Stress management has become a boom industry for a wide variety of people who feel that they have something to offer to help stressed individuals relax, cope better with stress or take action against their tormentors! The diversity of backgrounds of these providers is indicative of the multiple facets to workplace stress and the response of affected individuals to this.
Astute companies are taking a “hazard management” approach to stress, rather than becoming caught up in the anxiety of being blamed for stress which may come from some other cause, external from work, or the risk of being driven to providing a pressure free – and, therefore, low productivity – work environment for staff.
Employers initially felt unfairly compromised in dealing with complaints of musculoskeletal pain caused by workplace practices, because of the subjective nature of pain. Some took an approach in which certain preventative measures were put in place, along with an early reporting system for individuals who felt affected by their work tasks, and services provided for those who clearly needed treatment and rehabilitation. Companies adopting this approach noticed a reduction in claims for conditions such as occupational overuse syndrome. This approach generally involves the acceptance of certain responsibilities by the employer, along with a degree of responsibility being taken by the employees to follow safe practices prescribed by the employer, and report any symptoms early. A sharing of responsibility is clearly a healthy approach to any relationship. Many aspects of this approach can be applied to workplace stress.
Primary Corporate Health can offer a number of services to clients who wish to take a proactive stance to workplace stress issues. We are able to provide advice on identifying both individual and organisational stress issues (hazard identification and management), reporting systems, stress management seminars and workshops, and individual assessments and coaching.
We also provide assessments of individuals who feel that they have a condition that may be stress-related, to ascertain any workplace issues that may be contributing. Through a report to the employer, specific workplace issues can be identified and dealt with as part of the rehabilitation plan suggested by the assessor. Any such assessments should be provided by an assessor with adequate training and understanding of mental illness, occupational health and rehabilitation, as well as the specific issues relating to workplace stress.
Through our work with clients, PCH doctors often obtain a unique insight into the structure and culture of a company, thus allowing a greater degree of understanding and accuracy in the planning of rehabilitation.
For any further information, please contact me on 360 8918 or by email ian@pch.co.nz.
About the writer: Dr Ian Pogson underwent five years of accredited training in psychiatry before entering the field of corporate health. He completed a diploma in occupational medicine in 2000 at Auckland University. He is the medical advisor for one of New Zealand’s major insurance companies, having pioneered an early intervention programme for claimants suffering from stress, burnout or depression. His seminars on managing stress are particularly aimed at helping individuals build their resilience to cope better with pressures, both work-related and personal.
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