Stress -- physical, mental and emotional wear-and-tear -- is emerging as a leading health risk of the 21st century and as a serious hazard in the workplace. Consider these:

• Disabling stress has doubled over the past six years in the United States
• One million people are absent from work every day due to stress-related problems
• Companies spend an average of $7,500 per year per employee due to stress
• 75-80 percent of workplace accidents are stress-related

Employee stress can take many forms: anxiety, aggression, irritability, dependency, withdrawal or depression. Whatever form it takes, stress can result in absenteeism, employee burnout, high turnover and reduced productivity. It can cause an increase in medical expenses, health insurance costs and workers’ compensation claims.

It is important for companies and managers to treat workplace stress like any other work-related health hazard by taking active steps to prevent and manage it. Simply dealing with the symptoms of stress when they arise isn’t enough. It is equally important to address the causes.

Identifying Stressors
The first step is identifying sources of stress in your organization. Possible stressors include high workloads, organizational changes, lack of employee control, the organization’s culture and operating style, emphasis on competition, fear of job loss, increased technology and the push for multi-tasking. The best ways to gauge the sources of stress are to observe trends during high-stress periods and to get regular feedback from employees.

Once you have identified workplace stressors, here are some ways to eliminate or reduce them:

• Improve policies, procedures and practices that undermine employees’ personal power, sense of control or motivation
• Make changes in the work environment that result in increased employee involvement by giving them as much control as possible over their tasks; involve employees in setting goals, making decisions and solving problems
• Adopt new cultural and communication styles that prevent misperceptions and encourage the sharing of ideas
• Make sure employees are clear about expectations and priorities
• Keep employees apprised of changes and how those changes will affect their work in both the long and short term
• Supply employees with the resources they need to get the job done
• Consider physical changes in the work environment to make it more comfortable and user-friendly

Building Stress Resilience
Helping employees cope with personal stress, balance their home and work lives and build stress resistance can benefit your entire organization. Help your employees build strong stress management skills by taking these steps:

• Offer training programs that teach stress management techniques, relaxation, time management, positive thinking and assertiveness
• Institute flexible work schedule or telecommuting options if possible
• Be flexible, within reason, in allowing employees to take time away from work to deal with personal and family issues, which can be a considerable source of stress
• Consider providing a relaxation space in your workplace
• Be aware of yourself as a role model by demonstrating good coping and stress reduction behaviors

The Danger Signs of Acute Stress
Chronic anxiety, apathy, feelings of hopelessness, withdrawal, alcohol or drug problems, or depression all can indicate the need for immediate help. When an employee is in acute stress, it may warrant a call by the manager to your company’s employee assistance program (EAP) to decide how best to proceed.

Stress is a part of life. All organizations will have some degree of stress among their employees. The key to success is seeking solutions that target the sources of workplace stress and teaching people to cope with inevitable personal and professional stressors

This article was provided by BJC Employee Assistance Program.

Sometimes, even the best employees have personal problems that result in stress and affect their job performance. Seven out of 10 workers feel that stress makes them less productive.

Whatever the cause of employee stress, the high absenteeism and poor productivity that often results can impact a company’s bottom line. An employee assistance program (EAP) can help employers address employees’ personal problems before they affect their health and performance. Here are some telling statistics about EAPs:

• There is a 5:1 return on investment for EAP costs with 85 percent of the savings due to decreased medical claims; many illnesses are stress related and can be appropriately assessed and treated with an EAP program
• In recent studies, there were 14 percent fewer sick days after an EAP program was implemented; average mental health and substance abuse claims costs were also reduced by 23 percent
• Studies show a 37 percent reduction in medical costs after even brief counseling interventions

An EAP offers short-term confidential counseling, employee education, a guide to community resources, and when appropriate, mental health referrals to help employees with serious problems. Most EAP providers will work closely with employers to develop a program that addresses their unique needs. A program should complement an employer’s existing medical plan and reduce unnecessary insurance claims, while dealing with problems that affect employee performance. Company size shouldn’t be an obstacle, since many companies offer a flexible approach to designing your EAP program and are able to service both large and small companies. Many have groups of counselors and specialists throughout the area and can meet with your employees near their home or workplace.

Because fee structures are based on the number of employees and the type of services your company needs, an EAP program can be affordable for any employer. Many EAP companies will charge on an as needed basis or will offer a flat rate based on the number of employees you have. In addition, EAP services are available to all immediate family members living in the home at no extra charge to the employer or the employee.

For more information or to set up EAP services for your company, e-mail BJC EAP or call 314.729.4030 or toll-free 888.505.6444.

Stress Coping Skills Quiz

Identify your constructive and destructive methods of coping with stress.

I have a supportive family around me. yes no

I actively pursue a hobby. yes no

I belong to a social or activity group in which I participate more than once a month. yes no

I am within 10 pounds of my "ideal" body weight, considering my height and bone structure. yes no

I practice some form of "deep relaxation" at least five times a week. This may include meditation, progressive muscle relaxation, imagery and yoga. yes no

I exercise at least 30 minutes 0 1 2 3 4 5 6 7 days during an average week.

I eat 0 1 2 3 nutritionally balanced and wholesome meals during an average day. A nutritionally balanced meal is low in fat; and high in vegetables, fruits and whole-grain products.

I do something I really enjoy and that is "just for me" during an average week. yes no

I have a place in my home where I can go to relax or be by myself. yes no

I practice time management techniques daily. yes no

I smoke 0 1 2 3 packs of cigarettes during an average day.

0 1 2 3 4 5 6 7 nights during an average week, I use some form of medication or chemical substance, including alcohol, to help me sleep.

0 1 2 3 4 5 6 7 nights during an average week, I bring work home that was meant to be done at my place of employment.