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ORGANIZATIONAL STRESS |
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How much is your company paying for the single greatest cause of mental and physical health problems in working Americans? -both in productivity and for medical care? When you look at the available data, it isn’t hard to make the business case for assessing and reducing the effects of stress in an organization. For example, within a single arena, that of employee health, it’s been shown that high-stress employees have significantly higher rates of :
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Even if this were the whole picture of the results of stress in the workplace, which it isn’t, it would be clear that reducing excessive stress in an organization would at very least significantly reduce health care utilization and worker disability claims. More and more information is available to show that executives are also in the position of dealing with the impact of other stress induced workplace ‘syndromes’ on the bottom line, thus adding to their own stress. These syndromes include absenteeism and presenteeism (employees on site, but not working to capacity), concentration problems, conflict and general dissent, turnover problems, and so on…
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“Work site wellness promotion (i.e., the minimization of organizational stress) improves a company’s productivity by attracting superlative employees; reducing absenteeism and lost time; improving decision-making and time utilization (i.e., reduced “presenteeism”); building a reservoir of good-will toward management; and reducing employee turnover.” -Healthy Workforce 2010, US DHHS |
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| The Facts (Not a pretty picture): Job stress has doubled in the past 10 years, and
"More than half of the working people in the U.S. view job
stress as a major problem in their lives, more than double that
percentage in similar studies from a decade ago."
"Stress costs businesses $9500 per
employee-over $300 billion annually."
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| “There is increasing evidence that psychosocial factors related to the job and work environment play a role in the development of work-related musculoskeletal disorders.” Kurt M. Joseph, FAA Civil Aeromedical Institute |
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| So where is the stress coming from? Information gathered from a wide variety of settings shows that particular work factors are causally linked to employee stress. These factors include:
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| “Stress is an unwelcome and often unacknowledged ‘business partner,’ bleeding off the profits of an organization like no team of shady employees ever could.” Paul M. Brala, Ph.D., Matrix Performance Consulting |
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| The SOLUTIONS: The good news is that we now have the means to estimate the actual dollar costs of stress in your organization and, more to the point, rapidly and significantly reduce the adverse effects of stress on your organization. At Matrix we utilize state of the art, research-based, psychometrically sound assessment instruments for rapid evaluation of stress and generation of hard data on the specific sources of stress as well as the effects of stress within individuals and the overall organization. We get at the root causes of stress and give executives the data driven insights and tools they need to remedy the insidious effects of stress on their employees and bottom line. Our services are customized to match your organization’s culture and we can assist in follow-up design of wellness programs and stress reduction methods to improve overall employee satisfaction. |
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| ORGANIZATIONAL STRESS ASSESSMENT It is now possible to measure the root cause drivers and effects
of stress at the organizational level, and more importantly, identify
organizational interventions which will most powerfully reduce employee
stress. Administration of the PSN (see
INDIVIDUAL STRESS ASSESSMENT below) to individuals in the organization
is the first step in generating an Organizational Stress Profile
(OSP) which provides a complete look at stress within your organization.
It serves as an MRI into the functioning of the organization and
systematically identifies hot spots which are depleting the organization’s
resources. An Organization Stress Profile increases the value and competitiveness of your company’s intellectual capital by increasing organizational health and well being. ORGANIZATIONAL
STRESS ASSESSMENT example
The PSN is based on the Biobehavioral Model of Stress developed by two of the world's leading authorities on the causes and effects of organizational stress, Drs. Lyle H. Miller and Alma Dell Smith. Using proprietary statistical methods, the PSN identifies sources and symptoms of stress for a given individual, in addition to measuring their personal susceptibility to stress. It analyzes the internal and external causes of stress and differentiates acute stress from chronic stress. Immediately after taking the PSN, individuals receive a personalized report which helps them to confidentially evaluate the impact of stress on their lives and to devise effective action plans to improve their personal health and well-being. Research shows that individuals taking the PSN experience a 14-19% reduction in stress levels just from completing the questionnaire and reviewing the report. In addition, people taking the PSN receive three months access to a rich online resource for stress reduction methods, as well as the ability to retest within three months at no additional cost. “Every organization, large and small, is familiar with the costs of replacing an employee, and how those costs vary with the individual’s position. Losing a single person from a stress induced heart attack or burnout can likewise have a range of effects on an organization. It can either disrupt an individual administrative or maintenance office, or it can have a dramatic effect on an entire company and its shareholders if the victim happens to be the CEO.” INDIVIDUAL
STRESS ASSESSMENT example
The state of the art Presenteeism Report provides previously unavailable data that serves as the starting point for remediation which will directly and quickly affect bottom line numbers. It provides data that every CFO finds invaluable, and specifically shows the dollar price your organization is paying for a workforce suffering from burnout and exhaustion and who are under functioning due to health problems, work and life distractions, office politics, entitlement and related issues. And more importantly is shows how much your company has to gain from addressing the specific results described in detail in the report. The term “presenteeism,” originally coined in 1965, refers to workers being physically present on the job but functioning below expectations and capacity. While the costs of absenteeism are more easily measured, data based estimates place the costs of presenteeism at up to 32 times that of absenteeism. This report takes the PSN data gathered from organization employees and uses state of the art, proprietary analysis to determine the dollar costs of presenteeism in the organization. It evaluates six components of stress related presenteeism ( burnout, physical health, mental health, work distractions, life distractions) and calculates the dollar costs of presenteeism to the organization. The report yields results which effectively measure employee engagement, a factor which is essentially the inverse of presenteeism. An engaged employee does not contribute to organizational presenteeism. If you have concerns about the engagement level of your employees, this instrument will allow you to measure it and also determine the dollar costs of what presenteeism does exist. However, it also calculates the costs of the component of presenteeism that is attributable to stress in the organization. |
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Matrix Performance Consulting © 2004