Cut the High Cost of Stress
In an always-on world, stress is at epidemic levels. No organization can afford to let stress go unmanaged, because that is prohibitively expensive. The cost of stress-related absenteeism, sick leave, lost productivity, and employee turnover is a staggering $407 billion a year, says U. C. Irvine's Peter Schnall. Health costs for employees with high stress are 46% higher. Stress costs employers an average of $5,000 per employee a year and causes 40% of job turnover.
Managing stress, on the other hand, is very cheap. For less than the stress costs for one employee, your whole staff is equipped with tools that allow them to self-manage, build coping resources, and resolve stress challenges. When the danger signal is turned off, the stress response stops in four minutes! Worth doing?
Stress destroys employee engagement, drives conflict and mistakes, interferes with complex decision-making, and physically weakens your team. It suppresses the immune system, increases the bad cholesterol, and decreases the good kind. Stress can lead to heart attacks, strokes, back pain, IBS, insomnia, depression, and a long list of serious health issues that shred talent and productivity.
Programs to Manage and Prevent Stress
The good news is that there are very effective tools to manage and prevent stress, and our programs bring them to you. Our proven self-management processes and smarter work organization can dramatically reduce stress, because the vast majority of it is preventable. In one study, a stress management program cut absenteeism by 22% and increased productivity 6% (Rost, 2004). A program conducted by St. Paul Fire and Marine Insurance for 22 hospitals cut medication errors by 50% and decreased malpractice claims 70%.
Job stress is triggered when a demand, or stressor, threatens to overwhelm capacity to cope. A deadline, something someone says, a setback on a project—can set off stress. When the response is activated, an ancient part of the brain believes it's a life-or-death moment.
That perception may seem very real, but it's a false alarm almost all the time when it comes to work stress, since job demands are seldom a matter of life or death. The stress response was designed for another time and place, an African savanna millennia ago and doesn't know how to process the social stresses of the modern world.
Turning Off the Danger Signal
Our programs teach your staff how to shut off the danger signal driving the false alarm. Our stress management programs show how to do that with the best cognitive, behavioral, and physical techniques. Learners get tools to:
• Identify and reframe stressors
• Build resilience amid change
• Control crisis mentality and false urgency
• Change "explanatory style" to stop stress in the act
• Stop burnout and rebuild depleted resources
• Build better time management
• Deploy the most effective stress-reduction practices
• Increase optimism
• Manage difficult people
Stress Management Makes Stress Optional
Our stress management programs build the skills and practices essential to reduce job stress. It's not the stressors that are setting off our primitive defense mechanisms; it's our reaction to them. That's something we can change. Clearly, there are external factors that drive stress—from lack of time to get tasks done to overload—but how we respond to them is key.
Stress is highly contagious, something that is passed along through departments and organizations. It subverts intellect, puts emotions on a hair trigger, makes it hard to plan or see the big picture, and sets off a cascade of medical bills. Studies show stressed-out employees are more likely to be absent from work and spend 26% more on physicians and 27% more on specialists.
Take Charge of Stress in Your Organization
Your organization can stop the hidden toxin of stress with a proactive management plan. Click the "Price Quote" button at the top of the left column for details on how a stress management training could benefit your organization. Find out how much much healthier, focused, and productive your team can be.