5th February 2025
Hilton London Canary Wharf
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Managing employee stress: How to choose the right approach

In today’s demanding work environment, employee wellbeing, particularly mental health, has become a pivotal concern for UK businesses. For health & safety professionals, ensuring that staff have access to the right resources to manage stress is essential for both individual well-being and overall company productivity. When selecting and implementing stress management solutions and partners, the following considerations should be at the forefront, based on inout from delegates and suppliers at the Occupational Safety & Health Forum…

  1. Understanding the Need:
    • Employee Surveys: Conduct regular feedback sessions or anonymous surveys to gauge the level and sources of stress within your organisation.
    • Industry-specific Challenges: Recognise stress factors unique to your industry and address them specifically.
  2. Reputation and Expertise of the Partner:
    • Track Record: Opt for partners with a proven history in delivering effective stress management solutions.
    • Testimonials and References: Ask for and review testimonials or case studies from other organisations that have used the service.
  3. Customisability of the Solution:
    • Tailored Approaches: Ensure the chosen solution can be customised to address specific stressors identified within your organisation.
    • Scalability: The solution should adapt to your organisation’s growth and changing needs.
  4. Range of Services Offered:
    • Counselling Services: Access to professional counsellors or therapists can be invaluable.
    • Workshops: Regular workshops on stress management techniques, like mindfulness or time management, can equip employees with practical tools.
    • Digital Platforms: Online resources, apps, or platforms can provide on-the-go support for employees.
  5. Accessibility and Availability:
    • 24/7 Support: In our interconnected world, ensuring support is available round the clock can be crucial.
    • Multiple Access Points: Solutions should be accessible in various formats – online, phone, in-person – to cater to different employee preferences.
  6. Confidentiality and Data Protection:
    • Privacy Concerns: It’s paramount to choose partners who adhere to stringent data protection standards, ensuring employee information remains confidential.
    • Transparency: Communicate to your employees about how their data will be used and the measures in place to protect their privacy.
  7. Integration with Existing Well-being Initiatives:
    • Holistic Approach: The stress management solution should complement other well-being programmes in place, such as physical health initiatives or financial well-being resources.
  8. Cost and ROI Analysis:
    • Budget: While cost is a consideration, the long-term benefits of a healthier, more productive workforce often outweigh the initial investment.
    • Metrics and Reporting: Opt for solutions that offer measurable outcomes, helping to assess the effectiveness and ROI of the initiative.
  9. Employee Engagement:
    • Promotion: Once a solution is in place, promote its benefits and accessibility to ensure maximum uptake.
    • Feedback Loop: Regularly gather feedback to ensure the solution remains relevant and effective.
  10. Ongoing Review and Development:
  • Continuous Improvement: The world of well-being is ever-evolving. Ensure your chosen partner is committed to updating and refining their offerings.

For health & safety professionals, proactively addressing employee stress is not just a regulatory requirement but also a business imperative. By choosing the right partners and solutions, companies can foster a more resilient, engaged, and productive workforce.

Are you searching for partners to help your business manage employee stress? The Occupational Safety & health Forum can help!

Image by Peggy und Marco Lachmann-Anke from Pixabay


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