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Leigh-Ann Larson
You are the manager of a growing real estate practice. Three of your superstars have had big deals fall through. Or, they’re worried because a competitor has moved into the neighborhood and it’s all hands on deck. Suffice it to say, things are a little tense in the office.
Anxiety and stress – it’s a rare employee who hasn’t experienced their share of both. In fact, anxiety in the workplace costs the national economy an estimated $300 billion in lost productivity and absenteeism, according to a recent report. Certainly, real estate and finance come with their share of stressful environments.
While most organizational leaders would certainly sympathize – and likely empathize – with employees experiencing stresses in the workplace and/or home, people tend to be guarded when it comes to talking about their problems. In spite of a rising awareness of mental health matters, there remains a stigma. So, how can employers help to destigmatize the common, but often under-addressed subject of anxiety in the workplace?
Remember: We’re All Human
First, acknowledge that everyone in your organization is indeed human and subject to any number of episodic or longer-term problems that could impact their work performance. Anxiety can be caused by anything, from an argument with a spouse, to financial difficulties, to health concerns, to being tired, to feeling overworked to unfulfillment in a job. This is not to say it is your responsibility to completely eliminate the stressors that may contribute to employees’ feelings of anxiety, but you can work to mitigate the larger barriers to emotional well-being.
Be on the lookout for signs of stress in employees. Fatigue, short temper, unusual displays of emotion, a change in behavior or appearance are all indications that someone may be struggling with issues inside or outside the workplace – or both.
Be aware that some employees are reticent to address their feelings of stress and anxiety to employers. They may be afraid of creating the impression that they can’t handle their job or perhaps they’re embarrassed, or just are not willing to share personal problems with their boss. Don’t be intrusive but do establish an open-door policy so employees are aware of your concern for their well-being. And if they come through your door, be available to listen. If the stress is being caused by work, help them find solutions to alleviate the strain. Be accessible, compassionate and willing to be flexible.
Even the most time-honored institution needs a bit of updating occasionally, in external appearance and in terms of company culture. One way to reduce stress and anxiety among employees is to take a genuine assessment of the workplace. Does the building in general and work stations in specific provide a sense of comfort, both physically and emotionally? Is the air quality healthy? Are works spaces ergonomic? Are fresh air breaks encouraged?
Happier, Healthier Workers Are More Productive
Many organizations are seeing the benefits of introducing health and wellness programs as part of their company culture. Offering classes in tai chi, occasional workshops in nutrition, stocking the kitchen with healthy snacks and encouraging walking groups are all basic and minimally expensive measures that show you care about employees as people, not mere workers. Happier, healthier employees are statistically more productive; setting up even a modest employee wellness program can boost morale and make for a less stressful environment.
Offering a health insurance plan that includes access to telemedicine is another avenue to reduce stress. The American Medical Association estimates that as many as 70 percent of emergency room, urgent care and primary care visits are unnecessary and can be handled via telemedicine. The ability to speak with a physician on the phone, explain symptoms and receive immediate response can do wonders to decrease stress and bring an employee’s focus back to the work at hand.
Creating a comfortable physical atmosphere is important, but just as essential is an environment that nurtures employees’ emotional state. Team-building activities, forums on conflict resolution and abbreviated company-sponsored sabbaticals can go a long way toward providing sustenance for the soul. Seek employees’ feedback on ways to improve company culture and listen – really listen.
There is likely not one among us who hasn’t been affected by stress and anxiety, either at work or home. Emotional upheaval is a common denominator we all share from time to time. Often, just knowing that we are not alone and that someone is there to listen and help us navigate stormy waters is enough to reduce the pressure on our bodies and spirits.
Leigh-Ann Larson is the founder of Elevate Counseling Services, a private practice with locations in South Easton, Middleboro and Bellingham.
