in the Workplace Series, ‘workplace
stress is the harmful physical and
emotional response that occurs
when there is a poor match between
job demands and the capabilities, resources
or needs of the worker,’” said
Lee. “Through Work With Us, we
focus on providing the tools people
need to practice self-management
techniques that can be beneficial.”
The Canadian Institute of Stress
uses online profiles to measure
stress. DNA HR Assessment in
Montreal also provides a variety of
useful tools, such as the Interqualia
assessment that shows level of challenge
versus level of skill.
“It’s based on 18 non-technical skills.
Quickly you can see why someone is anxious
or bored, and it will recommend a
plan of action for what you should do,”
said DNA senior consultant, Denis Arseneau,
B.Sc., CHRM, CTOX, CHRP.
“This one is unique; it can be good to prevent
burnout, but it’s also good to assess
someone who wants to go back to work.”
WHAT CAN BE DONE?
Great-West Life’s Centre for Mental Health
in the Workplace identifies four key areas
where HR managers can reduce stress and
increase satisfaction: by reducing, clarifying
and legitimizing demands; by increasing
worker’s control over their jobs; by reducing
effort and strain; and by increasing rewards
– which need not be monetary.
“This speaks to the necessity of
more negotiation within work groups,”
said Shain. When new and greater
burdens are imposed, “the fact is that
teams that discuss together how to
cope with the increased workload
seem to weather the storm better than
teams that don’t. Teams that have a
maintenance program in place to deal
with extra and often unexpected work
demands typically do better.”
Organizational transparency also
goes a long way to managing stress in
employees, according to Blunt.
“From a broader perspective, what
can help to maintain the balance of
stress is keeping your employees informed
of major changes like mergers,
sales and department realignments. If
people find out first from you, regardless
of whether they have an ability to affect
the change, they will have the ability to
cope with it,” she said.
“The other issue is understanding what
the benefits are in your company – are you
open to providing a personal leave of ab-
“WE NEED A CERTAIN
AMOUNT OF STIMULATION,
INTEREST AND
AGITATION TO KEEP US ON
THE BALL AND ENGAGED.
BUT IT’S VERY IMPORTANT
FOR SUPERVISORS
TO KNOW WHEN THEY’RE
PUSHING TOO HARD.”
– Dr. Martin Shain, Principal, The Neighbour at
Work Centre
feature
Alternative Dispute
Resolution Workshop
Negotiation and Mediation skills
Learn how to:
q deal with emotional people
q mediate tough problems
q handle difficult issues effectively while preserving relationships
Advanced and Applied ADR Workshops
available to graduates of this workshop.
“I absolutely loved the role playing and having the coaches
provide feedback. Instructors were fantastic.”
- Gail Cowper Benoit, HR, Laurentian University
Toronto: January 21-24, February 25-28, Ottawa: March 18-21
1.800.318.9741 www.adr.ca contact@adr.ca
HRPATODAY.CA ❚ JANUARY 2014 ❚ 35