Stress at work in an employee – how to react?

In today’s globalized and competitive world, employees have no shortage of challenges that can lead to stress in the workplace. We often hear the phrase, “I feel mentally exhausted.” Is this a problem of managers who put too many responsibilities and pressures on their subordinates, or does the fault lie with management itself and the organizational structure? Or are there excessive personal expectations of employees that cause them to experience intense pressure to perform assigned tasks perfectly?In this article, we will explore this topic and offer useful tips on how to effectively approach the problem of stress among employees.

Situation: “I feel mentally exhausted”.

Each of us occasionally experiences stress in the workplace. Often, however, this becomes a recurring problem that can lead to mental exhaustion. Employees who say, “I feel mentally exhausted,” often experience several common warning signs. They may feel constant pressure, excessive workload, lack of support, limited influence over decisions, and inability to achieve work-life balance. These signs indicate that the stress problem may originate in both management style and overall organizational culture.

Stress at work – an everyday occurrence or a rarity

Stress in the workplace is a complex problem that can result from many factors. Both managers and general management have a key role in creating a healthy and productive work environment. Communication, realistic goals, support, work-life balance and anti-stress training are important tools that can help solve this problem. Striving to create an open organizational culture in which employees feel understood and supported will benefit both the company and its employees. Providing mental health support in the workplace is an investment in In the long-term satisfaction, trust, security and dedication of the team.

Who should respond to information about stress at work?

The HR department plays a key role in ensuring the well-being of employees at the company. When they hear that employees are stressed at work, the HR department should take appropriate action to understand and address the problem. Here are some steps that HR can take to effectively manage the situation of employees experiencing stress:

• Listening and communication: the first step is to listen to employees and give them space to express their concerns. The HR department should conduct regular meetings or one-on-one interviews with employees to understand the causes of their stress and identify specific problems.
• Analysis of the source of stress: HR should investigate whether stress is the result of excessive workload, lack of team support, excessive supervision, workplace conflicts or other factors related to related to personal difficulties of co-workers.
• Working with managers: HR should work with managers to understand their role in stress and implement appropriate management training to help managers better handle stressful situations and support their employees.
• Implementing anti-stress programs: The HR department can implement psycho-educational programs on the experience of stress and its adaptive significance and impact on individual functioning. They can be helpful in reducing stress and will develop coping skills.
• Emphasize the importance of work-life balance. By doing so, HR also sends a direct message that it is important to them whether they take care of themselves outside of work. The HR department should support initiatives that encourage a healthy work-life balance, such as flexible work hours, the ability to work remotely or additional days off.
• Monitoring progress: HR should regularly monitor the changes and programs implemented to assess their effectiveness in reducing stress among employees. It’s also a good idea to conduct surveys or polls among employees to gather their opinions and suggestions for further action.

The HR department plays a key role in managing stress in the workplace. Listening to employees, analyzing the source of stress, working with managers, implementing psycho-education programs, and promoting work-life balance are key elements in approaching this problem. The HR department should work proactively to create a healthy and supportive work environment, which will contribute to increased productivity and employee satisfaction.

Why don’t we want stressed employees?

Stress in the workplace can be harmful for a number of reasons, both to employees and to the organization itself. Here are some of the main reasons why stress is considered a negative in the workplace:

• Physical and mental health of workers: Overexposure to stress can lead to serious health, physical and mental problems. People experiencing chronic stress are more prone to health problems such as heart disease, high blood pressure, sleep disorders, as well as depression and anxiety.
• Productivity decline: When employees are stressed, their concentration, motivation and efficiency in performing their duties can deteriorate. High stress levels can affect decision-making ability, creativity and productivity.
• Increased absenteeism and employee turnover: People experiencing chronic stress are more prone to absenteeism due to illness and burnout. High stress levels can also influence employees’ decision to leave the company, leading to an increase in employee turnover.
• Human relations: Stress can lead to tension and conflict in the workplace. High levels of stress can hinder team cooperation and communication, which affects the work atmosphere and results in lower morale.
• Quality of customer service: If employees are stressed, it can affect the quality of customer service. Those serving customers under stress may be less patient and more prone to making mistakes.
• Company image: High levels of stress in the workplace can negatively affect a company’s image as an employer. Potential employees may be less likely to apply to a company if they hear about negative stress experiences:

