According to the Health and Safety Executive (HSE) the main causes of stress at work are:
– The demands made on employees
– The amount of control over work
– The level of support from managers
– The quality of workplace relationships
– How an employee’s role fits into the organisation
– How well change is managed
Employers have a legal (and moral) duty of care to look after the health, safety and welfare of their employees. This involves tackling stress.
One way to do this is by creating a resilient workplace.
How can a manager do this?
It begins with trust and communication.
There has to be a clear link between the behaviour of managers and the stated values of the organisation in order to build trust and show integrity.
It’s vital that everyone within an organisation is treated with respect, as this creates a positive work environment and allows employees to be more resilient.
This is because resilience isn’t always about “staying strong” in the face of adversity.
Sometimes it’s about being able to find help when it’s needed.
At work, if times are tough, this will come in the form of an understanding, professional manager.
If the trust isn’t there, then employees may instead choose to suffer in silence.
This may lead to stress, physical health problems, and ultimately absence from work.
The employer would not only fail in their duty of care, but suffer operational problems too. It will not benefit anyone.
BounceBack advises on resilience tools for organisations on Module 5 of the Developing Resilience eLearning course.
We then expand on that information on the Resilience Routine that follows the course, with practical information on what employers can do to gain a more resilient workforce.
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