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Since 2020, hybrid working has become commonplace, with 44% of office workers now describing themselves as remote or hybrid.1 Working flexibly can bring about various benefits, helping employees design their work around their lives, often leading to a decrease in stress and anxiety.

However, what works for one might not be suitable for another, and over time, what was a practical and sensible working practice at a point of need might have become a source of stress and discomfort for many who crave social interaction, company and the camaraderie of the workplace.

It is therefore important for those who manage teams to be able to consider stress ‘from a distance’ – including spotting the telltale signs and finding ways to overcome it.

The HSE’s Management Standards2 break down the main causes of stress into six easily explained categories:

Source: HSE’s Management Standards.

 

Identifying stress – and the causes behind it – is one thing. It’s quite another to then attempt to manage or reduce it. There are many things you can attempt to do, even from a distance.

Demands
Think about what individual members of your team are being tasked to do. If someone looks to be struggling, try to adjust the demands being placed on them. If their workload is too much, is
additional resource or recruitment needed to reduce this? Alternatively, prioritisation can help reduce the workload in terms of getting things done on time. Some things might simply have to wait.

Control
In terms of control, communication is key. Employers need to ensure that the whole workforce is aware of what is going on from a strategy point of view, to avoid employees feeling isolated. How can you make employees feel in control of their work? Can you help them see how their roles directly impact the organisation, so they feel they are making a difference? Sharing mission statements and company goals can make employees feel valued.

Support
When employees don’t feel supported, they might start to feel they’re on their own. Often, a kneejerk response can be to try and change the situation, forcing employees back into the office to ensure that support is visible. But this can be counterproductive to those who just need reassurance that help is there should they need it.

Relationships
Online relationships can sometimes become fractured over time. Whilst no one should have to put up with unreasonable behaviour, there should be channels through which employees can discuss behaviour they are not comfortable with, so the necessary interventions can be made.

Role
Roles should be clearly set out and aligned, so everyone knows what they’re doing, especially if most of the team is remote. When new starters begin, take the opportunity to introduce them to everyone and help them understand exactly what each person does. This can help identify any gaps, or even where someone’s role has changed. A company organisational chart can help here.

Change
Communication and consultation help people get involved with the direction of change. Thorough planning can help ensure that the right messages are delivered to the right people at the right time, rather than rumours and whispers leading to unease and anxiety.

We’ve all had to get used to different working practices, and many benefits have occurred as a result. Now that people are more able to come back into the office it’s important to remember that different options will work for different people. From time to time, stress is a part of working life, but it can be managed just as well remotely, given the right approach.

NEBOSH has collaborated with the HSE to develop the NEBOSH HSE Certificate in Managing Stress at Work. This qualification is designed to help delegates identify and reduce workplace stressors in order to create a positive, healthier workplace.


1 Remote working statistics UK 2023 | Updated regularly (standout-cv.com) 2 What are the Management Standards? - Stress - HSE