Research findings revealed by the CIPD and Simplyhealth this week show that stress is now the number one cause of long-term absence in organisations. Troubled by heavy workloads and worries surrounding job security for example, manual and non-manual employees are experiencing greater mental health problems than last year, which will undoubtedly be having a negative impact upon organisations throughout the country.
Productivity and quality will undoubtedly be affected if employees are unwell or absent, which could subsequently lead to increased pressures being placed upon remaining members of staff. Because the wellbeing of the workforce is any HR department’s number one priority, this potentially spiralling issue is one that needs addressing at the earliest possible opportunity.
Effective leadership surely plays a crucial role in managing employee stress levels, especially during difficult periods of uncertainty or change. For example, open and honest communication encourages a level of trust and will help to overcome fear of the unknown.
It is important to take these preventative steps, but if stress is causing a problem for your organisation, how easy is it to spot, and how can the issues be resolved?
Empowering line managers and encouraging them to take greater responsibility for their team should mean that closer working relationships are fostered. In turn, this should increase the likelihood of spotting the early signs of employees struggling to cope with work for whatever reason.
But don’t forget that software can help to identify an issue and can guide line managers through the appropriate support process. With HR providing a consultative role if required, this should help to address any problems before they have a chance to escalate.
Trigger mechanisms within the software can notify line managers as to an absence, even if only short term, which the line manager can then address by following a best-practice workflow process. This will have been created at an earlier date by the HR team, and is likely to be bespoke to the organisation concerned. Line managers can be guided through the ‘Return to Work’ interview procedure for example, and they can be prompted as to when to seek occupational health intervention if the absence is prolonged.
The HR team can also drill down into the data using Cascade’s query builder tool. If trends and patterns can be analysed, and root causes identified, action plans can be devised as a result. Cost implications can also be assessed, which may be required at board level.
Of course the cause of the stress may not be work-related, but this considered, thorough and ‘early-involvement’ approach to managing absences can at least ensure a strong level of work-based support. This should help to ensure retention of staff – truly any organisation’s most valuable asset.
