An ongoing climate of change and uncertainty is harming employee health and productivity. Here are some ways you can play a meaningful role in reducing work-related stressors and supporting employee well-being.

The future of work hinges on the health and wellness of employees, yet stress levels are skyrocketing, threatening productivity and performance. A staggering 42% of global workers recently reported burnout, and 8 out of 10 employees are at risk of burnout this year. Not to mention that economic, social, environmental, and geopolitical upheavals will likely perpetuate a climate of uncertainty for the foreseeable future.

“The chronic anxiety that comes from working through one global crisis after another is wearing on employees,” says Dr. Jarik Conrad, executive director of The Workforce Institute at UKG.

So, what does this have to do with learning and development (L&D)? After all, combatting burnout requires companies to create policies that prioritize employee well-being, and educational resources alone can’t fix issues like wages, benefits, workloads, and workplace flexibility.

While that’s true, L&D interventions can help reduce workplace stress due to factors like unclear expectations, ineffective management, and a lack of training support or resources. Let’s take a look at four ways you can address these common sources of work-related stress.

 

1. Clarify expectations in employee onboarding

Ambiguity and anxiety often go hand-in-hand. Employees need clear roles and performance expectations to feel motivated, productive, and secure. Additionally, as workplace flexibility increases, so does the risk of blurred work-life boundaries.

Training specialists can collaborate with managers and HR leaders to clarify what’s expected from the start through effective onboarding. Here’s how:

• Performance requirements: Provide a detailed job description that outlines responsibilities, objectives, and evaluation criteria so employees understand how to succeed and how their contributions advance organizational goals.
• Work schedule: Summarize requirements including normal working hours and online vs. onsite availability to help employees better balance their personal and professional obligations.
• Time off policies: Help employees understand time off benefits and procedures so they feel confident using them.
• Communication norms: Specify communication tools, channels, and frequency standards to avoid misunderstandings. In remote workplaces, tell employees how to signal time away and video on or off preferences.

With clear guidelines, employees know exactly where they stand with the company and feel confident in their decisions.

 

2. Focus on effective manager training

Leaders’ words, feelings, and actions have a ripple effect throughout the entire organization. Employees who rate their managers poorly are three times more likely to report reduced productivity due to workplace stress. Conversely, teams who feel well-supported and appreciated by their managers report better health outcomes and positive coping behaviors.

So, start training at the top. Equip managers with the resources they need to become a pillar of support for their employees—not a source of stress. For example, managers need the necessary training and tools to:

• Set realistic goals and evaluate performance fairly
• Support and coach employees without micromanaging
• Promote, respect, and model healthy work-life boundaries
• Give constructive feedback and encouragement
• Manage their own emotions and well-being
• Foster a positive, respectful, and inclusive work environment

By investing in top-notch manager training, companies can create a healthier, more productive workplace for everyone.

 

3. Provide adequate skills training and performance support

According to the World Health Organization, employees are more likely to experience work-related stress when they don’t have the knowledge, skills, or resources to do their jobs. Without proper support, a newly promoted or transferred employee may feel overwhelmed by their new responsibilities. Even seasoned workers may get discouraged by particularly challenging tasks that go beyond their comfort zones or typical areas of expertise.

Formal training programs, on-demand learning resources, and performance support (also called job aids) can help close these skill gaps—curbing feelings of stress and overwhelm.

 

4. Raise awareness for company wellness resources

Finally, employees who clearly understand their benefits are 44 percent more likely to have better health compared to those who don’t. L&D teams can support HR with learning resources that increase benefit visibility and ease of access.

For example, L&D and HR leaders can organize on-demand microlearning or full-length courses in a central hub, creating a one-stop shop for information on employee counseling benefits, flexible work arrangements, and more. Additionally, offering educational resources on topics like stress management and workplace conflict resolution can provide supplementary support.

 

The bottom line

There are many causes of work-related stress—some beyond our control. While training teams can’t make or change company policies, targeted L&D initiatives can play an important supportive role in reducing workplace stressors and promoting employee well-being.

Interested in sharing stress management resources with your employees? Check out these 5 Mental Health Resources You Can Share With Your Learners Today.

 

 

Kat Giroux 

Senior Content Writer at Articulate