When an object flies through the air, a person hits the floor or something catches fire, no one is confused about whether something unsafe is going on. If only all workplace hazards were that dramatic. But just like wild animals and mob bosses, it's the quiet ones you have to look out for. Enter one of the most subversive types of workplace hazard: stress. According to Stressmap.com, thirty-four percent of Canadians with health benefits agree with the statement, “Workplace stress has been so overwhelming that it has made me physically ill at times.” It is estimated that workplace stress accounts for about 40 percent of worker turnover and Statistics Canada calculates the annual cost of work time lost to stress at $12 million. The reasons for workplace stress vary, but Statistics Canada says about one-third of working Canadians list too many demands and unreasonable hours as the primary cause of stress, with 15 and 13 percent blaming poor worker-to-worker relations and risk of accident or injury, respectively. Adding to the pressure is the stigma attached to being stressed out. The flu or a broken finger might inspire some concerned inquiries and the odd “get well soon” card, but the co-worker who flies into a rage because someone moved his tool box garners a whole other kind of commentary around the water cooler.
Let's be clear: not all types of stress are negative. A reasonable amount of pressure can motivate employees and facilitate a sense of pride in one's work. The trouble begins when stress becomes overwhelming and causes physical and mental health problems like irritability, poor concentration, inability to complete tasks on time or appropriately and in some cases, causes digestive problems, high-blood pressure and heart disease.
Everyone has a part to play in reducing workplace stress and its effects, but this can be especially challenging for business owners who might be viewed (fairly or not so fairly) as a source of the problem. The best place to start is in building the kind of workplace where employees can freely speak up if their hours or responsibilities are too much. Ambiance is key as well. Good lighting, a clean organized space and access to the resources needed to maintain a good space are all musts.
As business owners, it pays to check in – using direct and specific questions – with workers at quarterly performance reviews to see how everyone is doing on this level. Taking inventory on whether hourly and workload expectations are reasonable is a good place to start if stress seems a predominant issue. Employees are more likely to state their issues if they are presented with a  comfortable environment in which to do so; managers can brush up on their communication and listening skills with one or two day HR classes offered at most community colleges. And of course, it never hurts to put fun into the workplace – taking the crew bowling or having them over for a BBQ puts a different spin on worker relations and breaks the tension of constantly being in work mode.
Not all stressors that cause problems in the workplace originate there. Often a reasonable amount of work-related pressure can seem like a tonne of bricks on an employees who is also experiencing a marital breakdown or sick children. Most employee benefits programs subsidize professional counselling for workers and sometimes even their families, depending on the issue.
And as important as employee stress levels are, business owners and managers experience some of the highest stress levels ever, yet are the least reluctant to take vacations, leave work early or stay home on weekends. True, extra hours might fatten the bottom line, but most business owners will never save enough working over time to pay for their absence in the event of illness due to stress. Like all things, moderation is key.