21 July 2009

Study after study highlights the increasing incidence of work-related stress and the huge costs associated with it for business and the community.According to the Beyond Blue Foundation:

• More than one million people in Australia experience depression, anxiety or related alcohol and drug problems each year.
• Depression is currently the leading cause of non-fatal disability in Australia¹, but only 3 per cent of the population identifies it as a major health problem².
• Each year, undiagnosed depression in the workplace costs $4.3 billion in lost productivity and this excludes Workcover/insurance claims, part-time or casual employees, retrenchment, recruitment and training³.
• On average, every full-time employee with untreated depression costs an organisation $9,665 per year⁴.
• Each employee with depression will, on average, take three to four days off work per month which is equivalent to over six million days lost each year in Australia⁵.
• In addition to absenteeism, depression accounts for more than 12 million days of reduced productivity each year.
• Sixty-two per cent (62%) of people with depression don't get help for it⁶.
• Research shows that implementation of early diagnosis and intervention programs can result in a five-fold return on investment as a result of increased employee productivity⁷.
• Workplace stress is a significant risk factor for developing depression⁸.

Clearly the effects of the global financial crisis and the increased emphasis on cost saving, doing more with less and fears about job security,can only exacerbate the problem.

What can we do about it?

In the UK, one initiative has seen Investors in People (IIP) team up with the Health and Safety Executive (HSE) and the Chartered Institute of Personnel & Development (CIPD) to develop a competency framework for line managers aimed at identifying and encouraging the leadership behaviours most likely to combat stress in the workplace.

They have also identified some that are unwanted behaviours (ie those which are likely to heighten stress).

Notably and contrary to what many people might think, one recurring theme is that issues should be addressed as they arise - not avoided for fear of upsetting people in difficult times.

It makes for interesting reading and a useful reference point for line managers to self-assess how you behave as a leader especially when you are under pressure.

Anyone interested in learning how the Investors in People program can help to improve organisational behaviour, reduce stress and improve morale should contact Peter Maguire on 0438 533 311.

The Competency Framework document can be downloaded below.

 stress_at_work_framework_line_managers.pdf