Stress in the workplace

People experience stress in a variety of different ways. Signs of work-related stress can include:⁹

Physical

• Presence of risk factors associated with cardiovascular disease (e.g., hypertension, overweight, heart attack, coronary heart disease)
• Musculoskeletal disorders
• Immune deficiency disorders
• Gastrointestinal problems
• Headaches
• Fatigue or tiredness
• Elevated heart rate
• Psychomotor agitation (e.g., feeling fidgety or restless)
• Sleep difficulties.

Psychological

• Burnout
• Heightened emotions
• Irritability/mood swings
• Feelings of helplessness or worthlessness
• Disconnection or withdrawal from colleagues and others 
• Concentration / memory difficulties
• Problems with decision-making.

Behavioural

• Taking frequent leave from work (absenteeism) 
• Attending for work but producing a low output (presenteeism)
• Procrastination
• Making avoidable errors at work, or performing below the usual standard
• Ruminating about the job outside the workplace
• Avoiding family/social engagements
• Having a short temper
• Tearfulness
• Eating too much or too little
• Drinking more alcohol than usual or smoking more than usual 
• Using prescription or non-prescription drugs to 'wind down' after work
• Insufficient exercise

Some issues that might contribute to stress at work include:¹⁰

• Factors specific to the job, such as poor physical conditions, safety issues, unrealistic deadlines, long hours, or an unmanageable workload
• Factors specific to the individual's role in the organisation, such as confusion about responsibilities, poor job-person fit, poor time management, difficulties in managing separate or conflicting roles (e.g., that of supervisor and colleague) or uncertainty about the future of the organisation.
• Career development issues, such as being passed over for a promotion, feeling under-utilised, or perceiving a lack of job security.
• Relationship issues, such as poor support from supervisors, conflict with co-workers, harassment, discrimination or bullying.
• Problems with organisational structure / climate, such as low levels of perceived control over work tasks, perceptions of micro-management, lack of consultation on important issues, office politics, budget problems, pressure to complete work tasks or check emails outside of normal work hours.
• External stressors, such as a long commute to work, lack of sleep, grief/loss, separation/divorce, mental/physical illness or caring responsibilities. Exposure to constant disaster-related media may also be cause for stress such as the COVID-19 pandemic which has become a longer-term public health issue with far reaching mental health impacts. 

Research has demonstrated that a number of psychological strategies can be effective at managing occupational stress.

Cognitive strategies

• Recognising and challenging unhelpful thoughts and attitudes is a highly effective strategy for managing occupational stress.^11,12 This strategy involves the client working with the psychologist to identify a specific situation causing stress (e.g., “I haven’t completed the project by the deadline”).
• Gently noticing thoughts about the stressful situation (e.g., “I’m terrible at my job”) and the effect of these thoughts on how one feels (e.g., anxious, worried).
• Developing objective alternatives to combat these thoughts (e.g., "I've faced deadlines like this before and everything turned out alright").
• Reviewing the alternative, more helpful and realistic thoughts to focus one’s attention on instead, and observing changes in the experience of stress during this process.
• Developing a strategy to notice the warning signs of stress in future situations, and rehearse the process of challenging and changing negative and unhelpful self-talk.
• Taking note of the positive role that exposure to moderately stressful events may make to our personal development across time, including the “lessons learned” from difficult challenges.

Improving time management

When combined with the use of positive self-talk, time management techniques can have a lasting impact on work-related stress.¹³ Some skills for time management include:

• beginning the work day by reviewing or planning for the day's events, including breaks for resting and eating
• keeping a 'to-do' list and prioritising tasks according to urgency or importance
• minimising distractions and interruptions (for example, turning off email alerts)
• learning to say 'no' to requests outside of one's immediate work responsibilities
• setting aside a realistic length of time for completing core tasks, and accounting for the fact that some tasks may take longer than originally expected
• delegating responsibilities to others where appropriate
• seeking collegial support within or outside of the workplace.

