As an employer, it is our legal and moral obligation to ensure all of our workforces, wherever the work location is seen, valued and supported, are healthy physically and mentally. But what are the signs we should be looking out for, and what employee well-being strategy do we have in place?
Ensuring your team does not reach boiling point with work-related stress resulting in performance issues or the burnout resignation email is essential to maintain productivity, the morale of the department and the individual's well-being. Here are five signs to look for before you take steps to manage it.
Withdrawal
Withdrawal is a common sign to notice in your team member if they are engulfed in stress. The absence of the usual enthused personality is usually when you can tell there is an issue. From arriving late and leaving early to not contributing to meetings, shows they lack interest in progressing. Noticing that individuals are isolating themselves can be harder to identify as more people work remotely, but failure to have cameras consistently may also be a sign.
Emotional Reactions
This is the complete opposite reaction to withdrawal. The individual will become emotional, sensitive and defensive or tearful. People suffering from stress have mixed emotions; irritability, anger, sadness and anxiety due to this emotional and mental pressure. The slightest thing may trigger these feelings resulting in them feeling overwhelmed and stressed. For example, noticing snappy reactive emails or defensive, uncomfortable encounters in meetings may be signs of a team member dealing with stress.
Poor performance
Failing to meet targets, constant mistakes, and a decline in the quality of work can be signs that an employee is under much stress. The stress could result from not being able to manage the workload, or their confidence in their ability has taken a hammering. Losing the confidence to speak up can have a terrible effect on the individual and the rest of the team when they keep quiet and suffer in silence.
Absences
Sickness is expected now and again, but when an employee has more sickness-related absences or fails to arrive at work, it can be seen as potentially work-related stress issues. Remote working absence from meetings or a couple of hours off during the working day due to feeling ill for the fifth time in the last month is a potential sign that the employee has an issue that needs to be supported.
High Staff Turnover
When enough is enough, the grass is definitely greener. Staff who feel they cannot handle the demands of the role or the company resignations will begin, and the exodus happens in search of new opportunities. When work-related stress creeps into someone's personal life, they need a light at the end of the tunnel, and resignation is the only option.
Taking the stress out of your team's working life is essential, so once you have identified strain, it's about supporting their well-being. YPO's 1101 framework 'Occupational Health and Employee Assistance Programme' supports well-being by providing routes to market for occupational health, and employee assistance programmes. The employee assistance programmes delivered via the framework provide valuable employee benefit, helping employees with their personal and professional problems that may be impacting their home and/or work life and well-being.
The aims of an employee assistance programme include the following:
- Improved morale and work environment within the Contracting Authority
- Reduced stress and improved overall health of employees within the Contracting Authority
- Reduced employee absence from work and stress
- Provision of immediate and confidential support for employees
- Improved employee retention via early intervention and prevention
Don't let stress prevent your team's success; contact one of our team today to learn more about our Occupational Health and Employee Assistance Programme framework.
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