The role of HR in reducing employee stress

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          Employees at all levels and in all industries frequently suffer stress in the workplace. In fact, a study by the American Psychological Association discovered that stress at work is one of the main factors in the development of chronic health issues in the US, including heart disease and mental health issues. Therefore, it is essential for businesses to take action to control and lessen worker stress, and the human resources (HR) division is a key player in this process.

        It is the responsibility of HR professionals to create and put into effect programs and policies that support employee well being, including stress management. This entails not only locating the sources of stress at work but also giving staff members the tools and encouragement they require to handle stress in a healthy and beneficial way.

Figure 02: How employees deal with stress


Identification of Stressors

        Finding the origins of stress at work is the first step in managing employee stress. This can be done in a number of ways, such as by surveying the workforce, examining absenteeism and turnover rates, and monitoring workplace accidents and injuries.

       HR experts can address the sources of stress after they have been recognized. For instance, HR may collaborate with management to adopt initiatives to redistribute workloads, streamline procedures, or give additional resources to help employees manage their workload if a considerable proportion of employees are stressed out as a result of a heavy workload.

Providing Aid and Resources

      HR experts are in charge of not just addressing the causes of stress at work but also giving staff members the tools and assistance they require to manage stress. This could be giving people access to counseling services or mental health resources, offering flexible work schedules to help people manage their work-life balance, or giving people training and resources to help them learn coping skills and develop resilience.

       To help employees manage their stress and enhance their general well-being, some firms, for instance, have created employee wellness programs that include stress management training, meditation and mindfulness sessions, and other resources.

Stress Management Best Practices for Employees

    Although there isn't a one-size-fits-all strategy for handling employee stress, there are a number of best practices that HR professionals can use to create programs that effectively deal with stress. These consist of:

fostering a culture of support: HR professionals may encourage a culture of support by fostering open communication, granting access to mental health and counseling services, and creating chances for workers to connect with one another.

 Possibilities for self-care: HR managers can promote employee well being by providing possibilities for self-care, such as access to fitness centers, wholesome food options, and mental health resources.   

 Offering flexibility: By providing flexible work arrangements, such as job sharing, flexible schedules, and telecommuting, HR professionals can assist employees in maintaining a healthy work-life balance.

 Encouraging breaks and downtime: HR professionals can encourage staff members to take breaks and downtime throughout the working day, such as going for a stroll outside, practicing mindfulness, or doing something creative.

Giving employees training and education: HR professionals can give employees training and education to assist them develop resilience and coping mechanisms to manage stress.

Figure 03: reasons of stress

Conclusion

        Employee stress is a serious problem that can have a detrimental effect on both employee well-being and organizational performance in today's fast-paced and demanding work environment. In order to effectively manage employee stress, HR professionals must identify the sources of stress in the workplace, offer tools and assistance to employees, and put best practices for stress management into practice. By doing this, businesses may develop a culture of acceptance and well being that fosters worker success, productivity, and engagement.

References:

American Psychological Association. (2017). Stress in America: The State of Our Nation. Retrieved from https://www.apa.org/news/press/releases/stress/2017/state-nation.pdf

Chapman, D. (2019) 'Workplace Stress: A Silent Killer', Occupational Health & Safety, 88(8), pp. 28-31. Available at: https://ohsonline.com/articles/2019/08/01/workplace-stress-a-silent-killer.aspx (Accessed: 29 April 2023).

Figure01: https://www.shrm.org/hr-today/news/hr-magazine/PublishingImages/0906tyler3.gif  (online)

Figure02: https://www.shrm.org/hr-today/news/hr-magazine/PublishingImages/0906tyler2.gif  (online)








 



    

    



Comments

  1. SATHEESHMay 1, 2023 at 11:18 PM

    Nice topic and well presented. The whole writeup was very interesting to read. But the Point ""How employees deal with stress" was funny and lesson learning too. Thank you for sharing your knowledge here . Figure 03: reasons of stress - Contents an eye opening to me to think of employee side on my job role. Thank you.

    ReplyDelete
  2. SATHEESHMay 1, 2023 at 11:19 PM

    Nice topic and well presented. The whole writeup was very interesting to read. But the Point ""How employees deal with stress" was funny and lesson learning too. Thank you for sharing your knowledge here . Figure 03: reasons of stress - Contents an eye opening to me to think of employee side on my job role. Thank you.

    ReplyDelete
  3. Amila DevapriyaMay 4, 2023 at 8:34 AM

    Your post rightly pointed out that employee turnover can be costly for organizations, both in terms of financial resources and the loss of valuable talent.

    ReplyDelete

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