Work-related stress
Work-related stress is the reaction people have to demands which exceed their capacity and capability to cope. As part of our commitment to employee wellbeing, we are working to identify and address the causes of work-related stress, and work with managers and staff to achieve steps to minimise the risk of high stress. Further details can be found in the Stress Management Policy (.docx).
We have also created a Stress Risk Assessment to help you identify the causes of stress and how they can be reduced.
Symptoms of stress
If you are experiencing stress, you may have symptoms such as irritability, poor concentration, tiredness or anxiety. You may find yourself losing interest in your work, having difficulty making decisions, making more mistakes, or having a lower resistance to infection, or many other behavioural changes. Stress can also cause physical symptoms, such as headaches, sleep problems, chest pains, panic attacks or developing rashes. Pre-existing medical conditions can be made worse due to stress.
If stress is not addressed, you may be at risk of developing further mental health problems, such as anxiety and depression, or physical health problems, such as heart disease, upper limb or digestive disorders.
Causes of stress
Stress can be caused or increased when:
you feel you lack the skills to do your work properly
there is conflict or ambiguity in your role
you have little control over work or involvement in decision making
difficult interpersonal relationships or conflicts are experienced at work or at home
conflicting demands at work and home exist with little practical support
your job does not match your expectations of the role, or conflicts with your personal values
Managing stress
Dealing with stress
- The first aspect of dealing with stress is recognising that it is occurring.
- Identify likely causes - Mind have a list of potential causes that may help you.
- Talk to people who can help, especially your manager, as there are different tools and interventions available to support you at work.
Support and resources
- We have many resources related to stress on the Wellbeing Directory (accessed via Moodle)
- You can access the University's staff counselling services through the Employee Assistance Programme
- Springboard Development programme was created by women for women, with the aim to develop individual potential, build on strengths and increase self-confidence
- A wide range of recreational and sporting activities, as well as relaxation courses, are provided by Essex Sport
- The NHS have produced some useful information about stress, including additional resources and how to get help
Preventing stress
Stress could be prevented if you:
- talk to your line manager about your job and demands, ensuring that you are clear about your role and expectations
- Prioritise your workload and manage your time effectively
- match your workload and pace to your abilities and training.
- inform your line manager if you are overloaded and ask for support
- ensure good communication with your colleagues and line manager
- take initiative regarding your developmental needs and make use of training, support, and resources available
- support colleagues by providing appropriate information and sharing knowledge and resources
Guidance for Line Managers
Your responsibilities
It is essential that line managers have an active role in facilitating and supporting employees to do their jobs effectively and to contribute to the success of their team and the University as a whole. As line managers and supervisors, you are responsible for the health and safety of your team, and this includes ensuring that their work-related stress is managed and minimised. Your management style can have an impact on stress, so it is important that you are aware of good management practices and that you develop your management skills. It is also important that you recognise the signs of stress in your team and know what support to give team members who may be suffering from stress.
The HSE's Stress Management Competency Indicator can help assess your effectiveness at preventing and reducing stress in your staff and identify your developmental needs. These tools allow for a mixture of self-assessment and input from peers, employees and senior managers.
If you need more training, check the Management Development programme for resources and opportunities.
Actions to support employees who feel stressed
- Treat stressed employees in the same way as those with a physical health problem
- Discuss the issue with individuals and demonstrate that you are concerned about their health
- Consider a formal stress risk assessment when making significant changes or if there are signs that staff may be experiencing work-related stress
- If work is affected, discuss the problem with your Employee Relations Adviser or refer the individual to Occupational Health
- Ask if there is anything you can do to help
- Consider any simple adjustments to work, taking account of the risk factors given above
- Advise the individual about sources of help within or outside the University (available on the Wellbeing Directory)
- Actively follow up with an individual employee who has stated that they are stressed and continue to demonstrate your wish to support them
- Monitor sickness absence. If an employee has frequent short absences or is absent with a stress-related illness, contact Occupational Health early for advice
- Review and, if necessary, modify the work tasks and responsibilities of individuals who have had sickness absence due to stress or depression, and continue to monitor their progress
