Commentary: Employers say that stress is the No. 1
Considering that other studies show that as many as 83% of people experience significant workplace stress, creating a productive work environment while reducing the negative effects of stress is critical to any successful organization.
Workplace stress can destroy a business. We now know that
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Moreover, stress, depression, or associated fatigue may be one of the reasons that employees leave their jobs. Research suggests that employees may leave their workplace because of
Worse, what we know of workplace stress-management programs is not encouraging. Reviews of the literature suggest that the
In addition, few studies examine any type of
How do employers establish a workplace culture that manages rather than exacerbates stress?
It turns out that many workplace interventions focus on the individual, but not the organization. Yet it appears that interventions that focus on the organization have increased efficacy in managing stress among employees.
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One of the most important ways that an organization can change to reduce stress is by improving the level of trust that employees have in their employer. A recent American Psychological Association
So how can employers increase employees’ trust in order to reduce stress?
First, organizations can
Every employee works for a particular reason — perhaps money, identity, to be part of something exciting, to create something, and so on. The key for an employer is to determine what that purpose is, and how the employee’s purpose is aligned with the mission of the organization. Initial
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Second, a key method of building trust is to have clear and transparent communication. Communication improves predictability and sense of control in employees. One
Including employees in organizational decisions and informing employees about those decisions can build trust and reduce stress. Similarly, one
Finally, despite the fact that individual interventions may not be efficacious per se, another step would be for the organization to show that it values employees by constantly trying to examine the research literature for new advances in stress management.
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For example, a
Similarly, a recent
In order to compete successfully as a business, there often needs to be stress on members of the organization. But just because there is stress doesn’t mean that employers can’t take steps to mitigate the effects of stress.
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Improving employees’ organizational trust by aligning employees’ sense of purpose with organizational goals, improving communication and keeping up-to-date with the latest empirically based stress-management techniques that may improve employees’ stress will foster that trust, leading to happier, healthier, and more productive employees.
Deborah McKeever is president and chief operating officer of EHE International, centers of excellence in preventive health care. Michael Friedman, Ph.D., is a clinical psychologist in New York City and a member of EHE International’s medical advisory board. Follow Friedman on Twitter @DrMikeFriedman and EHE @EHEintl.