Joseph Conway is a mental health trainer, psychotherapist and member of Vita Health Group
Stress is not just a buzzword. It’s changing the face of modern work. Mental Health UK has released new figures showing that 91% adults in the UK experienced extreme or high stress during the last year. Deloitte estimates that poor mental health costs UK employers PS51 billion per year. This is mainly due to presenteeism – where employees are at work but can’t perform.
As workplace stress is on the rise the question for companies is not whether they should act, but what actions they should take.
The role of the manager
The everyday conversations between managers, their staff and employees are often the most effective levers to change workplace stress.
A global survey conducted by the Workforce Institute of UKG found that a manager has a greater impact on mental health than a spouse or partner, and is even greater than doctors or therapists. This means that their role is not only supportive, but transformative in combating stress.
What is the challenge? The majority of managers are not trained therapists, and they do not need to be. They need to have the right tools and knowledge in order to handle these conversations with confidence, clarity and care. An employee’s feeling of support can be greatly improved by a timely, compassionate response.
How managers can transform conversations into meaningful support to an employee suffering from stress.
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Ask, don’t diagnose
Start with curiosity instead of immediately trying to “fix”. Open questions such as “What have you been feeling the most recently?” encourage honest answers, without placing pressure on employees to justify their feelings.
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Empathy, not judgment
Simple responses like “Thanks, it sounds difficult to me” can have a huge impact. Stressed people need to be heard and not criticized.
- Continue learning
Stress can be problematic if it persists or is intense. However, stress is a normal response to difficult situations. It’s vital that employees understand this. Training that helps managers and teams distinguish between normal stress and more serious signs is beneficial to both. Everyone can benefit from a clear understanding of stress.
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Create a safe culture
Nearly half of employees believe that an open dialogue on mental health will improve their workplace wellbeing. There is still stigma surrounding mental health, which prevents people from coming forward and expressing themselves. Leaders must work to normalise the conversation about stress. It is important that leaders work to normalise conversations around stress.
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Make practical adjustments
Managers should not rely on reassurances but instead take practical steps to address the stress of employees. Changing expectations, shifting work schedules or adjusting workloads can provide individuals with the breathing space they need to recover and regain control.
Some examples of useful adjustments include:
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Redistributing certain responsibilities or reducing the workload
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Flexible hours and remote work options
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Providing extra resources and additional support when needed.
Managers who lead with empathy and curiosity can turn everyday conversations about stress, into powerful interventions to support employee wellbeing. These are not just soft skills, but essential leadership capabilities. Giving managers the tools and confidence to have difficult conversations is a powerful thing in today’s workplace where mental health directly impacts performance, retention and culture.
The original version of this article Turning conversations about stress at work into real support appeared first on Human Resources News.
