How HR Can Manage Stress in the Workplace

The word ‘stress’ was generated by Hans Selye. He defined it as an unexpected and unpredicted response of the brain and body to change. Stress is a self-produced pain occurring in thoughts. It varies in different situations and environments.

In an employee at work, stress generates from when the workplace expects more results compared to what an employee is capable of achieving. In the case of a company expecting a worker to deliver much, irrespective of their capability, stress usually jets in. Often, unclear objectives and roles, harassment, or bullying at work primarily contribute to stress.

Lack of stress management in the workplace contributes to illnesses, absenteeism, and employee turnover. Another primary indicator of stress is underperformance at work. To deal with stress in workers, it is vital to take practical actions and procedures. These measures not will not only benefit the stressed employee but also improves the scope for organizational development.

The most critical point in stress management in the workplace is the diagnosis, treatment, and rehabilitation of human resource management. The company is responsible for the initiation of these three programs through the human resource department, especially helping the newbies to fit into their roles without stress. In the event of stress in the workplace, a human resource manager must come into foster sanity. Here are the tips for managing stress through human resource at work:

Implementing wellness programs

Stress management calls for the initiation of wellness programs by the human resource manager. These programs assist in managing employee’s lives by eliminating stress at work and home. Such programs include EAPs, also known as employee assistance programs, workshops specially made for effective stress management, fitness subsidies, gyms and massage days at work. Additionally, effective stress management programs are tailored to save employee’s time. This package includes corporate cafeterias, amenities like dry cleaners, pharmacies, worker’s concierge services, and pharmacies.

Flexible work arrangement

Other tips for managing stress include flexible work arrangements and schedules. With these tips, there is ease in reaching work. Examples of these mechanisms include telecommuting, flexible working hours, part-time schedules, and job sharing. These programs can help employees maintain a work-life balance. Some employees are more productive at home than at work. With flexible schedules offering such permission, there will be a less stressful environment at work. This is another way of reducing stress at work.

Providing health and safety measures

Human resource works with other departments like health and safety to formulate and pass policies based on the solutions that the employees have identified. Through the health and safety department, employees are provided with a framework comprising six standards to assist in generating more tips for managing stress. Although these standards are not compulsory, there are high chances that they provide the best-proven approach to effective stress management at work. These rules include strategies based on how you can manage stress effectively.

Identification of primary causative agents

Stress management in the workplace calls for a joint report on the primary causative agents. Usually, human resource focuses on finding out why an employee is distressed. Just like in a hospital, human resource needs to decipher this point before exploring the options for treatment. When the factor is identified, depending on how related to work it is, treatment is administered. These causative agents must offer insight on how to manage stress effectively.

Management of standards

Human resource management is ideally placed as the bridging gap between management and stressed employees. This department acts as the daily project manager responsible for handling stress management in the workplace. Through their analysis of stressors, the department colludes with the line managers to offer strategies on how to manage stress effectively. This is done through organizing, planning, and outsourcing relevant feedback to the management.

Review irrelevant policies

Organizations can have irrelevant policies in relation to health and safety at work. These policies might have a negative effect on employees. As a result, workers could be stressed. It is the duty of human resources to review these policies and dictate the terms of implementing useful procedures towards stress management in the workplace. Usually, the new policies must be relevant to the initiation of strategies on how to manage stress effectively.

Showing empathy

Cases of injuries at work have been known to induce work-related stress compensation. After the injury, it can be difficult for an employee to claim compensation. The human resource department is in charge of initiating a meeting with personal injury lawyers. The aim of this meeting is to handle work-related stress compensation. With a specialist in charge of the proceedings, it is always easy to handle the magnitude of stress. If an employee has an accident at work, it is crucial for them to understand that they have the right to demand compensation through personal injury lawyers. These lawyers are in charge of ensuring that the insurance company in charge of compensation through the employer adequately compensates the injured employee. Even for the human resource department, handling work-related stress compensation becomes easy with the personal injury lawyers in place.

About the author: Wassana Lampech is a medical technology graduate and a freelance writer. 

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