Stress in the Workplace... wake up to it!
comment Add Comment

Stress in the Workplace… wake up to it!

I couldn’t help but notice the change in Joe. The typically talkative and cheerful co-worker has become grumpy and dismissive over the last few weeks. This is how my conversation with an HR manager began. She was calling me to run a Wellbeing and Mental Health training for her staff and wanting me to answer the questions of “What should we be looking out for and how can we help?”

Joe was always the first to arrive at work, and among the last to leave. But then he started coming into work later and later, and was often in a rush to leave at the end of the day, too.  Eventually, after a few months, Joe handed in his notice and left.

Joe was suffering from stress, something that’s all too common in modern, high-demand workplaces. If this had been recognized and the people around him knew how to support him, he might have been able to get help and might still be with the company.

I want to help you learn how to identify stress in others, and explore a five-step strategy for tactfully offering your support, without becoming overburdened yourself.

How to Identify Stress in your Colleagues

Stress is what happens when the demands placed on someone exceed what he or she can readily cope with.

While a certain amount of pressure is a part of everyday life, and can actually help people to perform better, too much pressure can cause stress to build.

Even if your organization has a policy on mental health and an active HR manager or team, it’s most likely a friend or co-worker who’ll be the first person to notice a change in someone’s behavior that could indicate stress.

Signs of stress can include: 

  • Snapping at colleagues.
  • Losing concentration.
  • Putting off decisions.
  • Restlessness.
  • Emotional volatility.
  • Anxiety.
  • Erratic behavior.

Why Giving Support Matters

Even when you know that someone is suffering from stress, it can be difficult to broach the subject. You might be scared of causing offence, making it worse, or causing the other person to become angry or emotional. 

But offering your support can be a crucial first step in battling the often serious mental and physical problems caused by excessive stress, such as burnout, depression, sleeplessness, fatigue, and even heart disease (yes, you read that correctly!).

The problems caused by stress can also go beyond the individual who is suffering. It can begin to impact his or her performance at work, forcing others to “pick up the slack,” and relationships to break down.

Your support can help to the ease the impact of these “side effects” and to keep team relationships strong.

How to Support a Stressed Co-Worker

Here’s are 5 short, sharp and simple suggestions to help a colleague who is suffering from stress:

  1. Establish a Connection
  2. Find out if something else is going on 
  3. Suggest Practical Ways Forward (there’s heaps…feel free to contact me to discuss more)
  4. Offer Friendship
  5. Take care of yourself (I LOVE talking about Self-Care) 

Research shows that stress can have a “ripple effect” on the people that are close to the sufferer. Learning the skills to recognise the signs and symptoms and then take the next step towards helping people is paramount for any organisation.

By Amanda Lambros, Relationships, Mental Health, Grief and Loss Speaker and Counsellor, and Vice President MAREAA.

Tune in next week for more discussion about relationships and mental health.
 

Marriage and Relationship Education is a learning opportunity, much like you would do in any other important life event. Check out the video for couples on YouTube: https://youtu.be/xyuUl-JnIhM Keep up with the latest from the MAREAA online: www.mareaa.asn.au

Join us at www.mareaa.asn.au or sign up to our Newsletter: http://eepurl.com/bRigGf

comment Add Comment

It is in every company’s best financial interest to support employees and to invest in the promotion of Relationship Education and Family Wellness programs

If relationship education and family wellness improves a company’s overall financial health and increases profitability, it is then in every company’s best financial interest to support employees and to invest in the promotion of relationship education and family wellness programs at work (Turvey et al, 2006). To amplify the happiness and confidence of employees and to increase a company’s overall financial health and to maximise business potential, relationship education and family wellness programs can make a difference.

Various studies have demonstrated that employees who are happy in all aspects of their lives are more productive employees and hence improving relationships in and out of work is vital, for individuals, couples and families and for society. This suggests that the integration of marriage and relationship education and family wellness programs must be an economically driven priority.

Evidence shows that happily couples are more loyal and stable employees, have reduced job turnover rates, have lower rates of absenteeism, and are generally considered more dependable and motivated and have greater levels of engagement (Lavy, G. 2002). Another study found that when dual-income couples are happy, they have a greater level of commitment to their employers (Curtis, 2006).

