Work -related stress-HSE stats and information

The extract below makes one think about the stress and stressors in the work place.One of the most difficult environments to work in is the education sector.I have witnessed many colleagues breaking down due to the overwhelming daily tasks and stressors that present itself with little or no support. "Work-related stress, depression or anxiety is defined as a harmful reaction people have to undue pressures and demands placed on them at work. The latest estimates from the Labour Force Survey (LFS) show: The total number of cases of work related stress, depression or anxiety in 2017/18 was 595,000, a prevalence rate of 1,800 per 100,000 workers. This was not statistically significantly different from the previous period. The rate of work related stress depression and anxiety was broadly flat but has shown signs of increasing in recent years. The number of new cases was 239,000, an incidence rate of 720 per 100,000 workers. The total number of working days lost due to this condition in 2017/18 was 15.4 million days. This equated to an average of 25.8 days lost per case. Working days lost per worker due to self reported work-related stress, depression or anxiety shows no clear long term trend. In 2017/18 stress, depression or anxiety accounted for 44% of all work-related ill health cases and 57% of all working days lost due to ill health. Stress, depression or anxiety is more prevalent in public service industries, such as education; health and social care; and public administration and defence. By occupation, professional occupations that are common across public service industries (such as healthcare workers; teaching professionals and public service professionals) show higher levels of stress as compared to all jobs. The main work factors cited by respondents as causing work related stress, depression or anxiety were workload pressures, including tight deadlines and too much responsibility and a lack of managerial support (2009/10-2011/12)"

5 Ways Bosses Can Reduce the Stigma of Mental Health at Work

5 Ways Bosses Can Reduce the Stigma of Mental Health at Work Diana O'BrienJen Fisher FEBRUARY 19, 2019 Experts tell us that one in four adults will struggle with a mental health issue during his or her lifetime. At work, those suffering — from clinical conditions or more minor ones — often hide it for fear that they may face discrimination from peers or even bosses. These stigmas can and must be overcome. But it takes more than policies set at the top. It also requires empathetic action from managers on the ground. We count ourselves among those who have wrestled with mental health challenges. One morning a few years ago, in the midst of a successful year, Jen couldn’t get out of bed. As a driven professional, she had ignored all the warning signs that she was experiencing Post Traumatic Stress Disorder (PTSD). But her mentor, Diana, could see something was wrong, and when Jen couldn’t come to work, the gravity of the situation became even clearer. In the ensuing weeks, we worked together to get Jen the help she needed. Diana understood Jen’s struggles because she had been there, too — not with PTSD but with anxiety. As the mother of adult triplets with autism and a busy job, she’d often had difficulty managing things in her own life. Throughout both of our careers, we have moved across the spectrum of mental health from thriving to barely hanging on, and somewhere in between. What we’ve learned through our own experiences is how much managerial support matters. When bosses understand mental health issues — and how to respond to them — it can make all the difference for an employee professionally and personally. This involves taking notice, offering a helping hand, and saying “I’m here, I have your back, you are not alone.” That’s exactly what Jen said when a coworker told her that he was grappling with anxiety; it had gotten to the point where it was starting to impact his work and his relationships at home. He came to her because she’d been open about her own struggles. She listened to him, worked to understand what accommodations he needed, and told him about available resources, such as Employee Assistance Programs. Then she continued to check in to see he was getting support he needed and make it clear that she and others were there to help. How do you learn or teach the people on your team to address colleagues’ or direct reports’ mental health issues in the same way? Here are five ways managers can help drive a more empathetic culture: Pay attention to language. We all need to be aware of the words we use that can contribute to stigmatizing mental health issues: “Mr. OCD is at it again — organizing everything.” “She’s totally schizo today!” “He is being so bi-polar this week — one minute he’s up, the next he’s down.” We’ve heard comments like these, maybe even made them ourselves. But through the ears of a colleague who has a mental health challenge, they can sound like indictments. Would you open up about a disorder or tell your team leader you needed time to see a therapist after hearing these words? Rethink “sick days.” If you have cancer, no one says, “Let’s just push through” or “Can you learn to deal with it?” They recognize that it’s an illness and you’ll need to take time off to treat it. If you have the flu, your manager will tell you to go home and rest. But few people in business would react to emotional outbursts or other signs of stress, anxiety, or manic behavior in the same way. We need to get more comfortable with the idea of suggesting and requesting days to focus on improving mental as well as physical health. Encourage open and honest conversations. It’s important to create safe spaces for people to talk about their own challenges, past and present, without fear of being called “unstable” or passed up for the next big project or promotion. Employees shouldn’t fear that they will be judged or excluded if they open up in this way. Leaders can set the tone for this by sharing their own experiences, as we’ve done, or stories of other people who have struggled with mental health issues, gotten help and resumed successful careers. They should also explicitly encourage everyone to speak up when feeling overwhelmed or in need. Be proactive. Not all stress is bad, and people in high-pressure careers often grow accustomed to it or develop coping mechanisms. However, prolonged unmanageable stress can contribute to worsening symptoms of mental illness. How can managers ensure their employees are finding the right balance? By offering access to programs, resources, and education on stress management and resilience-building. In our marketplace survey on employee burnout, nearly 70 percent of respondents said that their employers were not doing enough to prevent or alleviate burnout. Bosses need to do a better job of helping their employees connect to resources before stress leads to more serious problems. Train people to notice and respond. Most offices keep a medical kit around in case someone needs a bandage or an aspirin. We’ve also begun to train our people in Mental Health First Aid, a national program proven to increase people’s ability to recognize the signs of someone who may be struggling with a mental health challenge and connect them to support resources. Through role plays and other activities, they offer guidance in how to listen non-judgmentally, offer reassurance, and assess the risk of suicide or self-harm when, for example, a colleague is suffering a panic attack or reacting to a traumatic event. These can be difficult, emotionally charged conversations, and they can come at unexpected times, so it’s important to be ready for them. When your people are struggling, you want them to be able to open up and ask for help. These five strategies can help any boss or organization create a culture that ceases to stigmatize mental illness.

