reason, or takes excessive time off especially without notice, it should be flagged as it is not normal or acceptable behavior.
• Presenteeism: On the other hand, even after being fully present at work physically, if an employee is only making errors and performing poorly, it’s a sign of underlying issues.
• Isolation: When an employee begins to isolate themselves at work, avoids team gatherings, and keeps to themselves, these are all cries for help or indicators of stress.
• Employee turnover: High rates of employee turnover are a sign that something may not be right at your workplace and that an investigation is warranted. Measures must be taken at the earliest to address underlying issues.

Prevention is better than cure: What can employers do to prevent and address workplace stress?

Identify the root cause:?

Conduct discussions with employees, surveys, and forums to gather honest feedback and use this information to take necessary steps.

Effective communication strategies:?

Clearly communicate expectations and provide a safe space for employees to voice their concerns. De-stigmatize mental illnesses and encourage open discussions.?

Provide constructive feedback:?

Conduct one-on-one discussions with the affected employees to understand their problems.?

Offer constructive and actionable feedback to help them address their issues and improve their performance.

Ensure a safe and positive workplace environment:?

A toxic workplace is a major stressor. Efforts to create and maintain a positive environment are essential.

Develop a strong workplace culture, conduct regular check-ins and encourage communication and collaboration.?

Formulate a stress management policy:?

Employers must develop comprehensive stress management policies in consultation with employees and mental health professionals to address workplace stress effectively.

Avoid unrealistic deadlines:?

Unrealistic deadlines are a major source of stress for employees.?

Avoid setting tight deadlines that are difficult to meet. Ensure that they’re reasonable and provide ample time for task completion.

Offer rewards and incentives:?

Positive reinforcement is essential for motivating employees.?

Provide incentives and rewards for good performance to promote employee engagement and satisfaction.

Take active measures to promote work-life balance:?

Achieving a work-life balance is challenging for many workplaces.?

Lead by example, avoid encouraging after-hours work, be flexible with schedules, and encourage employees to take time off when needed.

No one-size-fits-all approach but…

There is no set way to deal with this issue, no one-size-fits-all solution. Measures depend on identified stressors, company culture , and individual experiences.?

The bare minimum calls for being empathetic and sensitive and avoiding generic approaches to unique scenarios.?

Remember - formulate and implement interventions based on the specific nuances of each case, and do make sure to follow through, as actions can go a long, long way.?

Thank you for reading!

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