StressManagers.co.uk

Corporate Stress and its Implications

At work, stress can result when occupational pressures, e.g. demands/overload, constant change or poor communications/relationships, conspire to overwhelm a team or an individual employee. This is a serious problem which is currently estimated to cost the nation £9 billion per year.

Nowadays, employers are under increasing pressure (from the Law, EU regulations, the HSE and the Trades Unions) to attend to the duty of care which they must demonstrate towards all employees: this duty of care extends not only to personal safety, but also to the mental wellbeing and welfare of all employees. This is not to suggest that employees are actively maltreated within the workplace, but represents an awareness that very real pressures to deliver (e.g. success, profit, reward or high service expectation) are now exerted in the world of work which were not previously so pronounced.

Organisations are nowadays also very mindful of the costs of sickness absence and the fact that dissatisfied employees do not perform to the best of their ability. Fortunately, as far as stress management is concerned, the same skills required to reduce stress and limit absence are also those which will increase motivation and enhance performance. So, addressing stress and wellbeing issues, not just at work but throughout life, offers great potential for improving productivity and profitability in the workplace. This provides a variety of roles for our stress management specialists, e.g. as;

• strategic policy and risk assessment advisers
• providers of confidential audits
• training providers for managers and staff in implementation of the Management Standards and resilience development
• coaches for those experiencing workplace stress to return them to full work capability within the shortest possible timescale.

Stressmanagers understand this critical and specialist role within the workplace and are uniquely trained and positioned to undertake corporate contracts within both public and private sectors.

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