It is reported this week that more than half of UK workers (54 per cent) would welcome a stress counselling services provided by their employer, a survey has found.
The British Association for Counselling and Psychotherapy (BACP) study spoke to 1,440 employees, who said they would benefit from more support to deal with work stresses and the effects of the recession.
Nearly a third of respondents (29 per cent) said they wanted more emotional support from their employer to help cope with stress in the workplace, even if the causes are home-related.
Employee counselling services would lead to reduced absence, lower presenteeism, enhanced employee satisfaction, reduced accidents and improved productivity, as well as cost benefits, the BACP representative added.
From my perspective, I do not like the implications of the survey because it it is one step from saying that business needs to introduce a counselling service, and then all is rosy in the organisation.
An Employment Counselling service can be desirable, and indeed can provide legal protection for the organisation, but should certainly not be considered a panacea.
I have dealt with mediations and employment disputes which have had counselling services and turned out to be some of the most stressful and unpleasant places to work that I have seen.
If you really want to to attack the causes of the stress, there are very simple things the organisation can do.
1 Lead with purpose.
2 Treat staff with dignity.
3 Identify at an early stage staff who are stressed. Nip problems in the bud early before they come severe and warrant counselling.
4 Minimise use of formal techniques, but when necessary apply effiiciently. Try to use informal conflict resolution techniques. Provide ongoing and tailored training.
5 Encourage reasonable balance between ethicical and commercial behaviour.
Justin Patten, Mediator