It’s everywhere, it spreads, induces palpitations, back problems, migraines, even phobias… We talk about it every day, but it’s not easy to understand stress! We generally associate stress with work, and for managers, detecting and combating it comes as no easy task.
The following is based on an interview with Nora Spinks, founder and president of Work Life Harmony in 2011. This Toronto-based international consulting firm specializes in managerial solutions to promote work-life quality.
What are the main sources of stress?
We often make reference to work-related stress, but it’s difficult to analyze the actual causes of it. It can come from work overload, negativity between co-workers, or unappreciative treatment by a superior. However, one’s professional environment is not always the culprit. Stress can also derive from the individual who suffers it. If we’re talking about a perfectionist who constantly needs recognition at work, this person will have put strain on him/herself. Also, sometimes the stress results from external events beyond one’s control, manifesting after an accident, for example, or due to financial difficulties or familial tension.
Do companies take the damaging effects of stress seriously?
Yes and no. The effects of stress on employee health are becoming more widely recognized. Today, consultants are even hired for personnel support, so as a whole, one could say that the situation has improved. But many companies still employ old-fashioned management techniques, and few are inclined to make room for stress-related problems. In addition, stress is not recognized legally as an occupational disease in Canada. Intervention by a physician must prove a handicap at work, such as a severe back injury, for example. But in any event, the fact is that companies are responsible for stress experienced by their employees, even if it is not directly related to work. They must therefore carefully consider their management style and provide the best working environment possible.
How to detect the signs of stress?
Stress has different repercussions with each individual, but there are palpable generational tendencies that help in detecting it. Older people tend to hide their stress, as to them it is a sign of disgrace. On the other hand, younger generations who are new to the workforce are less guarded and do not hesitate to take stock of their situation. Young people are more willing to say, “I need more time, I have too much work, I need rest, etc.”
In all cases, there are visible signs of stress that managers must be able to recognize. For example, a person who usually participates at meetings and suddenly does not talk anymore, or someone typically cheerful who becomes sullen and irate, these are indications of stress. Other signs are difficult to discern. Someone who stays at the office until midnight is not necessarily especially motivated, and might instead be overwhelmed and stressed. Likewise, a person who keeps making mistakes and who is increasingly absent does not necessarily lack motivation. Forgetfulness and the deteriorating quality of work are also warning signs to consider. It is true that for the employer, these symptoms can resemble laziness or disinterest… thus, again, the difficulties of tracing stress.
What should managers do to cope with stress-related problems?
It is essential for them to listen and seek out personalized solutions. They must know that many employees, even the younger ones, guilt-trip themselves when they feel stressed. It is therefore through dialogue that the involved parties will determine whether this is the case or not. Furthermore, even if the stress is not directly caused by the work environment, it must not be ignored. Whatever its origin, stress will have a bearing on work.
If it turns out that the employee has personal problems, urgent administrative issues to deal with, for example, the manager might suggest he/she take a day off. To give another example, an employee is overwhelmed at work, he seems tense but does not say anything. The manager must then ask directly, “How are things going right now? If you’re having difficulty, don’t hesitate to tell me, we can hand over some of your work to someone else.” Most often, a good coping strategy for stress simply involves attentive management.