Stress can take its toll on even the strongest colleagues and will manifest in different ways. Some may become insular or easily agitated; in extreme cases, others might not be able to leave their homes, because the thought of doing so is too overwhelming.
You can sometimes see it in people’s eyes – the panic and the fear. It’s heartbreaking to witness, and it can affect everyone around them. They don’t want to feel the way they do, and can be embarrassed as a result. We have to make it okay to talk about stress in our workplaces, and take action to prevent things from getting to that stage.
Stress can be described as the adverse reaction people have to excessive pressure or other types of demand placed on them. The NAHT has previously defined six key stress triggers as:
1. Demands
2. Control
3. Support
4. Relationships
5. Role
6. Change
All of these elements can come from the workplace, but they can equally stem from someone’s personal life, so that work becomes a place of safety and calm, where there’s sense of normality, routine and support.
Signs of stress in individuals or groups can include changes in their usual behaviour – increased anger or agitation, for example, or a loss of their usual sense of humour. They may come across as tired or irritable in exchanges with colleagues and pupils. They may become more argumentative, or produce work that’s below their usual standards. Other indicators might include poor judgement, indecisiveness and lax timekeeping, and there can be physical signs, too – headaches, nausea, panic attacks, aches and pains.
In groups, it may be possible to observe patterns of behaviour or statistical trends involving absences, a rise in complaints, a high turnover of staff and poor performance.
If someone has to be signed off work, your response must adapt to the situation at hand. If they’re uncomfortable with meeting to discuss their absence from school, offer to meet them at an alternative location and suggest they bring a close friend or relative with them for support. Understanding the trigger and driver of the stress – particularly if it’s related to their working environment – is key. There are useful resources available from the Health and Safety Executive (see hse.gov.uk/stress), including a ‘Management Standards Indicator’ tool.
Returning to work after being signed off with stress will feel like a huge step. Have a trusted colleague be there when the person arrives and walk in with them so that they’re not alone. Make sure they know that they’re important to the school and the children, and that they’re cared about. We’re all human.
IMPROVE YOUR STAFF’S MENTAL HEALTH
• Listen and respond to your staff’s needs and concerns
• Model good behaviours
• Allow and encourage staff time to work off-site, where appropriate
• Facilitate a staff wellbeing committee; try to have it led by staff and not senior leaders
• Implement a reward and recognition system
• Consider adopting email restrictions outside of working hours
Hayley Dunn is a multi academy trust finance director; her book, The School Business Manager’s Handbook, is available now, published by John Catt. For more information, visit shropshiresbm.org or follow @ShropshireSBM
