
Wellbeing for managers
Questions to ask if the stress is work related
If the stressors appear to be work related, it is important that action is taken. As a manager, you should consider the following questions:
- Can the stressors be removed or reduced? (be realistic)
- If not, what support can be given to the individual to help them cope?
- What resources are needed/available to help?
- Are there HR policies, such as flexible working, that can be used in this case?
- What is the impact on others of any work adjustments?
- What follow-up actions/checks are needed?
- Have my management practices had an impact on the situation? Are there things I can do better in the future to support my staff?
Actions to respond to a report of work-related stress should be agreed with the individual and documented, wherever possible, in a wellbeing action plan so that progress can be reviewed regularly.
Possible adjustments that could be made
As a manager, you may consider putting temporary adjustments in place to help the individual cope in the short term, while other steps are taken to remove or reduce the causes of stress.
Adjustments might include:
- relieving the individual of some work tasks
- considering leave in special circumstances
- reduced hours
- flexible start/finish times
- a temporary change of working environment, or
- referral to other sources of help
If the stress is work related and short-term adjustments are unlikely to resolve the situation, you may need to consider longer-term alternatives. This may involve:
- permanent redistribution of work tasks
- introducing a different working pattern via the flexible working policy
- work to improve team cohesion
- mediation or
- access to personal development training, coaching or mentoring
Further advice on reasonable adjustments is available from your HR Adviser.
Wellbeing Action Plan
Once reasonable steps to minimise or remove the stressors have been agreed upon, they should be recorded, either informally or using a Wellbeing Action Plan. Actions should be reviewed regularly with the person until the situation is resolved or they are feeling better.
Support from GP/doctor
If the individual's symptoms of stress are getting worse and/or having an adverse impact upon their work and general wellbeing, they might find it useful to talk to their doctor.
Trade Unions support/representation
If the member of staff is a member of a trade union, they can talk to their representative who might be able to attend meetings with them and support them in developing solutions to the stress.
Occupational Health
A referral to Occupational Health should always be considered, but may not always be necessary. Your HR Adviser may be able to help with this.
PAM, Employee Assistance Provider advice line
As a manager, you have access to an independent, confidential managerial advice line through our Employee Assistance Provider, PAM. It offers emotional and practical support in dealing with a wide range of management issues. Call PAM on 0800 882 4102.