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| Path: Main Street > Resources/Library > Research Articles > Feature Article |
Managing anxiety in the workplaceBy Teresa Howe, CHRP
In light of current world events, including the health alert related to SARS - and the abundance of media attention it is receiving, it's not surprising that some people are feeling uncertain, anxious, and worried. Knowing how to respond to anxiety when it presents itself in the workplace is an important component of human resources management. Below you will find tips and guidelines for managing stress in the workplace, and in particular for dealing with concerns related to SARS.
April 21, 2003
Guidelines for Managers
Some of your employees may experience a range of reactions to the increasing focus about our collective health. Some people may become distracted, anxious, and less productive in their day-to-day functioning. These feelings are all perfectly normal and understandable. Employees' reactions also depend on their current life stressors, such as having a family member dealing with an illness.
During this time, as a manager, it is imperative that you remain as calm as possible. It is a time to communicate about overreactions and remind employees that health officials are actively working to contain this situation. At this point, the risk is extremely low for most people but employees may still have questions and concerns.
How to spot signs that an employee may be anxious
Typically, people experiencing anxiety do not openly communicate their fears and anxieties. Often, the only observable signs may be behaviour such as:
- Increased absenteeism
- Fear of travelling, mixing with crowds
- Anxiety in the presence of persons who may have come in contact with the disease
- Difficulty concentrating, attending to tasks, easily distracted
- Uncharacteristic decline or change in performance
- Unusual irritation and agitation
- Preoccupation with the news dealing with current health issues
- Excessive focus on physical health
- Overindulgence in conversations related to SARS
- Unusually high expectations directed at managers to answer questions and ensure employee safety
How managers can support employees
To support employees, it is helpful to:
- Acknowledge employees' concerns in a respectful, empathic and non-intrusive manner.
- Recognize and acknowledge, in a non-judgmental way, that employees may have different emotions, attitudes and opinions related to this situation.
- Remind employees that they each have a very unique and resourceful way of coping with stressful events and to continue to draw on their natural resilience.
- Urge employees to reach out to people they feel close to.
- Inform staff experiencing anxiety that these feelings may vary from day to day and may be different than the feelings and thoughts of those around them.
- Prompt employees to focus their attention on health-related matters over which they have influence.
- Demonstrate that you are as concerned about your employees as you are about work objectives.
- Address changes in performance in a timely, clear manner while conveying understanding of possible anxiety.
- Provide factual information regarding dedicated resources to address specific health concerns related to SARS.
Resources and support for employees
Provide information on Employee Assistance Plan (EAP) if you have this service and other community resources or websites that are available to employees and family members.
Request debriefing to help employees deal with the immediate impact of a specific critical incident and organizational stress situations. Key considerations for managers
- Be visible and manage employee anxiety and fear by walking around, listening, asking questions and being seen as delivering solutions. Effectiveness is increased if leaders receive information and coaching on how to manage affected employees.
- Communicate frequently. Should there be an incident directly affecting your organization, conduct regular and daily communication. This should ideally occur at the same time each day and contain practical and accurate information for employees.
- Provide employees with clear information regarding internal health and safety support.
- Remember the best way to help your employees is to take good care of yourself. Seek personal and professional support, if you need it, to help you manage your own stress.
Anxiety-reduction tips for employees
Acknowledge your feelings and those of people around you. Reach out to people you feel close to. Remember that your feelings may vary from day to day and may be different than the feelings and thoughts of those around you. If you are feeling overwhelmed by media coverage limit yours and your family's exposure to news. Maintain family and work routines, as much as possible. As much as possible, try to stay active; exercise can lessen stress and anxiety. Remain calm and try not to overreact. Focus on factual information and what you can control related to your health. Reduce or eliminate unhealthy habits such as smoking and/or over consumption of alcohol. Treat yourself to some meaningful "time out" every day Ü a long bath, a walk in the park, a meal with a friend or time alone with your partner. Indulge in a meaningful activity that has helped you relax in other stressful situations.
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Source: FGI: International Provider of Employee and Employer Support Services (Trauma Services Department)
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Teresa Howe, CHRP, is an independent HR consultant and writer. As an HR executive with 15 years of generalist experience, she has contributed to several successful organizations being recognized as Canadaâs Top 100 Employers and created meaningful change. As a long-standing member of the HRPAO, she also serves as president of the Board of Directors for Jobstart, a not-for-profit organization, speaks at conferences and creates workshops on HR related issues. Teresa can be reached at tandthowe@yahoo.ca.
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