Introduction
Stress is an issue common in most workplaces and can affect an employee’s personal and professional life. While low stress may encourage workers to improve their performance, high-pressure levels negatively impact productivity and decrease morale (Tran et al., 2020). Thus, employers need to manage workplace stress and introduce initiatives that reduce tension related to one’s job.
Sources of stress may be personal, psychological, environmental, physical, and organizational. For example, one may feel pressure related to one’s role or specific job demands, while others can experience physical strain or a lack of positive interactions at work (Tran et al., 2020). The following action plan introduces a therapeutic, educational approach that targets employees’ interpersonal communication to improve their resilience and support network.
The Action Plan for Workplace Health Improvement
The action plan focuses on relieving stress by addressing employees’ skills in managing their emotions and dealing with tense situations. First, a mindfulness program will be developed, focusing on workers’ main stressors and duties. This part of the plan will teach self-reflection strategies, emotional control, relaxation, and resilience. Employees are expected to learn or improve coping skills to manage stress – a significant part of a health educational program (American Heart Association, 2015).
Second, the company will organize peer support groups and hold meetings where employees and a licensed therapist will discuss their stressors, talk about various conflict management approaches, and practice stress-reducing therapy. The department will divide the sessions to keep the number of employees manageable, and the activity will be voluntary to ensure workers’ engagement and a positive view of the program. Moreover, management will not be present during the meetings to reduce authority-related stress.
Application of the Workplace Health Model
Assessment
Using the workplace health model (W-PHM) is vital during all program development and implementation stages. The approach has four steps that should be completed to deliver a high-quality intervention. First, employers should investigate worker stressors during workplace health assessment to find the most prevalent issues. Examining the staff’s priorities and concerns can help tailor the program to the workplace. Furthermore, the Centers for Disease Control and Prevention (CDC, 2016) suggests involving employees through surveys and feedback channels to collect ideas directly from staff.
Planning
Next, these ideas should be used in the second step – program planning. The W-PHM suggests organizational strategies that improve the development process, such as identifying a committee to oversee the plan creation (CDC, 2016).
Implementation and Evaluation
The third stage is implementation, and the model divides all initiatives into four categories to clarify what should be done. In the case of stress management, the suggested action plan is a health-related program – an opportunity available through the workplace to change a health behavior (CDC, 2016). Finally, the W-PHM can be used to examine the program’s impact on employees. The model suggests investigating potential gaps, efficiencies of the plan, and feedback from employees.
Conclusion
The proposed action plan targets employees’ stress management factors and their social networks in the workplace. Peer support and good interpersonal relationships are essential to positive experiences at work (CDC, 2019). The communication system within an organization is a significant stressor for many workers (Tran et al., 2020). Moreover, some employees may experience communication barriers, which employers can reduce by encouraging interpersonal connections (Kriebel et al., 2011).
Thus, creating a support network for the staff can significantly reduce stress and promote healthy conflict resolution. In the suggested plan, organizations may use social media to connect with workers, collect valuable information, or hold meetings. Such platforms as LinkedIn, Facebook, Twitter, Zoom, and more are helpful for remote access to information and interpersonal communication.
References
American Heart Association. (2015). The case for workplace health. Web.
Centers for Disease Control and Prevention. (2016). Workplace health model. Web.
Centers for Disease Control and Prevention. (2019). Employers in action. Web.
Kriebel, D., Jacobs, M., Markkanen, P., & Tickner, J. (2011). Lessons learned: Solutions for workplace safety and health. University of Massachusetts Lowell.
Tran, C. T., Tran, H. T., Nguyen, H. T., Mach, D. N., Phan, H. S., & Mujtaba, B. G. (2020). Stress management in the modern workplace and the role of human resource professionals. Business Ethics and Leadership, 4(2), 26-40. Web.