Tips for Employers on Handling Stress at Christmas

News - 22nd December 2004

Tips for Employers on Handling Stress at Christmas

In November 2004 the HSE introduced their Management Guidelines for work-related stress. These guidelines identify six standards that need to be met by organisations. Here are some seasonal applications of the six standards:

1. Demands

Many people experience this time of year as being one of high demand, on their time, their finances and their tolerance levels (for shopping, relatives etc), all leading to additional pressure.

Don't add to this by setting tight deadlines for projects - especially if they will fall between Christmas and New Year, or immediately after New Year. With the strong possibility that some (or all?) of the team will be absent either on holiday or sick leave, additional work will fall on remaining team members, at a time of year when they are least able to deal with it.

2. Control

Many people find it difficult to fit in all the extra activities around work. Giving them greater flexibility over when and how they complete their work will go a long way to easing this source of stress. At the same time, those who do not celebrate Christmas should be allowed to continue as normal. Some public sector organisations give employees an extra half-day, to be taken when they want, for Christmas shopping, or personal time away from work. Conversely, insisting that employees take specific days as holiday can add to the burden for those who (for their own reasons) would rather be at work.

3. Support

At this time of year, people may feel more in need of support. The emphasis in the media, and society on socialising, enjoying yourself, and being with family, can be difficult for people who are not in that situation. At the same time, spending more time than usual with relatives can be stressful, and can lead to a volatile mix of emotions. For those companies who do not yet have an EAP in place, ad hoc access to counselling support for an employee in need can be arranged.

4. Relationships

Company celebrations can get out of hand, relationships outside of work may be strained, additional consumption of alcohol, and many other factors can have a detrimental effect on working relationships. When this goes too far, mediation may be required. Before that point, using a psychological support service such as an EAP can help people to get through the festive period with minimum of problems.

5. Role

The HSE states that it is important for employees to have a clear understanding of their role. Having this structure in place is important at a time when many other aspects of their lives may be very different to normal. This is not a good time to introduce a change in an employees' role or responsibilities.

6. Change

It is easy to start thinking in terms of 'New Year, New Start'. Change is a stressful process, and it is essential to have consultation as part of that process. January is not a good time to introduce major change, as any consultation process would have been overshadowed by the festivities that people were enjoying or avoiding!