How can an employer prevent the symptoms of workplace stress?

Workplace stress is an increasingly worrying phenomenon in the professional world. Employees who face high levels of stress are not only less productive, but their well-being can be seriously affected, leading to absences, occupational diseases and, in some cases, Burnouts. Faced with this phenomenon, the employer plays a key role in prevention of symptoms of stress at work. So how can employers take action to prevent these symptoms, avoid them and what support systems businesses can put in place to provide a healthy work environment.

Understanding the symptoms of workplace stress

Workplace stress has a variety of symptoms that can affect both the body and the mind. Some of the most common physical symptoms include:

• The Muscle pain,
• The headaches,
• The Excessive tiredness,
• The digestive disorders.

These symptoms are often the first signs that stress is becoming a problem. A study conducted by the World Health Organization (WHO) revealed that nearly 30% of employees in the European Union report physical symptoms directly related to stress at work (source: World Health Organization, 2020).

Psychological symptoms, such as

• Theanxiety,
• The depression,
• The demotivation,
• The concentration disorders.

These effects not only alter the sanity of employees, but also their ability to work effectively, leading to a decrease in productivity.

Behavioral symptoms are also indicative of workplace stress. Absenteeism, decreased performance, as well as changes in work habits, are important indicators. According to a study by Malakoff Humanis, 35% of French employees say they have already missed days of work due to stress-related problems (source: Malakoff Humanis, 2021).

It is essential for employers to pay attention to these signs in order to prevent a deeper deterioration in employee health and the work environment.

Identifying the causes of workplace stress

Workplace stress does not result from a single cause, but rather from several factors that interact with each other. The most common causes include organizational, relational, and environmental factors.

Organizational factors are often the main drivers of workplace stress. One excessive workload, tight deadlines, or ineffective time management are all factors that can lead to chronic stress. A study of the DARES showed that 42% of employees feel excessive pressure due to their workload, a major stress factor for employees. In addition, a lack of autonomy or recognition within the company can also contribute to increased stress.

Interpersonal conflicts and lack of support within teams are important relationship factors. Moral harassment or sexual stress is also a major cause of stress, creating a toxic work environment. According to an INRS survey, nearly 15% of French employees say they are victims of harassment at work, which exacerbates the stress situation.

Finally, the physical work environment can also have an impact. A poorly designed workspace, a lack of comfort, and difficult working conditions, such as too high or too low temperatures, can worsen stress symptoms. Workstation ergonomics is a key factor in preventing these physical symptoms.

The employer's role in the prevention of stress symptoms

The employer has a fundamental role to play in managing stress at work. To prevent the symptoms of stress, he must first of all promote a healthy work environment. This involves designing workspaces so that they are pleasant and comfortable. Studies have shown that well-lit, well-ventilated spaces that are adapted to the needs of employees promote well-being and reduce stress. Setting up ergonomic workstations, as well as organizing space according to the needs of employees, is an investment that can prevent many physical symptoms of stress.

It is also crucial for The employer to review the organization of work. To reduce the mental and physical burden on employees, it may be appropriate to offer flexible hours, of promote teleworking where possible, or to review the distribution of tasks within teams. A study conducted by Apec reveals that 53% of employees say they are less stressed when they have greater autonomy in organizing their work.

The training of managers and HR managers is also an important lever in stress management. By training managers to recognize the signs of stress and how to respond appropriately, the employer can create a healthier work environment. An investigation by Malakoff Humanis indicates that 70% of companies that train their managers to manage stress notice an improvement in well-being at work.

Support systems to be put in place to reduce stress at work

Several devices can be put in place to support employees in case of stress. Les employee assistance programs (EAP) are one of the most effective devices. These programs offer psychological and emotional support to employees who are experiencing stress-related challenges. A study by the International Employee Assistance Professionals Association (IEAPA) shows that Companies that integrate EAPs record a significant reduction in absenteeism and turnover.

Les psychological support cells are also a solution to help employees manage stress. These cells can offer anonymous consultations, allowing employees to freely express their concerns without fear of reprisals. According to a study carried out by INRS, 40% of companies that have set up psychological support units note an improvement in the well-being of employees.

Finally, the psychosocial risk prevention programs (RPS)make it possible to make employees and managers aware of the risks of stress at work. They include training, workshops and communication campaigns on the signs of stress and the behaviors to adopt to prevent it. According to a report by the European Agency for Safety and Health at Work, Businesses that implement these programs are seeing a 25% reduction in work-related stress cases.

Workplace stress is a complex problem that affects employee health and business performance. Employers have an essential role in the prevention of stress symptoms, through concrete actions such as improving working conditions, training managers, and setting up support systems. By acting on these levers, companies can not only improve the quality of work life of their employees, but also optimize their productivity and reduce the costs associated with absenteeism and turnover. Proactive stress management is therefore a long-term investment in organizational health.