Stress Management

Management Consultancy - Stress Management

Peak Performance approaches stress management from four levels. These do not necessarily have to follow a chronological order and some actions can be happening from different levels at the same time.

The four levels are AWARENESS, INTERVENTION, ACTION and REVIEW

awareness
action
intervention
review

 

 

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1. AWARENESS

This can be provided in different forms:

a) Short seminars Useful for HR or occupational health departments who may need to create stress awareness amongst senior management and demonstrate the reasons for addressing the issue of stress in the workplace.

b) Senior Management Briefings Aimed specifically at senior management teams a 3 hour seminar to explain the necessity for stress management in organisations. Includes the business case with evidence of success in companies who have implemented stress management initiatives. Also includes legal duty of care and HSE guidelines for meeting legal duties. Addresses role of managers at all level in tackling organisational stress and how a manager can reduce stress for their staff.

c) Awareness training for staff. This is aimed at raising awareness in all levels of staff and explaining the need to take part in any stress audits. Causes of stress will be discussed enabling responses may be used to produce a relevant stress audit.

 

2. ACTION

Setting up a Stress Management Project

Stress management works most effectively if it is introduced as a project. This will necessitate senior management commitment, a project leader and a working party.

Research shows in large organisations such projects are most effective if HR, occupational health and health and safety are involved. Where possible working parties should also represent all aspects of the business and staff of all levels. Where applicable union representatives should also be involved.
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Producing a Stress Management Policy

Depending on the size of the organisation this may be formal or informal. It may form part of a general well being policy. Focus group research may first be required to feed back into the policy. This could be done using Personal Stress Management training in different areas of the organisation.

A Stress Management policy should include:
  • Commitment from senior management -through communication and example
  • Training managers in HSE guidelines and risk assessment of stress
  • Recognition of good management practice and training when necessary
  • Guidelines for managers to follow if stress is identified
  • Pathway to HR if management is unable to cope
  • Pathway for individual to get help other than immediate manager
  • Proactive stress management training for all either training courses, videos
  • Stress management literature available
  • Outside help should it be necessary
  • Constant Review.

Communicating

Staff need to be aware why stress is being tackled and why an audit is being carried out. They need to understand the need for them to take part in any initiatives. This may have been done during awareness if not posters, leaflets e mail, meetings are required.

Carrying out a Stress Audit

Carried out when an organisation understands the need to investigate any potential causes of stress at work and wishes to find out is it is a problem and if so how and where. Can identify which departments are most at risk. Can use existing data and stress surveys.

Focus Groups

For small organisations and departments, instead of, or to supplement an audit, small focus groups may be held, Outcomes fed back to senior management.

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3. INTERVENTION

When problems are identified via audits and focus groups INTERVENTION is necessary.

Communication again!

Results of audit and focus groups need to be communicated to all levels of the organisation. This may be through written communication or via team meetings.

Focus groups to decide action plans

These need to be set up to discuss ways which things can be improved and actions decided.

Focus groups may be representative of large departments and organisations or may comprise a team discussion. The important thing is to decide eon action and ensure these are carried out. An action plan will help here.

Action may involve:
  • Change in working practices or conditions.
  • Improving management approach – management training or coaching in basic management skills
    • Time Management
    • Assertiveness
    • Effective Delegation
    • Handling meetings
    • Effective appraisals
    • Communication skills
    • More in depth Stress Programmes
    • Understanding personal behaviour and drivers
    • Addressing faulty thinking
  • Providing , counselling, 1:1 coaching or EAP if available
  • Training all levels of the organisation in handling personal stress. This may be done by :
    • Training courses
    • Leaflets could be produced and distributed to all staff.
    • Self help packages produced and made available - paper based or computer based.
  • Attending specific work skills based courses

 

4. REVIEW

Once stress management initiatives have been introduced it is important to review their effectiveness. This can be done by looking at ongoing data such as staff absence and productivity figures. It is also a good idea to repeat assessments annually. However for action plans it is important that ongoing progress is monitored by discussions with staff. ApP can help facilitate such discussions and assist in data analysis.

THE HSE APPROACH

ApP is completely up to date with all the latest Health and Safety initiatives including the most recent “Health work and well-being - Caring for our future”, ”Managing Sickness Absence” and the Management Standards approach for tackling organisational stress.

Dr Anderson was a director of The International Stress Management Association for 6 years and as such was invited by the HSE to take part in their "experts" group working with the HSE to develop the new Standards for organisational stress. Since then, representing ISMA she has continued to work with the HSE on developing and publicising their Management Standards approach. She has written 3 HSE sponsored workshops which have been delivered nationwide by ISMA members. She has also co written two information leaflets for the HSE /ISMA. Click HERE

The ApP approach to stress management therefore incorporates the HSE Management Standards approach. Following ApP advice will help organisations meet the requirements of th is approach.

**Examples of Stress Management Training Courses

Corporate stress management
This covers: Causes and symptoms of stress at work, Illustrates what a manager can do to increase or reduce the problems that occur. Explains a managers legal responsibilities and HSE guidelines for meeting these legal responsibilities. . It also explains how the law currently views stress at work including the 16 points which emerged from court of Appeal - February 2002 and Court of Appeal cases 2005

Health and Safety issues in stress management
This clearly explains; A managers responsibilities for stress. It takes delegates through the HSE approach to reducing stress at work. Outlines the latest HSE guidelines, explains the concept of risk assessment in relation to stress including the new Management Standards. It then continues to discuss how to successfully implement the Management Standards approach including common pitfalls and ways to overcome these See HSE guidelines CLICK HERE

Fight Stress - Enjoy work- a one day workshop for all employees
The emphasis on this course is on reducing personal stress and hence absenteeism. Work related stress will be addressed - causes, recognising it in others and what to do. If a stress policy exists this will be explained. HSE guidelines for employees will be discussed including the employees responsibility to inform manager of stress.

Legislation will briefly be discussed form the approach that it is v difficult to successfully take a stress case to successful outcome, the criteria that must be met.

Fight Stress – Feel Good
This course addresses the personal aspects of stress. It asks “What is stress?” and explains the real difference between stress and pressure.

It explains the physiology of stress and why it is essential to relax, and take exercise. It then shows individuals how to recognise stress in themselves and in colleagues before going on to do some self exploratory work into own causes. Various questionnaire are provided for delegates to work out what are their real causes of stress.

Finally it shows individuals a variety of ways to reduce stress in themselves including time management and assertiveness techniques.

 

Summary

In addition to the above standard one-day workshops, bespoke courses can be provided to suit a clients particular requirements.

Where time is a premium, shorter half-day courses are possible. These may be one off or comprise a series run over a number of weeks to fit round delegates work schedules. 1-2 hour breakfast and lunchtime sessions are also available.

All courses are written by Dr Rosemary Anderson and many are delivered by her personally . Whatever the format the aim is to provide successful learning outcomes in an interesting and enjoyable manner. To discuss your needs, contact us.

  
© Copyright Dr Rosemary Anderson 2005
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