There is consensus by Human Resources experts that stress is the greatest obstacle in employee productivity and in reduced employee engagement.
To improve the bottom line you don’t need training: you need immediate, practical ways to manage your team and their outcomes. This cannot be sustainably accomplished through team building or taking a day off to recharge. You need new ways to communicate, solve problems and make decisions that will expand the capacity of your team.
You can increase trust and morale by reducing stress. Constant change (which appears to have no purpose); multiple and conflicting priorities; and planning paralysis result in frustration .You can alter these situations. This will have a deep, meaningful impact on the culture of your organization.Work-Life uses specific measures to indicate increasing stress and quantify the impact of our Sustained Leadership Enhancement Process. These organizational benchmarks are:
This trickledown effect also demonstrates the tremendous value of working with Work-Life, when the training received by one, benefits many.Sources:
1.Braun consulting , 2003 2.Braun consulting , 2003 – 11% of unscheduled absences are due to stress and 10-20% of absentee costs. Range from $70-140/employee or approx $100/employee per annum 3.SASMA Corp of Cleveland, OH, 2009 – average turnover cost = 1 year salary of position; $50,000 average position @ 5% turnover rate = $1,000 per employee 4.National Business Group on Health (NBGH), 2009 – average cost per employee = $50/employee per annum 5.OSHA, 1992 – Average LTD insurance claim = $13,226 and 3.4 claims per 1,000 employees 6.OSHA, 1992 – Average STD insurance claim = $296 and 6.7 claims per 100 employees 7.EAP Consultants,2009 = $1,100 per employee