Workloads and morale see stress absence increase

Ironic really that 71% quote excessive workload as the main contributor of stress when there is another thread running alongside this one about employers saying the 9 - 5 working day has gone. Too right its gone because most people cannot get through the expected workload these days between 9 - 5.

There is increasing pressure to finish a set job not work set hours and often the job exceeds the hours given so its start early and stay late or the boss will simply get someone else to do it.

I don't think most employers seriously think like this in manipulative terms but for some staff it will feel like a threat hanging over them - "Well, if you're not up to the job..." Craig's right there needs to be more awareness and guidance for managers so that they can spot potential problems before they go too far.

While we should be focussed on redressing work and home life balances the economy needs to grow and thats going to take hard work and extra effort from everyone. I can't quite decide where I stand here as we should tackle excessive hours to alleviate the major cause of stress and threat to our mental health, but a work to rule will not provide the economic growth we need now to get us through the recession. I would love to spend more time at home, but equally I want to do everything I can to make sure our business continues to be successful. Without it the stresses will simply change from excessive workload to no workload to no job and no income.

Fact is we all have to live with stress but managers have a responsibility to ensure they aren't contributing unnecessarily to the decline in staff welfare through unrealistic workloads and overly high expectations.

I'm feeling increasingly anxious the more I think about this topic so i'll leave it now.

You're not wrong Craig and there is nothing new about the problem except it is now being recognised under the generic euphemistic banner of "Well-Being" as a sort of softer option and perhaps less stigmatised than mental health & mental illness.

Nevertheless, of course, the links between emotional literacy, self-advocacy and just good "relationship management" depends simply on being non-judgemental and having at least some positive regard for one's peers as a professional manager who is able to maintain a distance between their professional & personal ideologies. (Just talking the talk ain't no good if ya can't walk the walk)

Tiredness and fatigue can only be exacerbated by work/life stressors so why anyone is surprised or unable to identify or recognise others manifesting irascible over defencive behaviours as a potentially debilitating well-being issue that will need addressing before performance anxiety affects not only the individual's productivity but the moral of their peers.

Whether a question of perceiving of feeling "approval deprived" or whether there is an insidious low level of unintentional sort of bullying the results in terms of occupational health and well-being are the same poor performance & ill-health will follow as sure as eggs are eggs my Mum would say.....

Perhaps at this time of year the concept of making New Years resolutions is a good one and perhaps a visit to the late Tim Fielding's www.bullyonline.org would remind us all how harmful poor relationship management can be.

Seassons greetings to all and trust the Christmas break has a restorative affect on all our 'sense of humour' as a powerful defence to the stressors of work/life.

Mental health awareness is becoming a real necessity for line managers. The results of this survey mirror the reality in an increasing number of workplaces that I oversee.

If this problem is not addressed at the earliest possible stage then we are looking at a potential time-bomb, with a burnt-out workforce and people unable to live normal lives.

I would recommend awareness training to all who have managerial responsibility.