Written in collaboration with Talk Works.
Stress at work.
So many employers shy away from conversations around work-related stress, fearing that by talking about workplace stress and anxiety, they might either induce more worry in their colleagues or admit liability.
We spoke to the team at Talk Works led by Managing Director, Helen Wilkinson, and Consultant Clinical Psychologist, Dr Jen Cottam, to get their top tips for employers who want to start having healthy conversations with their teams around work-related stress, and how best to manage it.
According to the HSE, the estimated amount of working days lost due to workplace ill health between 2022 – 2023 was 35.2 million days.
HSE research found the majority of the days lost were due to stress, anxiety and depression, with the average person affected taking 19.6 days off work.
A study carried out by Statista in 2020 uncovered that the most common type of stress experienced by Brits was work stress, with 79% saying they frequently felt stressed by work.
The estimated amount of working days lost due to workplace ill health between 2022 – 2023 was 35.2 million days. 
Stress affects all people differently – what affects one person may not affect another. However there are known common causes of stress at work.
The Health and Safety Executive website outlines that there are six main areas that lead to work-related stress. These are:
Example: A worker may say they cannot cope with the demands and timelines being made of them by their job.
Example: A worker may feel they do not have control of their responsibilities or performance.
Example: A worker feels they lack support when they face challenges or feel unheard by management.
Example: A worker is struggling to establish relationships with fellow colleagues, or worse is experiencing bullying or discrimination.
Example: A worker doesn’t have clarity on their role, or does not understand how their role provides value to an organisation.
Example: A worker could become worried by a business undergoing a restructure or policy changes that affect them.
The best approach to managing stress in the workplace is by talking to your teams regularly to understand how they feel and learn how to identify the signs of stress at work, so you can take positive action before it escalates.
Work-related stress symptoms can come in many forms including emotional and behavioural changes.
These are the most common as recognised by the NHS:
Start from the top with robust and meaningful policies that cover stress and mental health. Policies should include what you as a business intend to do to acknowledge, identify, and support employees who are struggling.
Have clear organisational structures and appoint line managers to care for and lead their teams. If your line managers can’t meet with everyone in their team individually on a weekly basis, that’s a clue that their team is too big, and they likely don’t have enough time or resource to support their team meaningfully.
Train your line managers in identifying the common signs and symptoms of stress, burnout, and mental health, so they can spot stress early and take positive action when needed.
Have a professional and established mental health partner to support your organisation and employees who are struggling, with a clear referral pathway.
Encourage leaders in the business to share their experiences of stress. If managers are portrayed as superhumans, you’re unlikely to see disclosures of stress at work (even when they exist). People always appreciate leaders who are relatable and authentic.
Help to educate the people in your workforce on healthy and unhealthy coping mechanisms and tools. This involves eating well, getting enough sleep, brain health and physical activity.
Anonymously survey your people annually (at the very least) to gather feedback about how they’re feeling. Surveys will help you identify stress pain points in the organisation and manage any changes collaboratively.
Introduce flexible working arrangements and trust your team to be autonomous so that colleagues who are feeling stretched, know that they can turn the volume down on work demands when they need to.
Finally, take the time to truly listen carefully when colleagues report stress. Respond with compassion, respond with care, and respond with resources.
Talk Works have one mission in mind, and that’s to improve mental health today, for a better future tomorrow.
The Talk Works team collaborates alongside HR teams, occupational health and line managers nationwide to help employees work well, feel well and engage well at work.
If you’d like to find out more about their incredible work, visit their website https://talk-works.org.uk/