Stats from Leonard Cheshire website

These statistics make you think_nothing further to say There are more than 11 million disabled people in the UK. One in five of us will be affected by disability at some point in our lives. For many of us, it will be the hardest thing we ever have to face. Eight out of 10 people with a disability weren’t born with it. The vast majority become disabled through an injury, accident, heart attack, stroke or conditions like MS and motor neurone disease. Disabled people are far less likely to be employed than non-disabled people. Fewer than 50% of working-age disabled people are in work, compared to 75% of non-disabled people. Disabled people’s day to day living costs are 25% higher than those of non-disabled people. Disabled people are around three times as likely not to hold any qualifications compared to non-disabled people. A third of disabled people have never used the internet, compared to just 8% of non-disabled people — a ‘digital divide’ of 25%. Disabled people are significantly more likely to be victims of crime than non-disabled people. One in three households with a disabled person still live in ‘non-decent accommodation’. Worldwide There are 1 billion disabled people worldwide. That's 15% of the world’s population. 80% of disabled people live in developing countries. Over 400 million disabled people live below the poverty line. Roughly one in three of the children around the world who do not have access to primary education have a disability. 90% of disabled children in developing countries do not attend school. Health and rehabilitation services are unaffordable for over 50% of disabled people in developing countries

"Working in a toxic environment can be dangerous to your physical and mental health"

