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Employers Using an Arsenal of Tools to Combat Workplace Stress

July 9, 2010 — Employers are responding to the detrimental effects of stress in their organizations with multiple strategies to help workers cope, according to a survey from Buck Consultants.

The report, "Stress in the Workplace," identifies the areas more affected by stress and the strategies employed by organizations to reduce stress for workers. The research was conducted at the WorldatWork Total Rewards Conference in May. The study analyzes responses from more than 250 conference attendees representing more than 200 organizations of various sizes and industries.

"Most employers realize that a stressed-out workforce drives up health-care costs," said WorldatWork member Barry Hall, principal at Buck Consultants. "Employers are responding by introducing numerous methods to combat the impact of work-related stress."

Hall noted that workplace issues highly affected by stress are:

• Health care: 82% of respondents indicated that their health-care costs are significantly or moderately affected by worker stress.
• Absenteeism: 79% of respondents reported significant or moderate effect.
• Workplace safety: 77% of respondents cited significant or moderate effect.

66% of employers have implemented at least four programs intended to reduce stress. 22% have established eight or more programs, and some make more than 10 programs available to their workers. 7% of respondents do not have any stress-reduction strategies in place.

The resource most commonly used to address stress is an employee assistance program (EAP), implemented by 78% of survey respondents. EAPs help employees deal with personal problems that may negatively affect their work performance and overall well-being. Flexible work schedules are the next most cited strategy, offered by 63% of respondents. Rounding out the top 10 strategies are:

• Work-life balance support programs (46%)
• Leadership training on worker stress (45%)
• Online healthy lifestyle programs (45%)
• Onsite fitness centers (43%)
• Physical activity programs (38%)
• Stress awareness campaigns (35%)
• Financial management classes (30%)
• Personal health/lifestyle management coaching (29%).

"Employers increasingly realize they must address the rising tide of employee stress, and not just to improve employees' well-being," Hall said. "Those who ignore stress will take a hit to their bottom line, in higher costs and lower productivity."

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