How to Relieve Stress: Tips for Employees, Line Managers and Organisations

Sara Silvonen

Author

It’s National Stress Awareness Month in April, and it’s essential to focus on the global public health crisis that is work-related stress. Work stress continues to be a significant problem in Australia, with recent research showing that it has become even more prevalent in the last few years. According to recent surveys, over 70% of Australian employees have reported feeling stressed or overwhelmed at work, and 40% have taken time off work due to work-related stress*. The pandemic has exacerbated this issue, with remote work, increased workloads, and financial uncertainty adding to workers’ stress levels. 

However, there is a glimmer of hope. Organisations can help their employees deal with stress by creating a work environment where individuals feel comfortable discussing their struggles without fear of stigma or negative consequences. When employees feel supported and heard, they are more likely to seek help when they need it and better able to manage their stress levels. 

It’s essential to understand that not all stress is bad; in fact, some stress can be beneficial in motivating and challenging individuals. However, excessive stress can have adverse effects, leading to burnout and other physical and mental health issues.  

“To prevent this, individuals need to manage their stress levels effectively. They can do this by incorporating stress-relieving activities such as exercise, mindfulness, and hobbies into their daily routines.” – Pull out quote 

Employers have a significant role to play in reducing work-related stress by taking proactive steps to identify and manage workplace risks. This includes creating clear roles and responsibilities, ensuring fair workloads, promoting work-life balance, and providing access to mental health resources and support services. 

Managers can also play a vital role in preventing and managing work stress by creating a supportive work environment and promoting positive workplace culture. They can do this by regularly checking in with their direct reports, providing them with the necessary resources and support, and empowering them to make decisions and take ownership of their work. 

Even though work stress continues to be a significant problem in Australia, organisations can take proactive steps to mitigate its impact. By creating a supportive work environment, promoting stress management techniques, and providing access to mental health resources, employers can help their employees thrive both personally and professionally. 

Ready to take your workplace culture to the next level and ensure your employees thrive at work?

Get in touch today

Sara Silvonen

Author

CTA GOES HERE

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Great Place To Work® Best Workplaces for Women™ List Methodology

The Best Workplaces for Women™list is determined using Great Place To Work’sFor All™methodology to evaluate hundreds of Certified™Great Place To Work®organisations across Australia.   

Data is based on over 40,000 employee survey responses from women in Great Place To Work® Certified™ organisations across Australia. 

The survey 

The survey enables employees to share confidential quantitative and qualitative feedback about their organisation’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. 

Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organisational data like size, location, industry, and the number of women in the workforce and management positions. 

Considerations 

Great Place To Work analysed the gender balance of each workplace, how it compares to each company’s industry, and patterns in representation as women rise from front-line positions to executive/C-suite roles. 
Survey data analysis and women’s representation figures are then factored into a combined score to compare and rank the companies that create the most consistently positive experience and opportunities for all women, regardless of their role or demographic background.   

Eligibility   

To be considered for the list, companies must be Great Place To Work Certified™. Companies must also employ at least 50 women. We require statistically significant survey results, review anomalies in responses, and investigate any employee reports of company in compliance with strict surveying rules to validate the integrity of the results and findings. 

Please note this list is NOT ranked. 

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work, the global authority on workplace culture, determined the Best Workplaces™ Australia 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of almost 50,000 employees across Australia.

Employees responded to over 60 survey questions describing the extent to which their organisation creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organisation, no matter who they are or what they do. We analyse these experiences relative to each organisation’s size, workforce make up, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organisation to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

 

Categories

These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

For larger organisations with more than 100 employees, we also use our Culture Audit™ tool, asking organisations to share with us their practices, policies and programs to creating a great workplace For All™ and evaluating the approach they take.

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:

1.  The criteria we evaluate

2.  Where the data comes from