I read this article recently and thought I would share it. Working in a toxic environment can be dangerous to your physical and mental health Don't Let a Toxic Workplace Kill For many people the office feels like our second home. We spend most of our waking hours there, and we probably spend more time with co-workers than with family. If you wake up dreading having to go to work, chances are a toxic work environment has created this anxiety and apprehension for you. If you’re not happy at work, that dissatisfaction can carry over into your personal life, damaging everything from your self-esteem to your friendships. In a toxic workplace, there is passive-aggressive leadership, back-stabbing, politics, tearing others down, destructive gossip and tons of negativity. When you are surrounded by this every day, it’s no wonder that it affects your self-esteem and sense of worth. Toxic workplaces can also have an impact on your health: increased stress can lead to burnout and depression. Signs of a Toxic Work Environment 1. Lack of Communication. Do you feel like you’re left out of the loop regarding important information? Is there little communication about objectives? A lack of communication characterizes most toxic workplaces. You may get little to no feedback about your performance, and when you do, it’s negative and not helpful. 2. You’re Overworked. In a hostile workplace, employees are often overloaded with job responsibilities. You may be doing the work of two, three, or four people. Being overworked can lead to burnout and cause resentment. 3. Lack of Opportunity. If you’ve had discussions with your boss several times regarding a lack of growth opportunities, such as promotions and raises, yet have seen no changes, you’re in a toxic environment. 4. Everyone Has a Bad Attitude. If you walk into work and everyone around you is miserable, there is no enthusiasm, and no one ever says “I enjoy working here,” you’re in a hostile environment. 5. High Turnover Rate. Good people leave, questionable people stay: a high turnover rate among employees is a sign of their unhappiness and poor morale at the office. 6. Gossip, Gossip, gossip. When the rumor mill is more productive than your office, you are definitely in a toxic workplace. 7. Dysfunction. Toxic workplaces are full of confusion, lack of focus and an attitude of “this is the way it’s always been done.” Meetings feel like a waste of time where nothing is accomplished. The company’s operations are disjointed, possibly even failing. Misunderstanding, favoritism, and infighting are normal. 8. Your Boss is Toxic. Your boss tries to control your every move. He is unwilling to listen and feels his way is always the right way. “It’s my way or the highway.” He consistently hurts your self-esteem and undermines your ability to put out good work. 9. You’re Stressed. A poll by Monster found that 42% of U.S. workers have left a job due to an overly stressful environment. High levels of stress are bad for your body, leading to digestive problems and increased risk of heart attack. Pay attention to any symptoms you experience, such as sleepless nights, sweaty palms, a racing heartbeat — your body could be signaling a red flag of danger. 11. Inconsistencies. When the boss lays down rules and doesn’t bother following them himself, it’s more about commanding obedience, exerting power, and maintaining a sense of control. When someone gets scolded for behavior that gets another employee promoted, that’s toxic. 12. Your boss is a narcissist. Does your boss think he can do no wrong? Chances are he’s a narcissist. Narcissists believe the rules don’t apply to them yet demand near-perfection from others. They love having their behavior affirmed and being told they’re correct. They see disagreement as defection; you’re either with them, or you’re against them. How to Cope After reading this list, have you determined you’re in a toxic work environment? If you’re not, be thankful. If you are and you haven’t yet made the decision to quit, consider the following ways to cope: Recognize that your toxic workplace is NOT a reflection of who you are. Separate the daily negativity from the reality of who you truly are. Make time each workday for a short walk by yourself. Get away from your job for a half hour and exercise some positive self-talk to remind yourself of the qualities you possess that make you amazing. Find ways to remind yourself of who you truly are. Realize that you cannot control what other people say and do, you can only control your own actions and reactions. This realization allows you to let go of other people’s negative behavior and then you can focus on improving yourself. Always conduct yourself with integrity. It is easy to think about giving up, but as long as you’re collecting a paycheck, you have an obligation to give an honest day’s work. Don’t justify personal bad behavior on the toxicity that exists in your office. As difficult as it may be, don’t become less than who you are meant to be out of anger or spite for your current employer. Your reputation will continue beyond the company you are working for today, and nothing is worth trading your integrity over. Continue to search for a better place to work and let others know you are interested in new job opportunities. Give your best up to the day when you can happily hand in your resignation letter and move on to better things. Not Every Workplace is Toxic Not every workplace is toxic -- some leaders just “get it”. To end on a positive note, here’s a company where employees are valued, thus they’re happy and fulfilled. Check out some of their comments regarding their experience working for a company that has consistently been named among the best places to work in Pennsylvania. Https://Www.Webpagefx.Com/Employee-Reviews.Html Additional Reading | Resources Here’s a list of additional reading on what constitutes a toxic workplace, how to avoid going to work in a toxic workplace in the first place, and how to cope if you’re in a toxic workplace. Https://Www.Forbes.Com/Sites/Amyanderson/2013/06/17/Coping-In-A-Toxic-Work-Environment/#777d695e7461 https://medium.com/the-mission/its-not-you-it-s-your-job-7-signs-of-a-toxic-workplace-b7ce564f082d http://www.bravelyblooming.com/toxic-workplace.html https://www.monster.com/career-advice/article/workplace-checklist-how-toxic-is-yours-hot-jobs https://www.forbes.com/sites/emiliearies/2017/03/07/5-signs-youre-in-a-toxic-workplace/#73b3ff445134 https://en.wikipedia.org/wiki/Toxic_workplace

