Stress In Safe Work Australia

Stress is the experience of demands or pressures place on people. Stress can produce a range of positive (eustress) and/or negative (distressing) reactions such as exhilaration, fear, motivation or feeling tense.

Personal stress levels can be contributed to by both internal and external variables:
Internal (self-generated - we have some control over it):
Motivation
Anger management
Positive/negative attitude
Ability to express emotions
Ability to forgive
Doubt
Lack of assertiveness
Unrealistic expectations

External (outside forces act on us):
Interpersonal conflict
Time pressures
Work pressures
Family pressures
Social obligations
Weather
Monetary issues

Studies have shown that when the body is exposed to a stress, the level of hormones
in the body increases to mobilise energy resources in preparation to 'flight or flee ' the situation. This is the body 's way of responding to a possible dangerous or threatening situation. It readies the body to deal with the physical or mental challenges ahead. People can experience stress in a variety of ways - physically, through their thoughts or actions or in a change of mood.

Stress is not always bad. In small doses it can help us perform under pressure and motivate people to do their best. It is when our body is constantly under stress or "running in emergency mode" that our mind and body suffer.

Stress becomes a problem for an individual when:
Their stresses are so big, occur so often or last so long that they are unable to handle them well
They have been stressed for some time can notice the effects like nervousness, headaches and insomnia
The energy draining effect of over stress is noticed in extreme fatigue, poor judgement and low output for the effort involved
A lowering of the natural resistance to the disease resulting in increased illness
Friends, relatives and colleagues observing signs of strain and are worried

Signs and symptoms of stress include:
Mental
Trouble thinking clearly
Memory problems
Can’t concentrate
Low attention span
Poor judgement
Anxious or racing thoughts
Constant worrying
Emotional
Moodiness
Easily upset or hurt
Irritability or short temper
Agitation, unable to relax or keep still
Feeling overwhelmed
Sense of loneliness and isolation
Depression or general unhappiness
Physical
Tightness in muscles
Aches and pains
Headaches, trembling, sweating
Nausea, dizziness
Chest pain, rapid heartbeat
Loss of appetite
Lack of sleep, dreams, nightmares
Behavioural
Eating more or less
Sleeping too much or too little
Isolating yourself from others
Procrastinating or neglecting responsibilities
Using alcohol, cigarettes, or drugs to relax
Nervous habits (e.g. nail biting, pacing).

Managing stress is about making a plan to be able to cope effectively with daily pressures. The ultimate goal is to strike a balance between life, work, relationships, relaxation and fun. By achieving this balance, individuals are more likely to be able to deal with daily stress triggers and meet challenges. Personal experience can make the reaction to stress different amongst people even if they experience the same trigger. Some strategies for managing stress are:
Decrease or discontinue caffeine
Make time for regular exercise
Relax and recharge
Get quality sleep
Take time out
Have realistic expectations
Reframe your attitude
Challenge your belief system
Cultivate a great support system
Laugh
Eat a well-balance, healthy diet
Know your stress triggers and recognise early warning symptoms and signs and act on them
Try to worry less
Set small, manageable and achievable goals
Compete against yourself, not those around you - aim for YOUR personal best
Plan your time
Reward your achievements

Work related stress has been defined as "the reaction people have to excessive demands or pressures, arising when people try to cope with tasks, responsibilities or other types of pressure connected with their jobs, but find difficulty; strain or worry in doing so". (http://www.ohsrep.org.au/hazards/stress/what-is-work-related-stress)

Causes of workplace stress can be divided into three main areas:
1. Working conditions
2. Doing the job
3. Work relationships

(http://www.ohsrep.org.au/hazards/stress/what-is-work-related-stress)

Safe Work Australia has identified stress as the most significant psychological hazard in the workplace.
Studies of Australian Workers ' Compensation claims for 2008-2011 has revealed that mental stress is costing Australian businesses over $10billion per year.

The ACTU conducted a survey in 1997, with over 12,000 responses being received. The survey showed:
- One in four people took time off due to stress at work - even if they did not claim workers compensation.
- The most stressful conditions at work reported were management issues including lack of communication and consultation; increased workload; organisational change and restructuring; and job insecurity.
- People reported a range of symptoms. More than 60 per cent reported headaches; continual tiredness; anger and sleeplessness.
- Over half the respondents nominated better management, including more communication and consultation, as the solution to stress at work. Other solutions included less workload; less performance monitoring; better work organisation; more training; job security and better career opportunities.
(http://www.ohsrep.org.au/hazards/stress/what-is-work-related-stress)

A 'good job ' usually involves a measure of positive stimuli, which encourages the worker to perform well and gain job satisfaction as a result - this is not stress. Many jobs involve negative factors that put unwanted pressure (stress) on the worker, leading to adverse consequences. Stress is not a disease or injury in itself, but can lead to mental and physical ill health, and can also be a factor in workplace accidents.

