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What do I do, and when do I do it ?

Stress and Pressure

As a manager, it falls within your role to ensure that operational priorities are delivered, whilst supporting, wherever possible, a good work life balance for the employee.

Stress is often misunderstood and can be misdiagnosed to an individual or their circumstances, see InfoNote the difference between stress and pressure..  Stress can be defined in a number of ways but is popularly recognised as an adverse reaction to having excessive pressure or demands put upon and individual whether over a short or long term period.

We all experience stress differently and cope accordingly.  Alongside legal frameworks such as the Stress Risk Assessment within the workplace, there are available techniques that could be applied by an individual to help them work towards restoring equilibrium and a more balanced perspective when dealing with day to day pressures.

Stress at work can often be attributed to one or more of the following areas relating to demands/control/support/relationships/role/change/career development.  As a Manager it is important to be mindful of all these considerations when building and maintaining a successful team and to engender an open and transparent line of communication across all staff so that any problems can be picked up and dealt with at an early stage.  This approach extends vital duty of care to the employee and can help decrease the risk of stress related illness or extended sickness absences due to stress elements.

If stress is achieved, often the most important first step is to acknowledge the issue and seek swift professional medical advice and/or counselling to tackle the problem and to help introduce coping strategies, allowing practical matters to be addressed with increased clarity and confidence.

Our experienced Counsellors can provide useful independent advice in addition to that available internally in how to handle such situations.