Stress at work: definition
According to the INRS (Institut National de Recherche et Sécurité), work-related stress occurs when a person feels an imbalance between what he or she is asked to do at work and the resources available to respond.
It’s important to distinguish between temporary stress linked to a specific situation (public speaking, handing in an important file, etc.), which is a natural reaction of the body, and chronic stress. The latter is a long-term problem, generating harmful effects for both the individual and the company. Repetitive stress affects both the psychological and the physical, and in the worst case can lead to burn-out. At company level, stress can deteriorate the social climate, affecting the overall functioning of the organization and its productivity.
It is therefore the employer’s responsibility not only to take collective preventive action, but also to implement curative measures to reduce the sources of stress in the company and the risks associated with stress in the workplace.
What are the stress factors at work?
There are many stress factors at work, the most common of which are :
Work overload
Employees feel overwhelmed, pressured by tight deadlines or too many requests or tasks to accomplish, and find themselves in a stressful situation. Lack of work (underwork, placarding) can also be a source of stress.
Unclear objectives
Unrealistic, unattainable or poorly formulated objectives can cause stress in employees, who will put themselves under excessive pressure to achieve them.
A lack of support and recognition
Poor management can lead to stress. The employee lacks reference points and support, and gradually becomes isolated. A lack of communication can cause frustration, confusion and increased stress. This can come from management, but also from interpersonal relations, between colleagues, within the company.
Job insecurity
Job insecurity can be linked to the macro-economic context (relocation, job cuts…) or to increased competition, precarious employment contracts, changing working hours, and is inevitably a source of stress.
Poor organization
Inefficient, unclear organization and unclear processes can make work more complex and increase stress levels. It can also come from a new organization like telecommuting (or telecommuting undergone as experienced during the Covid pandemic), which upsets the habits of employees and managers who are not trained to support employees in a hybrid operation.
The working environment
Finally, the work environment (open space, noise, lack of space, distance from home…) can also be a stress factor for employees.
What are the indicators of stress in the workplace?
It’s important for companies and management to know how to detect signs of stress in employees, so they can take preventive or curative measures if stress is already present. Certain signs are indicative of a state of stress, such as absenteeism, a lack of work and a lack of motivation.increased turnoverThis is reflected in the frequency of interpersonal conflicts and avoidance situations (late completion of tasks, lack of response, justifications). Managers need to be alert and able to detect changes in their teams’ behavior: mood swings, irritability, anger, increased physical pain…
Once these factors are known and identified, the company can take action. However, 6 out of 10 employees feel that their employer is not implementing solutions to improve their psychological condition (Alan/Harris Interactive barometer February 2022). So, what solutions are available to companies to reduce stress in the workplace?
What can be done to reduce stress in the workplace?
Preventing stress in the workplace
Employers are responsible for ensuring the safety and protecting the physical and mental health of their employees at work.
To achieve this, it can set up collective preventive actions that address the causes of stress rather than its symptoms: training courses, workshops, concrete action plans involving trade unions and staff representatives, for example.
Preventive training in stress management is essential. Having a good understanding of the stress factors to which employees are exposed enables managers in particular to detect weak signals and take action before the company goes into the red.
Reviewing the work environment to reduce stress at work
Reducing stress in the workplace requires concrete, ongoing action. These actions are part of the way the company operates. They must be supported by the management committee, as an integral part of the company’s strategy.
It’s essential to foster a positive working environment by encouraging communication, collaboration and mutual respect. For example, actions such as telecommuting, flexible working hours or adapted schedules can help reduce stress by enabling employees to better reconcile their professional and personal lives.
It’s also important to offer employees training and professional development opportunities. This enables them to feel valued, to develop their skills, which contributes to their well-being and motivation.
Finally, it’s important to set up support programs for employees suffering from stress at work. This can include individual coaching sessions, stress management programs or wellness services such as meditation sessions.
Coaching, a solution to reduce stress in the workplace
Today, the coaching approach is well known and recognized. Companies don’t hesitate to call on external coaches to support their employees, particularly when it comes to stress at work.
The very fact of offering employees support with a professional coach is a way of showing them that the company cares about their well-being, has understood that there was a pain point and that it was going to support them.
It is often HR departments, alerted by managers, who offer training or personalized support. Coaching is very concrete. The coach studies the employee’s obstacles, motivations and resources, and proposes an action plan at the end of the session, to be tested over the following weeks. Follow-up, over 8 to 10 sessions, enables us to check whether the action plan is working, and to readjust if necessary. In a coaching process, HR is often involved, along with managers, to define objectives and provide everyone with the keys to action.
The coach helps you to step back and gain perspective, and this process brings solutions to the surface. Taking a step back in itself helps to reduce stress, because it shows you how to change things – it’s systemic.
Using tools, models and reflections, the coach brings awareness to the fact that the present state is not suitable, but that it is reversible.
