Aon Hewitt Offers Tips for Helping Workers Manage Stress

Aon Hewitt’s 2013 Consumer Health Mindset report, which surveyed more than 2,800 employees and their families, shows that work-related factors play an important role in worker stress levels. According to Aon, more and more employers are taking steps to reduce employee stress.

According to the report, nearly half of those surveyed characterized their stress level as high or overwhelming. The top four out of five reasons cited by participants were work-related. The causes of stress most commonly cited were:

• Financial situation: 46%
• Work changes: 37%
• Work schedule: 34%
• Work relationships: 32%
• Influence or control over how I do my work: 32%

According to other Aon research, 35% of employers offer stress reduction programs, but only 3% of employees participate in them.

“Employees are increasingly feeling stressed by work-related pressures, and this can often be destructive to health, productivity and performance,” says Aon Hewitt’s Kathleen Mahieu. “Employers recognize the impact that high stress levels are having on their workforces and are implementing programs to help employees recognize stress, reframe it in more positive ways and focus on what they can control. Unfortunately, most stress management programs in the workplace today aren’t being implemented in a way that’s effective.”

Aon Hewitt recommends that employers focus on three areas to improve employees’ well-being:

1. Investigate the causes of stress and potential solutions. When analyzing stress, employers must consider both internal and external factors. Family strains and long work hours can equally contribute to high stress in the workplace. Gathering feedback through surveys and focus groups can give employers a better understanding of stress triggers and help them develop new strategies for reducing stress.
2. Encourage workers to use stress reduction resources. Employers should show support for stress management initiatives by encouraging workers to participate in stress management training programs and physical activity during the workday. Some examples Aon Hewitt gives: schedule a workspace cleanup day or a bring-your-pet-to-work day, offer relaxation techniques, encourage workers to take advantage of existing resources such as en employee assistance program, work-life services, or on-site wellness coaches.
3. Promote emotional well-being. Aon says employers should encourage workers to take vacation time and offer flexible work schedules. Other suggestions include sponsoring activities that promote camaraderie such as community walk and run events, company sports teams and group volunteer activities.