How managers should tackle work-related stress

The research is part of an ongoing programme of work aiming to identify the key management behaviours needed to tackle work-related stress. The latest development is a cut-down "competency framework" for managers.

The management behaviours are grouped under 12 competency headings (previously 19) such as "acting with integrity", "managing conflict", "empathetic engagement", "participative/empowering" and "managing emotions".

The research programme is being jointly funded by the Chartered Institute of Personnel and Development (CIPD), the Health and Safety Executive (HSE) and Investors in People (IIP).

Ben Willmott, employee relations adviser at the CIPD, said: "This research and guidance shows that managing stress at work is part and parcel of good people management.

"Employers that invest in training and developing their managers to ensure they exhibit the behaviours that manage stress at work will also reap benefits in terms of reduced conflict and staff turnover, as well as increased motivation and commitment."

Tougher stance

Mr Willmott added that the practical guidance was "badly needed" to help improve the quality of line management in the UK and to contribute to the development of healthy and productive workplaces.

Stress and other mental health problems were the second biggest cause of working time lost to sickness absence, costing the UK an estimated £26bn a year, he said.

The TUC welcomed the guidelines, but said a tougher stance needed to be taken against employers that failed to tackle work-related stress.

TUC general secretary Brendan Barber said: "While this research is interesting and useful, the sad fact is that more and more people are having their health damaged by stress in the workplace. The only way the tide will be turned is if the HSE and local authority regulators start taking the issue seriously and prosecute the worst offenders.

"Excessive workplace stress is easily preventable if employers follow the HSE's management standards, and the key to changing behaviour is a strong regulatory framework supported by support, education and enforcement."

The updated guidance is available on the CIPD website here. The latest in-depth research report from the programme is available via the HSE website here.