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Stress Management for Line Managers Sue Temple Mukesh Gohil Wednesday 14 th July 2010
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Stress Management for Line Managers
Sue TempleMukesh Gohil
Wednesday 14th July 2010
Objectives
To understand what is meant by work-related stress and how it impacts on organisations
To be familiar with the key policies relating to workplace stress
To identify the key triggers
To adopt measures to address the impact of stress
01
Introductions…..
02
What do people want from their jobs?
03
04
Factors for satisfaction Factors for Dissatisfaction
Achievement Company policies
Recognition Supervision
The work itself Relationship with supervisor and peers
Responsibility Work conditions
Advancement Salary
Growth Status
Security
Herzberg’s Motivation – Hygiene Theory
05
Herzberg’s Motivation – Hygiene Theory
Key Points: Satisfaction is not the opposite of
dissatisfaction
The relationship between motivation and job satisfaction is not overly complex
06
The Ideal State
Demands on employees are adequate and achievable within the agreed hours of work
People’s skills and abilities are matched to job demands
Jobs are designed to be within the capabilities of employees
Employees work concerns are addressed
07
What is stress?
08
HSE defines stress as ‘ the adverse reaction people have to excessive pressure or other types of demand placed on them’
Definition of stress
Stress Seesaw
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Pressure and Performance
10
Recognising stress in staff members
Fight or flight response
11
Recognising stress in staff members
Signs and symptomsEmotional
Behavioural
Physical
12
The Business Mentality 5 Minute Stress Check
Workplace Stress – Costs
Accidents and errors
Recruitment
Customer complaints and lost customers
Disaffected staff, low morale
Absenteeism and presenteeism
13
Workplace Stress – Legalities
Health and Safety at Work Act 1974.. to secure the health, safety and welfare of persons at work
The Management of Health and Safety at Work Regulations 1999.. requires employers to carry out regular risk assessments, identify hazards and take appropriate action
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Workplace Stress – Legalities
ResponsibilitiesIndividual
Manager
Employer
15
Workplace Stress – Triggers
Recognising stress in others
Anticipating stressful situations
16
The HSE Management Standards
Demands
Control
Support
Relationships
Role
Change
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The HSE Management Standards – Demands
The standard is that:Employees indicate that they are able to cope with the demands of their job
Systems are in place locally to respond to any individual concerns
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The HSE Management Standards – Demands
What should be happening:The organisation provides employees with adequate and achievable demands in relation to the agreed hours of work
People’s skills and abilities are matched to the job demand
Jobs are designed to be within the capabilities of employees
Employees concerns are addressed
19
The HSE Management Standards – Control
The standard is that:Employees indicate that they are able to have a say about the way they do their work
Systems are in place locally to respond to any individual concerns
20
The HSE Management Standards – Control
What should be happening:Where possible, employees have control over their pace of work
Employees are encouraged to develop new skills to help them undertake new and challenging pieces of work
Employees have a say over when breaks can be taken
Employees are consulted over their work patterns
21
The HSE Management Standards – Support
The standard is that:Employees indicate that they receive adequate information and support from their colleagues and superiors
Systems are in place locally to respond to any individual concerns
22
The HSE Management Standards – Support
What should be happening:The organisation has policies and procedures to adequately support employees
Systems are in place to enable and encourage managers to support their staff
Employees know what support is available and how and when to access it
Employees receive regular and constructive feedback
23
The HSE Management Standards – Relationships
The standard is that:Employees indicate that they are not subject to unacceptable behaviours, such as bullying at work
Systems are in place locally to respond to any individual concerns
24
The HSE Management Standards – Relationships
What should be happening:The organisation promotes positive behaviours at work to avoid conflict and ensure fairness
Employees share information relevant to their work
The organisation has agreed policies and procedures to prevent or resolve unacceptable behaviour
Systems are in place to enable managers and employees to report and deal with unacceptable behaviour
25
The HSE Management Standards – Role
The standard is that:Employees indicate that they understand their role and responsibilities
Systems are in place to respond to any individual concerns
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The HSE Management Standards – Role
What should be happening:The organisation provides information to enable employees to understand their role and responsibilities and the different requirements it places on employees are compatible
The organisation ensures that, as far as possible, the requirements it places upon employees are clear
Systems are in place to enable employees to raise concerns about any uncertainties or conflicts they have in their role and responsibilities
27
The HSE Management Standards – Change
The standard is that:Employees indicate that the organisation engages them frequently when undergoing an organisational change
Systems are in place locally to respond to any individual concerns
28
The HSE Management Standards – Change
What should be happening:Employees are provided with timely information to enable them to understand the reasons for proposed changes
Employee are given adequate consultation on changes and provided opportunities for employees to influence proposals
Employees are aware of the probable impact of any changes to their jobs
Employees are aware of the timetable for changes
Employees have access to relevant support during changes
29
The HSE Management Standards – Stress Risk Assessment
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Model of Workplace Stress