Seeking support from others

Support from others in the work environment can help individuals to feel more confident about their stress-management abilities.¹⁴ This support can take a number of forms:

• Instrumental support, such as adequate equipment, staff, and funding to complete the work.
• Emotional support, such as a colleague, supervisor, friend or family member who makes time to listen, gives reassurance, or shares humour.
• Informational support, such as accessing advice from a subject matter expert or seeking out career mentoring.

Practising assertive communication and problem-solving approaches

Problem-solving communication strategies for conflict management can buffer the effects of occupational stress.¹⁵ These skills support individuals to:

• manage conflict in a positive and timely manner rather than avoiding individuals or tasks
• stay focused on their own tasks and outcomes
• express their needs and opinions clearly and respectfully
• be aware of the priorities and preferences of colleagues and work towards mutually beneficial outcomes
• accept compromise when it is feasible and appropriate to do so.

Changing lifestyle behaviours

Studies have shown that the following activities are effective in reducing work-related stress:

• relaxation techniques, such as breathing exercises, guided imagery, or progressive muscle relaxation¹²
• meditation
• physical exercise¹⁶
• spending more time outdoors¹⁷
• quitting or reducing smoking¹⁸
• reducing alcohol and drug use.^19​

^​The Head To Health website lists a number of evidence-based resources such as apps and online training courses which people can use to help learn skills such as mindfulness and meditation.

Tips for managing workplace stress

The responsibility of limiting the experience of stress in the workplace lies with both individuals (employees) and organisations (employers). While organisations should have a policy for the management of employee mental health, best results will be achieved in settings where there is genuine collaboration between the two.

Employees can:

• Learn to identify the physical, psychological and behavioural signs of stress and use this awareness to interrupt behavioural patterns which exacerbate stress.

• Develop skills such as relaxation, assertiveness, communication, physical fitness, and time management. These skills should be developed under low-stress conditions so as to maximise early success, self-confidence and motivation.

• Seek social support at work. This enables individuals to acquire information on how to manage stress, while benefiting from the support and encouragement of colleagues.

• Use counselling services offered by employee assistance programs wherever possible.

• Take frequent, brief breaks from work.

• Pair up with a workmate to monitor one another’s stress.

• Drink plenty of water and maintain a healthy diet.

• Engage in self-care activities which can buffer against stress (e.g., exercise, adequate sleep).

Actions Employers can take:

• Implement clear organisational structures and practices.

• Practice appropriate staff selection, training and development. It is important that staff knowledge, skills and abilities are matched as closely as possible to the needs of each job.

• Develop clear job descriptions.

• Clearly communicate expectations.

• Redistribute work tasks and clearly explain these changes wherever necessary.

• Encourage a social environment which facilitates commitment and work productivity.

• Regularly monitor staff satisfaction and health.

• Clearly inform employees about the channels of communication should problems arise.

• Use ergonomics to optimise job performance and decrease fatigue.

• Change the source of problems (e.g., reducing noise and dust, maintain a comfortable temperature, use PPE where needed).

If you feel that workplace stress is getting too much, a psychologist may be able to help. Psychologists are highly trained and qualified professionals skilled in helping people with a range of mental health concerns, including stress in the workplace. A psychologist can help you manage your stress using techniques based on the best available research. 

If you are referred to a psychologist by your GP, you might be able to get a Medicare rebate. You may also be able to receive psychology services via telehealth so you don’t need to travel to see a psychologist. Ask your psychologist or GP for details. There are number of ways to access a psychologist. You can:

• use the Australia-wide Find a Psychologist service. Go to findapsychologist.org.au or call 1800 333 497
• ask your GP or another health professional to refer you.

Many employers also provide their employees with an Employee Assistance Program or EAP service. This is a free and confidential service where you are connected with a qualified professional, often a psychologist, who can listen to you, provide supportive counselling and help you decide on the best course of action to help you deal with your workplace stress. EAPs often have a limited number of sessions available so they usually do not represent a long term solution for people with chronic workplace stress issues. 
 

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