Workers are facing more demands such as changing government policies, outsourcing, downsizing etc. Employees are having to work harder and faster to meet new management objectives and performance criteria. This doesn 't mean that a supervisor should lower their expectations of their employees but rather ensure that their expectations are attainable for staff.

As a supervisor it is important to be aware that when an employee is experiencing either work related stress OR personal stress it not only impacts on their work behaviour but also the workplace and work environment. By identifying the signs and symptoms of employee stress a supervisor can take proactive steps to address and resolve issues and therefore reduce any potential impact. You can identify an employee who is stressed by having them come and communicate their issues to you or by observing the employee 's behaviour and non-verbal communication.

The impact of stress may be demonstrated in the workplace by:
Increased or excessive absenteeism
High or increased accident rates
Reduced morale
Poor interpersonal relations in the workplace - conflict with others
Poor or reduced work output and performance
Increased staff turnover
Indecisiveness
Change in mood or behaviour
Difficulty concentrating or making decisions
Changes to appearance or personal hygiene
Becoming withdrawn or isolated
Demonstrating unrealistic standards or expectations for themselves or others
Tiredness/lethargy/lack of interest

Approaching and dealing with a stressed employee can be a very challenging responsibility for a supervisor or employer, many feel apprehensive and wary of the possible reaction of the employee including resistance, defensiveness and hostility. Some supervisors may find it difficult to be objective or empathetic towards the employee due to the disruption they have caused to the workplace.

Dealing with workplace stress can involve the following:
1.
Prepare - gather notes, documentation etc
2. Consult with your organisation 's HR department or EAP for suggestions
3. Ensure that all procedures and practices are followed (as per HR department)
4. Approach the employee - don’t wait til the issue escalates
5. Arrange a suitable time for a meeting and invite them to bring a support person if they wish
6. Use active listening throughout the discussion
7. Be welcoming whilst showing concern. Be open about the reason for the discussion and be honest about concerns for the employee 's well-being and the impact on others in the workplace
8. Convey your observations, be specific and provide examples
9. Focus on work performance issues, avoid making judgments and don 't state opinions about personal issues
10. Be objective, fair and consistent and respect the employee 's privacy
11. Balance the discussion with positive feedback
12. Be prepared for emotional reactions, give them a chance to express feelings
13. Remain empathetic and demonstrate genuine concern
14. Consider possible solutions - seek suggestions from the employee, could include temporary adjustments to work duties, referral to EAP for advice or counselling, conflict resolution or
mediation
15. Arrange a follow up meeting to assess progress
(Injury Management Fact Sheet - Identifying Stress, Department of Education, Training and Employment QLD v2 2012)

Stress management in the workplace is not a one size fits all approach. It is important to remember that everyone reacts to stress in different ways and this is simply because we are all different. Everyone has differences in: personality, intelligence and emotional intelligence stress tolerance self-care and wellness responsibilities and choices beliefs about ourselves, others, the world, the Universe (God) culture, experience and learning

These differences impact how we let different situations and experiences affect us. Therefore it is important to approach each individual with an open mind.

Ignoring the signs and symptoms of stress in the workplace can mean that issues can escalate and the damage is more widespread. Many organisations now are implementing employee wellness programs such as free access to EAP 's etc to assist in reducing the effect stress has on their employees and the workplace. It is important as a supervisor to build up a trusting relationship that therefore allows for an open and honest approach to managing stress in the workplace. Actions such as offering support and assistance as well as showing flexibility in accommodating reasonable adjustments will all make the staff member feel valued and demonstrate your support of them.

To minimise stress in the workplace, a proactive approach should be taken. Employees should be involved possibly through surveys, risk assessments or focus groups. If employees and employers are aware of what stress is, what causes work related stress and signs of stress then more can be done earlier in the process. All should also be taught how to distinguish between positive stress - ie pressure applied to them or a motivator to help them succeed in their goals and objectives vs negative stress - which is what causes illness and excessive absences. There needs to be a whole organisation approach to stress awareness and stress management so that there isn 't a stigma attached to those who are having extra external issues affecting their work.

References:
Injury Management Fact Sheet - Identifying Stress, Department of Education, Training and Employment QLD v2 2012 www.ohsrep.org.au/hazards/stress/what-is-work-related-stress www.psychology.org.au/publications/inpsych/stress/ www.qld.gov.au/health/mental-health/balance/lifestyle/index.html http://www.deakin.edu.au/life-at-deakin/health-wellbeing-safety/occupational-health-and-safety/health-and-wellbeing/work-related-stress/managers-role-in-the-risk-management-of-workplace-stress
Lifeline Information Service. Toolkit - Overcoming Stress