Submitted by: Compliance Management International
In December 2009, the national unemployment rate approached 10%, and it’s even higher in many states. In these tough economic times companies are experiencing increased absenteeism, increased numbers of grievances, and more workers’ compensation claims. Employers tend to burden employees with more responsibilities resulting in higher employee stress. Studies have shown that stressed employees make more mistakes, are less creative, are less receptive to coaching, and may be more volatile in interactions. This results in lower efficiencies and overall impacts to the company’s financial condition. Also, this can significantly impact existing health and safety programs. Eventually employee stress can lead to burnout. Burnout occurs when employees have:
• Unclear or impossible requirements
• High stress times with no down times
• Lack of personal control, and
• Lack of recognition
Taking a proactive approach by addressing these issues will help maintain the workforce and build your safety culture.
First, acknowledge morale or stress problems and openly communicate with the employees. For example, informing employees that their job security is sound for a certain period will significantly reduce the anxiety of losing their job in the immediate future and they will be able to focus more on their everyday tasks.
Provide employees the tools they need to do their job successfully. If an employee has new responsibilities they need new training and support. Define your employee’s roles and responsibilities and communicate your expectations. Employees will feel more invested in the company and in control if provided opportunities to use their skills and to make informed decisions.
Ask employees about their personal stress factors that result in their stress and try to provide support. Do employees need more flexibility? One way to address this would be to offer the option of four 10-hour work days in lieu of five 8-hour work days. Are supervisors overwhelmed? Provide time management skills training. Many companies also offer employee assistance programs (EAPs) that can help employees manage health and financial issues. Verify employees are aware of the EAPs offered by your company.
Finally, recognize the efforts of employee contributions. In this economy bonuses are difficult to award, but recognition is priceless. Have supervisors acknowledge the efforts made by employees that result in a safe working environment. Celebrate accomplishments through certificates of appreciation, safety awards, safety lunches, and verbal recognition from a supervisor, and find other means to encourage a strong safety culture.
Compliance Management International is an environmental and engineering consulting firm specializing in environmental, health and safety compliance. For more information on this or other safety issues, call Maureen Malachowski, CIH, at 610-699-4800, ext 120 or e-mail at mailto: mmalachowski@complianceplace.com. Compliance Management International (CMI) is an environmental, health and safety consulting firm headquartered in Montgomeryville, Pennsylvania. Visit us at www.complianceplace.com or call us toll-free at 800-701-9369.