Reflecting on the benefits of healthy relationships and family life to organisations, relationship education and family wellness programs should contain (or be extended with) a specific focus and integration of marriage and family wellness programs’ for those employees who are married or in a relationship to contribute to the overall productivity and profitability of businesses.

In order to help couple families and companies develop strategies to deal with the multiple demands on employees and their personal relationships, it is vital to devise and implement policies to enable employees to have healthy, functional personal relationships, and be fully engaged at work.

Tune in next week for more discussion about the Benefits of Relationship Education and Family Wellness Programs for Business Productivity.

References:

  • Curtis, J., 2006: The Business of Love. IOD Press: Florida.
    Turvey, M. D., & Olson, D. H., 2006: Marriage & Family Wellness: Corporate America’s Business? A Marriage CoMission Research Report. Minneapolis, MN.

Marriage and Relationship Education is a learning opportunity, much like you would do in any other important life event. Check out the video for couples on YouTube: https://youtu.be/xyuUl-JnIhM Keep up with the latest from the MAREAA online: www.mareaa.asn.au

Join us at www.mareaa.asn.au or sign up to our Newsletter: http://eepurl.com/bRigGf

comment Add Comment

More than 40 percent of all workers face high stress in their job, negatively affecting their productivity, health and family stability

High work stress and overload is often correlated with less positive relationships in and out of work, and while the issue of highly stressed workers is not new, the relentless pace of business today has made the problem worse (Schwartz, J et al, 2014). Driven by the always-on nature of digital business and 24/7 working styles, studies show that more than 40 percent of all workers face high stress in their job, negatively affecting their productivity, health and family stability (EKU Online, 2018).

Stress can be a two-way street between work and home where the subsequent stress from failing marriages begins to manifest in the workplace, increasing stress, leading to more stress at home, and the cycle continues. Learning and using healthy coping mechanisms can help individuals respond to stress in healthier ways.

Tackling the pressures and strains being experienced by Australian organisations, individuals, couples and families, leading companies are developing strategies that address societal concerns such as longevity and wellbeing, and the multiple demands on employees and their personal relationships. To enable employees to have healthy, functional personal relationships, and be fully engaged at work, employers are investing in Relationship Education and Wellbeing programs as both a social responsibility and a talent strategy. Highlighting the mutually positive benefits that a healthy dynamic between work and home-life can bring, this investment can help improve productivity and performance.

Relationship Education and Family Wellness programs are widely available to couples, intended to reduce the prevalence of relationship distress, divorce and the associated personal and social costs (Halford, W.K., et al 2003). Quickly learned and easily adapted, these programs have been proven effective in a variety of communities, cultures, and languages.

Well-being is becoming a core responsibility of good corporate citizenship and a critical performance strategy to drive employee engagement, organisational energy, and productivity (Agarwal, D. et al, 2018). If relationship education and family wellness improves a company’s overall financial health and increases profitability, it is then in every company’s best financial interest to support employees and to invest in the promotion of family wellness programs at work (Turvey et al, 2006).

Tune in next week for a discussion about work stress and home life stress and how both may impact negatively for businesses.

References:

  • Agarwal, D., Bersin, J., Lahiri, G., Schwartz, J., and Volini, E., 2018: Deloitte Global Human Capital Trends: The Rise of the Social Enterprise, 28 March 2018

  • EKU Online, ‘Work-related stress on employees health’, March 2, 2018

  • Halford, W.K., Markman, H, J., Galena, H,.K.,  and Stanley, S.M., 2003: Journal of Marital and Family Therapy, July, Vol. 29, No. 3, p385-406
  • Turvey, M. D., & Olson, D. H., 2006: Marriage & Family Wellness: Corporate America’s Business? A Marriage CoMission Research Report. Minneapolis, MN.

