Stress, simply put, is a person’s natural reaction to the demands and pressures of everyday life, both at work and in our home lives. Appropriate amounts of stress can stimulate and motivate all of us into action. This in itself is not a harmful or dangerous thing; indeed it is quite necessary.

However if the demands and pressures we face are too great, or are prolonged, the stress we experience can become harmful. In this difficult economy, workplace stress is a very real occurrence.

Stress in the workplace reduces productivity, increases management pressures, and makes people ill in many ways, evidence of which is still increasing. Workplace stress affects the performance of the brain, including functions of work performance; memory, concentration, and learning.

•Lack of job security

•Lack of recognition

•Bullying or harassment, by anyone, not necessarily a person's manager

•Feeling powerless and uninvolved in determining one's own responsibilities

•Continuous unreasonable performance demands

•Lack of effective communication and conflict resolution

•Long working hours

•Excessive time away from home and family

•Office politics and conflict among staff

•A feeling that the reward is not congruent with the responsibility

Stress can be the cause of certain behavioural changes and as managers, it is not only important to recognise this in yourself, but also those around you. Here are some clues as to what may be going on:-

•It may be hard to concentrate and remain focused on tasks in hand.

•It can become easy to lose the thread of what is being thought or said, even in mid–sentence.

•Memory declines even for familiar things.

•As a result of all these above, more errors are made than was previously the norm.

•The ability to relax, to feel good or happy, to ‘switch off’ anxiety reduces.

•Personality traits or standards might change

•Feelings of self-esteem and competence might diminish.

•Improve communication

•Share information with employees to reduce uncertainty about their jobs and futures.

•Clearly define employees’ roles and responsibilities.

•Make communication friendly and efficient, not mean-spirited or petty.

•Consult your employees

•Give workers opportunities to participate in decisions that affect their jobs.

•Consult employees about scheduling and work rules.

•Be sure the workload is suitable to employees’ abilities and resources; avoid unrealistic deadlines.

•Show that individual workers are valued.

•Offer rewards and incentives

•Praise good work performance verbally and institutionally.

•Provide opportunities for career development.

•Make management actions consistent with organisational values.

Stress is just an emotion and it is important that we feel no attachment to it. When you notice any of these clues to stress, just allow either yourself (or your staff member if applicable) to become aware of the emotion and to feel it rather than try to ignore it. It is when we ignore and stuff down our emotions that we incur problems.