Anita ChurchouseBSc(Hons) OH SCPHN RGN AIOSH QN

Independent Occupational Health Nurse Specialistwww.occua.co.uk

Tele 07398 373 722

Wellbeing, Stress and Emotional Resilience

Aims

To understand matters relating to employee resilience and what to do in relation to workplace stress.

Objectives

To gain an understanding of the definition of resilience and stress.

Be able to understand the physiology of stress reactions and to recognise signs and symptoms of stress in selves and others.

A broad knowledge of resilience management / coping techniques and avoidance of maladaptive strategies.

Gain understanding of how resilience can positively impact on performance.

Have some understanding of stress risk assessment and risk reduction methods and tools

Why are we here?...

What is health?

Health is a complete state of “physical, mental and social wellbeing and notmerely the absence of disease”. (WHO)

What is wellbeing?

The subjective state of being healthy, happy, contented, comfortable and satisfied with one’s quality of life. It includes physical material, social, emotional (“happiness”), and development and activity dimensions.”( Waddell & Burton / IOSH)

What do you understand by the term stress?

Definitions for today…

The adverse reaction people have to excessive pressure or other types of demands placed on them” (HSE)

That which arises when the pressures placed upon an individual exceed the perceived capacity of that individual to cope.” (CBI)

PeoplePersonalityPerceptionPressure

Stress is NOT an illness…. It is state

1 in 5People take a

day off work due to stress Over 12 Million Days

are lost

each year due to mental

health and stress

In the last 6 years the number of days lost due to stress and mental health has

increased by 24%

Less than half employees, felt that they would be able to openly talk to their line manager about stress

A quarter of employees consider resigning due to stress

Average of 23 days per case

In 2016/17 stress accounted for 38% of all work related ill health cases and 49% of all working days lost due to ill health. (HSE)

The estimated cost of stress related absences to UK business

is £6.5 billion a year.

Scale of the problem…

What is resilience?...

How would you define the term resilience?

Words like… hardy, tough, irrepressible, stamina, stick-ability are often used

Psychologists might define it in a number of ways but usually include a collection of attributes that allow for a capacity to overcome adversity.

An individuals ability to adapt to pressure and adversity, having an inner strength…

A capacity to overcome despite challenging circumstances

A set of cognitive, behavioural and emotional responses to adversities

Confidence, social support, adaptability and purposefulness…

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Why should we tackle stress or build resilience??

• Cost implications

• Business sense

• Legal requirements

• Ethical / moral / social reasons Aging workforce, Mental Health, Diversity, Inclusivity

A workforce is the businesses most precious asset, it makes sense to take care of them

Reflex action…

FIGHT OR FLIGHTBack to our roots

In the beginning….

BODIES REACTION

STRESS

Adrenal Glands Secrete Adrenalin and Noradrenalin

FIGHT OR FLIGHT -THE BODY’S RESPONSE

Brain andsenses

more alert

Pupilsdilate

Bloodvessels

Dilate Constrict

Constrict

Heart rateincreases

Perspirationincreases

Glycogen isreleased from

the liver

Digestionis slowed

Breathingbecomes fastand shallow

Blood is divertedto major muscle groups

Muscular tensionincreases

Blood is directedaway from the

extremities

Kidneys

This reaction happensvery quickly to prepare

you to face a lifeor death threat

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• Chemical reaction

• Autonomic nervous reaction

The reaction provokes…

Outcomes of F & F…

Effects & outcomes…

Name some symptoms of stress…?

• Physical

• Emotional

• Behavioural

• Longer term health impacts

• What about thought processes?

Think of a time when you felt stressed…. What did you experience?

Consequences of stress

Physical effects

Emotional effects

Behavioural effects

Health problems

Muscle tension Headaches Dry mouth Fatigue Grinding teeth Diarrhea Constipation Cramps Loss or increase in appetite Trembling

Anxiety Nervousness Depression Anger Guilt Moodiness Loneliness Tearfulness Irritability Loss of confidence Memory loss

Bad temper Aggressiveness Impatience Impulsiveness Obsessive behaviour Overworking Poor performance Loss of sex drive Maladaptive strategies

Blood pressure Migraine Stomach ulcers Angina IBS Asthma Depression Heart attack Diabetes Skin problems

Performance impacts…

Impact on performance

Personal & financial worries

Relationships / dependency

Work issues

Health issues

Change / technology

Modern day woolly mammoths

PeoplePersonalityPerceptionPressure

Can you name some modern day woolly mammoths?

What do you see?

Perception 1…

Which block is tallest?

What do you see?

Perception 2…

So we now get perception….

Stress is a person’s perception of the pressure THEY are experiencing

People: can learn and discover what works for them. There are always choices

Personality: is not easy to change, but recognizing triggers in our personality is possible

Perception: is a matter of interpretation. We are all different, have different needs and see things differently

Pressure: IS there, it is our ability to manage it that matters

As a person with our own personality, perceptions and pressures we also have a sphere of influence (power)

What can we do about P’s

ME

Personal sphere of influence (personality & power)

Things we have control overThings we have less control over, but can influenceCan you name some?

Things we have NO control over Can you name some..

Can you name some?

