According to the Health and Safety Executive, in 2016, 37% of all cases of work-related ill health were due to stress (and related issues of anxiety or depression). Each case resulted in an average 24 working days lost, the implication of which can have a huge effect on any business, large or small.
High staff turnover is expensive, so it makes business sense to reduce the chances of employees leaving as a result of work-related stress. The key to preventing an employee leaving is often good communication and understanding their issues and frustration.
Our last blog discussed the importance of considering issues from different perspectives and this can really help in these situations. A return to work interview handled with particular care and thought is essential if you want to retain such employees.
Here are our top ten tips at Cordell Health for managing the return to work interview with an employee who has been off with stress.
1. Consider the interview an opportunity to ensure the employee’s issues are fully explored.
2. Be open and supportive; make the conversation as informal as possible.
3. Be objective and leave your own feelings and opinions outside the room. Listen carefully and show an interest in what they have to say, even if you feel that the employee is being unfair.
4. Try to fully understand the cause of their stress from their perspective, so you can work with them to reduce possible triggers and barriers to returning to work where possible.
5. Using the HSE management standards for work-related stress as a framework for discussion is useful:
- Demands – this includes issues such as workload, work patterns and the work environment
- Control – how much say the person has in the way they do their work
- Support – this includes the encouragement, sponsorship and resources provided by the organisation, line management and colleagues
- Relationships – this includes promoting positive working to avoid conflict and dealing with unacceptable behaviour
- Role – whether people understand their role within the organisation and whether the organisation ensures that they do not have conflicting roles
- Change – how organisational change (large or small) is managed and communicated in the organisation
The HSE has published a detailed questionnaire that has some really good return to work discussion points, ideal for a period of absence with stress.
6. Discuss any medical advice given by a GP or occupational health professional and be honest about the changes that can be made by the business and the reasons for the recommendations that can’t be accommodated.
7. It is important not to create unrealistic expectations or to fail to deliver on promises that might further increase the employees’ stress.
8. Use the interview to reinforce the employees’ importance to the business and let them know all about what has been going on in their absence.
9. Agree how their progress back at work will be monitored, and set achievable goals that consider areas such as workload, regular breaks and impact on work-life balance.
10. Follow up the meeting with regular communication; frequent informal chats work well and may lead your employee to feel more likely to open up and share areas of concern or problems that arise.
Have you had to manage an employee’s return to work interview after a period of absence with stress? Were there any strategies you used to help them feel at ease and support them in the road to recovery and keep them in employment?