Marriage and Relationship Education is a learning opportunity, much like you would do in any other important life event. Check out the video for couples on YouTube: https://youtu.be/xyuUl-JnIhM Keep up with the latest from the MAREAA online: www.mareaa.asn.au

Join us at www.mareaa.asn.au or sign up to our Newsletter: http://eepurl.com/bRigGf

comment Add Comment

Separation and divorce represents a major life stressor that impacts work performance, resulting increased absenteeism and presenteeism, decreased health, increased anxiety and stress

Relationship quality at work or home is often a cause for decreased productivity – productivity impacted directly by work conflict or relationship breakdown.

We know work conflict between leaders and employees can have a significant impact on performance, however outside of work, where failing, unhealthy relationships or those in relational decline, businesses tend to bear the consequences in a variety of ways.

Despite the changes in community attitudes and family patterns, separation and divorce still represents a major life stressor for the individuals involved (Australian Psychological Society, 2018). Typically involving economic stress, with new residence arrangements, moving schools and work, and increased travel, separation and divorce exerts financial demands that can have flow-on effects for parent and child wellbeing (Smyth, 2004), and ultimately work performance.

Failing relationships at home can lead to affairs in the workplace, and up to 25% of these relationships lead to decreased productivity, and once couples divorce, this can disrupt the productivity of an individual worker for as long as three years (Lavy, 2002).

One study found that in the year following divorce, employees lost an average of over 168 hours of work time, equivalent to being fully absent four weeks in one calendar year (Mueller, 2005), this means that recently divorced employees are absent from work due to relationship-related reasons for over 8% of their annual time on the job (Turvey et al, 2006 p7).

While the financial implications of separation differ for men and women, women and single parent families typically experience significant economic disadvantage after separation (Austen, 2004; Cairney, Boyle, Offord & Racine, 2003; Smyth, 2004; Smyth & Weston, 2000) and these effects have direct implications for the workplace.

Primarily, as employees experience stress, their physical health suffers and they tend to have lower immune functioning (Waite and Gallagher, 2000). Relationship stress tends to spill over into job functioning, resulting increased absenteeism and presenteeism (being physically present but mentally absent), decreased health, increased anxiety and stress, and increased health insurance costs (Turvey et al, 2006 p7-8).

In order to help couple families, it is vital that companies develop strategies to deal with the multiple demands on employees and their personal relationships and implement policies to enable employees to have healthy, functional personal relationships, and be fully engaged at work.

Tune in next week for a discussion about work stress and home life stress and how both may impact negatively for businesses.

References:

  • Austen, S. 2004: Labour supply and the risk of divorce: An analysis of Australian data. Australian Economic Review, 37(2), 153-165.
  • Australian Psychological Society 2018; Child Wellbeing After Parental Separation, A Position Statement prepared for the Australian Psychological Society by the APS Public Interest Team.
  • Burnett, S. B, Coleman, L, Houlston, C and Reynolds, J., 2015: Happy Homes and Productive Workplaces – Summary Report of research findings. OnePlusOne and Working Families UK
  • Cairney, J., Boyle, M., Offord, D. R., & Racine, Y. 2003: Stress, social support and depression in single and married mothers. Social Psychiatry and Psychiatric Epidemiology, 38(8), 442-449.
  • Mueller, R. 2005: The effect of marital dissolution on the labour supply of males and females: Evidence from Canada.” Journal of Socio-Economics, 34, 787-809.
  • Smyth, B. 2004: Parent-child contact and post-separation parenting arrangements. Melbourne Australian Institute of Family Studies.
  • Smyth, B., &; Weston, R. 2000: Financial living standards after divorce. Family Matters(55), 11-15.
  • Turvey, M. D., & Olson, D. H., 2006: Marriage & Family Wellness: Corporate America’s Business? A Marriage CoMission Research Report. Minneapolis, MN
  • Waite, L., & Gallagher, M. 2000: The case for marriage. New York: Doubleday.

Marriage and Relationship Education is a learning opportunity, much like you would do in any other important life event. Check out the video for couples on YouTube: https://youtu.be/xyuUl-JnIhM Keep up with the latest from the MAREAA online: www.mareaa.asn.au

Join us at www.mareaa.asn.au or sign up to our Newsletter: http://eepurl.com/bRigGf