April is National Stress Awareness Month.

The year it’s especially apropos given all the recent stress in our lives.

But stress didn’t start with the COVID-19 pandemic. Take a look at this American Psychological Association survey. Over more than ten years, respondents consistently rated their stress to be above healthy levels:

Figure 1: Credit - American Psychological Association

So, Stress Awareness Month is always a time to learn about “the causes and cures” for modern stress. In 2020 it can help address the stress caused by the upheaval we’ve all experienced.

Knowledge is power! With greater awareness, we can identify and reduce the stress in our lives and in others.

Stress in the Workplace

Why is this relevant to employers and HR departments?

According to the American Institute of Stress (AIS), “Numerous studies show that job stress is far and away from the major source of stress for American adults and that it has escalated progressively over the past few decades.”

Longer hours.

Heavier workload.

And, recently, working from home, often while juggling family responsibilities.

It’s like a pressure cooker with no safety valve.

And how does that affect employees?

We all know about lost productivity from absenteeism and poor performance.

Even worse, the AIS goes on, “Increased levels of job stress. . . have been demonstrated to be associated with increased rates of heart attack, hypertension, and other disorders.”

To combat stress, we need to understand it.

So, in honor of Stress Awareness Month, we’re exposing three common myths about workplace stress:

Myth #1 – Negative Life Events Cause Stress

Well, yes, negative life events like divorce, legal troubles, or, say, an epidemic are certainly stressful.

But it’s important to understand that ANY life change can be a source of stress.

The Holmes-Rahe Stress Inventory drives this point home. It’s a survey style test that contains 43 life events called Life Change Units (LCU), each with its own stress “weight.”

Psychiatrists Thomas Holmes and Richard Rahe found a clear pattern. The more LCUs a patient reported, the more likely the patient was to experience physical or mental illness.

The LCUs include obvious ones like death, illness, or injury. But they also include marriage, promotion, and major holidays.

Even “positive” changes require adjustment, and that causes stress.

Takeaway – Keep an eye on any employees experiencing change at work or home. They may need extra support or leeway.

Myth #2 – Older Workers Face More Stress as They Age

You would think that the uncertainty or health decline of aging would make your older employees the most stressed out.

In fact, the opposite is true:

Gen Xers and Millennials are FAR more stressed than their older counterparts.

Even regarding COVID-19, where older adults are at a greater risk, they were still less stressed than the younger generation.

Figure 2: Credit - American Psychological Association

Are there actually more pressures in Millennials’ lives? Or do they just perceive more pressures?

The answer is irrelevant.

If you think you’re stressed, then you are.

A report by Accenture on supporting the mental health of younger employees gives some context. It notes that many executives “commented that younger workers are not often well equipped to handle even the everyday stresses of work, lacking the experience and coping strategies that their more senior colleagues have learned.”

Those employees may never tell you how stressed they are. Instead, you’ll see:

• drop-off in performance
• unusual outbursts
• increased sick days

Takeaway: Every generation has its unique stresses, but pay close attention to your younger employees. Watch out for the warning signs of stress.

Myth #3 – EAPs can Address Employee Stress

Yes and no.

Yes, Employee Assistance Programs can have a measurable impact on reducing employee stress.

No, because employees often don’t take advantage of EAP services.

Why not?

• They don’t know about it. Mentioning it in your orientation or employee handbook isn’t enough. You need to keep it top of mind with reminders in newsletters or occasional lunchtime Q & A sessions.
• They’re afraid it’s not confidential. Employees need reassurance on this point. Make it clear that what they say, or even that they used the program, won’t get back to their boss or co-workers.
• They think it’s too expensive. Make sure employees know which services are included and which ones are free.

And in a remote working environment, those three challenges are magnified.

EAPs work best in positive, employee supported work cultures. A positive culture sets the stage for employees to feel safe seeking help from an EAP.

Many aspects of a positive work culture are doable remotely. Showing gratitude or encouraging employee growth, for example, can be a part of your culture even when your employees are working from home.

Takeaway: Get the most from your EAP by educating your employees and creating a supportive atmosphere in the office and remotely.

Busting the myths is only the beginning. The real work starts with putting new insights into practice.

National Stress Awareness Month is the perfect time to address the stress in your workforce and your life.