Employers Using an Arsenal of Tools to Combat Workplace Stress

Here’s an article featured by Talent Management magazine in its online edition (July 2010). To check out the other resources and/or to sign up for a free subscription, please click here.

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New York — Employers understand the detrimental effects stress is having on their organizations and are responding with multiple strategies to help workers cope, a recent survey by Buck Consultants, A Xerox Company, indicates. 

The survey, ‘Stress in the Workplace,’ identifies the areas most affected by stress and the strategies employed by organizations to reduce stress for their workers. The research was conducted at the WorldatWork Total Rewards Conference in May 2010. The study analyzes responses from more than 250 conference attendees, representing more than 200 organizations of various sizes and industries. 

 “Most employers realize that a stressed-out workforce drives up health care costs,” said Barry Hall, principal at Buck Consultants. “Employers are responding by introducing numerous methods to combat the impact of work-related stress.” 

Hall noted that workplace issues highly affected by stress are:

• Health care costs: 82 percent of respondents indicate that their health care costs are significantly or moderately impacted by worker stress.

• Absenteeism: 79 percent report significant or moderate impact.

• Workplace safety: 77 percent cite significant or moderate impact.

Stress-Busting: A High Priority

Survey results show 66 percent of employers have implemented at least four programs intended to reduce stress. Twenty-two percent have established eight or more programs, and some make more than 10 programs available to their workers. Only 7 percent of survey respondents do not have any stress-reduction strategies in place. 

The resource most commonly used to address stress is an employee assistance program (EAP), implemented by 78 percent of survey respondents. EAPs help employees deal with personal problems that may negatively affect their work performance and overall well-being.

 Flexible work schedules are the next most cited strategy, offered by 63 percent of respondents.

Rounding out the top 10 strategies are:
• Work-life balance support programs (46%)
• Leadership training on worker stress (45%)]
• Online healthy lifestyle programs (45%)
• On-site fitness centers (43%)
• Physical activity programs (38%)
• Stress awareness campaigns (35%)
• Financial management classes (30%)
• Personal health/lifestyle management coaching (29%)

“Employers increasingly realize they must address the rising tide of employee stress, and not just to improve employees’ well-being,” said Hall. “Those who ignore stress will take a hit to their bottom line, in higher costs and lower productivity.”

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