No room for negotiation with your child-energize yourself

Here’s a piece of coaching advice I often find myself giving to parents: Explain yourself once to your child and then move on. Don't stand there and get battered! You can’t solve an argument or make a child do something by trying to make them understand and agree with you. It is really simple. They are still a child! The fact is, they don’t understand you! They’re going to see things differently. Children and adults have totally different perspectives. Parents can spend a lot of time and energy trying to make a child accept their logic. It’s just not going to happen. It is likely never to happen. Why? Well they don't have your experience and life skills.The child will use manipulation to gain the upper hand and what does the parent do from this point? Yes! Enter into a negotiation process. Why do you want to strike a deal with your child. You know all too well that isn't what you want to happen. We all feel like things would be easier if only our children understood why we want them to do certain things. Refrain from thinking that you have to offer a reason every time. You don't! Managers dont offer a reason every time they make a decision. When your child argues about a decision you’ve made or a limit you have set, listen to them. Tell them you admire them for sharing their opinions and fighting for their cause. You don’t have to give in and you don’t have to keep explaining your reasons. The crux is that when you set the limits in place, you keep to your word. All too often we back off, and regretfully at this point we find we have gone a full circle. That's right! Back to square one. I am sure we have all been there at some stage. It is important to remember that even at times of high stress, no matter how reprehensible your child’s behaviour might be, you must remain a calm, steady leader. This can be tough for a while, however the more you repeat this action the better chance of success. It can be very empowering to walk away from an unresolved argument. Silence is golden as the saying goes, so removing yourself from the situation is vital. Different perspectives don’t have to be reconciled. It’s fine for your child to be unhappy or disappointed as they will soon find out that by always trying to get the upper hand this process will not work for them. We all want to be understood, and we’re sure we can make others understand if only they would listen. My advice is to take the time you would have spent arguing and instead spend a few minutes on self-care. Parental time-out is valuable at this stage. This is fundamental strategy for you as the parents. These situations wear you down and eventually lead to further family conflicts and an unpleasant atmosphere. The objective is to avoid this occurrence. These situations can wear you down significantly during the day and by the evening what do we do. Yes that's right, we just give in to the demands for peace sake. Don't! Be strong! Stay true to your decision. Till next time...... Solutioncoach

Looking to the future

About ten years ago I met a client who was about thirty two years of age . He was dynamic , smart and extremely well versed with worldly cultures.He had started his career as a sixteen year old in an office environment, making the teas and coffees ,shredding paper and so on.However , his astute eye and quest for knowledge was insurmountable.He sucked up every bit of information that he could like the proverbial sponge , making notes when he went home so that he could study these concepts that he was taking on board.Day after day he repeated his actions and as the year passed on he became more engrossed in the mechanics of the operation. Soon after his eighteenth birthday he approached the manager with a view to changing his job role and working in the administration department. Up till his point he had always been viewed as the tea boy come office helper, however little did anyone suspect that he had accumulated this vast knowledge and quest for advancement of his future.After some deliberation the manager decided to interview him for the role.He arrived that day in a suit and tie , shining shoes and a broad grin on his face. The rest , as they is history as ten years later this person is the CEO of this company.He had the fire in his belly and the determination to succeed. Successful yes! Deliberate in his focus yes! Determined to achieve yes!Does he hold every degree available-NO!Then what does he have in his armour. He has the people recognition factor.The ability to discover what makes staff perform to their own capability.He is a visionary with a penchant for leading in the right direction. A great listener, a superb listener.He uses both ears and speaks with one mouth!!

Re-jiggle your work strategy!

I realise that we go to work and think "Do I still want to work there?"Has that ever crossed your mind? I am sure it has entered your train of thought at some time in your career. The thing is what you do about it. The fact is no one’s job is perfect by any stretch of the imagination. Whether it is the physical side of the job or the daily intensity that makes you think about change. The important aspect to note is not to resign from your role until you have explored all avenues that could help you re-develop your role and stay where you are currently employed. All too often we make that irrational decision, resign and say "Oh dear, now what?" So how can you improve your current disposition and re-jiggle your work strategy? That is indeed the question you could ask yourself. A good starting strategy would be take a pen and paper and review your own current performance. Maybe think about are you doing justice to the role itself. Could it possibly be your own integration with your manager and co-workers. How focused have you been in ensuring that the role becomes your own. It could be time to step back, and not mingle with negative people and their nuances. This is just a brief outline of how you can improve your feelings about your current role. I have no doubt you can and will come up with more good and positive thoughts. Till next time... Solutioncoach

Effectively Manage your Career

Too many professionals allow others to manage their career instead of taking control themselves. We tend to get caught up in the process of the actual work instead of managing the career. It is imperative that you actually know what you want by setting goals and re-visiting them on a regular basis. They need to be visible at all times and measured against achievement. Probably a good way is to incorporate your performance reviews and check whether they complement each other. Feedback can be positive or negative, however it is what you do with it from that point, that is most important. Open your mind to these at all times which, in turn, will elevate your career. Keep focused on industry articles and books and make comments on them. This way you could develop into the “go to person" for advice. Team members are always looking to someone to help them with a problem. By becoming this person it will definitely enhance your career within the company. Do not be afraid to put yourself forward for new projects that may arise even if you think you don’t quite have the expertise. Make it known that you want to gain new skill and are prepared to go for new advanced experiences. Spend valuable spare time updating your professional and personal profile. This creates activity within the media, lets people know that you're around and your profile becomes more visible. Only you can manage your career and create a solution to promoting yourself for the future. Till next time… Solutioncoach