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Managing Stress In The Workplace

As employers, we like to think that we understand the workplace situations that challenge people’s resilience and do what we can to address them by providing a positive environment offering growth development and support.
Our employees are made up of individuals whose ability to cope with change and stress at work and at home differs greatly.  Personal resilience is arguably the most important resource for coping well during challenging times.  Resilient people stay committed and increase efforts when the going gets tough.  Emotional and physical resilience is to a degree something we are born with, however it can be encouraged and developed.

There is no doubt that a resilient workforce is more productive, able to handle change, increased workload and pressure and less likely to become ‘unglued’ or stressed.  Some of the critical drivers to the success of a business are things such as great customer service.  Stressed out employees don’t give great service and are less likely to respond to others with patience and goodwill.  Productivity per employee declines in stressed workers who are more likely to make mistakes, take sick leave or simply burn out.
It doesn’t matter how professional and effective the HR team are at recruiting good people, talent acquisition and retention can be severely disabled if there is a reputation for being a high stress/low people friendly organisation.

Sara Rawstron, Local Employee and Wellbeing Consultant and Coach explained that in order to reap the benefits of a resilient productive and engaged workforce, organisations need to not only encourage employees to take an active interest in their health and wellbeing, but be mindful of the way they manage their employees so that they are motivated by the work they do in a way that they find personally meaningful.  Sara added “It’s important that employees are supported in how they do their jobs, but are also given control over how they achieve the expected outcomes. Employees need to feel valued in terms of what they bring to the workplace, so they maintain their confidence in pressurized times. Finally, it helps if they have a great relationship with their manager!”   To find out how Sara can help you and your people email:

Louise Hewett

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