Sphere of influence (power 2)

Things we have control over

• Exercise routines• Dietary intake• Hobbies & Interests• Relaxation opportunities• Connecting with others

Things we can influence or learn & achieve

Sleep and restReactions & responsesTime managementAssertivenessWork life balanceCommunication

Things over which we may have no control…

The weatherActions of othersOrganisational changesSome health matters

BUT… ???

The power of Attitude…

Personal ATTITUDES:• Change our thoughts / see the bigger picture

Work ATTITUDES:• Culture of the workplace

Communication ATTITUDES:• Inclusive understanding / way we communicate

ATTITUDES to Change• Neurodiversity• Respect for individuality• Understanding and knowledge / using research

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Explore Lifestyle issues

Things we do have control over

Hobbies and

interests

Alcohol intake & maladaptive

strategies

Sleep hygiene

Eating patterns and diet

Exercise routines

Relaxation and meditation

Mindfulness, learning and

cognitive therapy

Time management

Stress and work

Let’s start with work-life balance!

Whose responsibility?

Workplace stress…?

What do you think are the main causes of work stress in your work area?

Behaviours

CAUSES

There are 6 standards based on headings identified through workplace research (launched by the HSE in 2004)

• Demands

• Control

• Support

• Roles

• Relationships

• Change

• (Personal issues)

HSE management standardsHELP IS AT HAND….

Risk assessment…..

The stages of risk assessment

1. Identify the risk factors

2. Who might be harmed?

3. Evaluate the risks, explore

solutions

4. Record your findings

5. Monitor and review

TRIGGERS

Demands:Can the individual cope with demands of the role?

Once we know the triggers, we can

start to try to address risk

reduction measures

Clarity regarding the actual triggers

Control: Does the individual have some control / say over the way they work?

Support: Does the individual have adequate support?

Roles: Does the individual understand the role and boundaries?

Relationships: Are behaviours acceptable in the workplace and are relationships positive?

Change: Is change managed and communicated?

Add in Personal issues:Does the person need to see Occupational Health?

1. Identify the risk factors

2. Who might be harmed?

Previous slides & HSE standards (Use headings)

How on earth?

Individual or team factors

Those with increased vulnerability

Listen to what the employee (or team) says… Accept their perception

Stress management is about a lot of

little things…… small steps up the side of the

stress mountain

3. Evaluate the risks, explore

solutions

Consider self help measures to help resilience• Training, knowledge and understanding• Lifestyle, life skills & work-life balance• GP

Consider workplace measures (endless possibilities)• FOCUS ON WHAT ALREADY EXISTS FIRST

• Policies (e.g. expected behaviours)• Training / EAP• Meaningful team meetings, appraisals• Prioritise workloads• Could communication be improved• Following instructions, boundary setting

• BE SOLUTION FOCUSED (one step at a time)• Depends on the trigger (identified cause)• Ask the individual or team?

Departmental meetings, open communication

Collaborative communication & consultation

Stress busters

Reducing workplace stressHaving a wellbeing strategy?

Organisational policies and procedures

Teamwork, good leadership, possibly focus groups

Supportive management at all levels

Training, appraisals, supervision

Occupational health Human resources / counselling

Return to work interview: Risk assessment

Congratulations on your achievement!...

4. Record your findings

5. Monitor and review

That’s easy enoughDon’t forget to share it!

Go back and do it all over again BUT…• Agree review periods• Make changes to interventions that are not working….

Why are they not working?• Has the individual played their part..? This is

important if there are performance issues

Collaboration is key…Involve relevant personnel, HR, HSE, Consider OH referralRemember counselling / EAPTeamwork.. Turn negatively into positivity

Management: Create positive, proactive, mindful management styles that integrate visible leadership, strong vision and inspire and motivate the team.

Attitude Approach Action: Demonstrate positive attitudes to change by facing it head on and looking for a solution focused approach.

Gratitude, Go get: Be grateful and express gratitude often of a job well done. Agree a team approach to go get, not griping and groaning. Help each other to see alternative views.

MAGIC WORK-STRESS AWAY

Inclusivity Involvement: Involvement avoids isolation. Be involved yourself, ensure no team member feels isolated, share insight, and ensure respectful interpersonal team relationships.

Communication Conversations Compromise: Effective, regular communicationis crucial. Share open and honest conversation as a team. Sometimescompromises need to be made.

http://www.awp.nhs.uk/services/specialist/primary-care-psychology-services/

Local IAPT services run a number of FREE self referral training sessions….. These include…

http://wellbeing.bitc.org.uk/all-resources/toolkits/mental-health-employers

BiTC: 68 page toolkit for business to assist mental Health at Work.

Additional help is available

HSE: http://www.hse.gov.uk/stress/

Free sessions include:Coping with anxiety and panicStress managementCoping with depression and low mood

This concludes today’s session…

• Wishing you every success• Remember OCCUA for your WORKPLACE HEALTH NEEDS

Resilient people think

optimistically with a solution

focused mindset.

The aim is not just to survive, but

to thrive.

Questions ?

Anita Churchouse

BSc(Hons) OH SCPHN RGN AIOSH QNIndependent Occupational Health Nurse Specialist

www.occua.co.ukTele 07398 373 722