Stress in the workplace is detrimental to both employees and the organization as a whole. It can lead to health problems, reduced productivity, increased absenteeism and employee turnover, strained interpersonal relationships, deterioration of customer service and affect the company’s image as an employer. Therefore, it is important for employers and HR to take appropriate steps to manage stress in the workplace and create a healthy, supportive environment for employees.

Signs of stress at work

The signs of stress at work can be varied and vary from person to person and the nature of the job. Here are some common signs to look out for:

• Behavioral changes: Employees under stress may exhibit changes in behavior. They may become more nervous, irritable and even aggressive toward other people.
• Reduced work efficiency: High levels of stress can lead to reduced productivity and efficiency at work. Employees may have difficulty concentrating, making decisions and completing tasks.
• Frequent absenteeism: People experiencing stress at work may get sick more often and take sick leave. Physiologically, chronic stress alters the lowering of our protective shield that is the immune system. Then we may see a much higher susceptibility to infections, infections, and thus more frequent sick leave and absenteeism.
• Health problems: High levels of stress can affect physical health, causing headaches, stomach problems, high blood pressure or a weakened immune system, for example.
• Mood changes: stressed workers may experience mood swings, feelings of sadness, anxiety or apathy.
• Social isolation: people experiencing stress at work may avoid contact with other people and withdraw from social life.
• Changes in eating and sleeping habits: Stress can affect eating habits, causing excessive consumption of sweets, alcohol or caffeine. It can also affect the quality of sleep, leading to insomnia or sleeplessness.
• Decline in motivation and commitment: Employees under stress may lose motivation to work and commitment to their duties.
• More frequent errors and misspecification: Stress can affect the ability to concentrate and focus, which can lead to more frequent errors in work and misspecification in communication.
• Increase in conflicts: High levels of stress can lead to increased workplace conflicts and relationship problems.

It is worth noting that signs of stress can vary depending on each person’s individual reactions. Each person reacts differently and tries to cope with difficulties. In some people, it can be heavily masked. Therefore, it is important for both employees and employers to pay attention to these signs and respond accordingly, in order to reduce the negative impact of stress on employees and the work environment.

How to talk to a stressed employee?

When you talk to a stressed employee, it is important to show empathy and understanding of his situation. Here are some things you can say to support a stressed employee:

• “I can see that you are exhausted. I would like to understand what is going on. Can you tell me about it? If you are not ready/ready, then nothing. I will be here, and if you feel that you would like to tell me about it you can always count on me.”
• “I understand that you have a lot on your plate. Is there any way I can help you reduce your task load?”
• “Remember that you don’t have to deal with it all alone. You can always count on me to help you in difficult situations.”
• “In my opinion, taking care of mental health is just as important as physical health. What is your opinion on this subject? Do you know any relaxation techniques that can help you reduce stress?”
• “You don’t have to worry about working outside of work hours. Remember that the boundary between work and personal life is important to maintain a balance.”
• “Sometimes we may feel pressure, but it’s important for us to be realistic in our expectations of ourselves.”
• “If you feel like you need support, we can always talk to HR to understand how we can improve your experience at work.”
• “It’s worth taking a short break to rest if you feel overwhelmed. This can help you return to work with renewed energy.”
• “Remember that you are a valuable member of the team, and we care about your health and well-being.”
• “Don’t forget that everyone has worse days, and how we deal with stress is more important than the sheer number of responsibilities.”

The most important thing is to show compassion and support while respecting the employee’s privacy. Make sure you are available to talk, listen carefully and, if necessary, help direct him to appropriate resources, such as psychological support or anti-stress programs that can help manage stress.

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