The tech sector is known for its fast-paced, highly pressured, and competitive nature, which can make employees particularly vulnerable to workplace stress.
In 2022, The Burnout Index conducted a survey of over 30,000 tech professionals across 33 countries and discovered that 62% feel physically and emotionally drained due to the high demands of their job. Additionally, 56% of IT professionals struggle to relax after a workday, and 42% with high level of burnout risk are considering quitting their company in the next six months.
Despite finding their jobs fulfilling (as they push the boundaries of innovation and contribute to the future of technology), many tech professionals must possess the skillset to be highly flexible, problem-solve effectively, and work efficiently under pressure. These demands can lead to stress, making it important for employees to be able to handle it effectively.
As April marks Stress Awareness Month, this year’s theme of #LittleByLittle focuses on taking small steps towards improving overall wellbeing. The BIMA Wellbeing Council urges tech employers to apply this concept to the work environment, where small actions to help reduce work-related stress can have a profound and long-lasting impact on employee productivity, job satisfaction, and overall mental and physical health.
Tech professionals often experience high levels of stress and burnout due to the demanding nature of their work. They are required to deal with the constantly changing demands of technology development, which often involves navigating complex scenarios and making swift decisions. This creates a high-pressure environment where they must provide services efficiently while also being cost-effective.
As a result, employees are forced to work overtime, which leads to poor work-life balance and little time for mental recovery. The continuous physical and mental stress of their work, such as sitting for long hours during overtime work and prolonged use of electronic screens, can lead to health problems for those working in the industry.
Another key player for burnout syndrome in tech is the growing challenges businesses face in maintaining the necessary digital skills in their workforce, whether it be struggling to find candidates with the required qualifications or a lack of financial resources.
According to a report published by Gigged.AI in 2023, 90% of participants are currently facing a shortage of tech skills to some extent. More than half of the respondents stated that the shortage of tech talent has increased compared to the previous year. Additionally, almost half of the 72% of UK businesses taking part in digital transformation projects claim that there is too much work and insufficient workers to complete the job.
These statistics highlight the importance of tech companies being aware of employee stress and burnout symptoms and implementing support strategies to avoid negative consequences for the business, such as low productivity, absenteeism, and staff turnover.
Spot The Signs and Symptoms of Stress
The first step for leaders to help burnout employees is to learn how to recognise the various signs and symptoms of stress. These can take different forms, including physical symptoms such as headaches, fatigue, and sweating; cognitive symptoms like poor concentration, forgetfulness, indecisiveness, and diminished creativity and initiative; behavioural symptoms, for example, social withdrawal, irritability, and changes in appetite (rapid weight loss or weight gain); and emotional symptoms including anxiety, depression or mood swings, and low confidence.
Other signs include increased employee sick days or absenteeism, a drop in work performance and productivity, and issues with interpersonal relationships. Familiarising with these signs and symptoms can help employers better support employees who may be experiencing stress and assist them in addressing it in a timely and effective manner.
Know How to Respond Appropriately to Employee Stress
While organisational well-being benefits, schemes, and initiatives are essential to reduce employee stress, it’s also essential for leaders to know how to support individuals on a personal level. If they sense that an employee is stressed, they should not be avoidant but take the time to communicate with them, express their concern, and show empathy. They should ask open-ended questions about how the individual feels, listen without judgement, and reassure them of their support.
Scheduling regular check-ins, such as team meetings or one-to-one sessions, can help monitor employee stress levels and provide ongoing support. If an employee discloses personal-related stress, leaders must know the relevant support services to which they can direct them, whether they are internal or external.
Be Open, Transparent and Set Expectations
Employers must not shy away from workplace stress and should communicate openly with their employees and be transparent about what they observe in the workplace. Making their expectations clear by setting boundaries for remote and in-office work, such as working within designated office hours only, is a good start.
Additionally, reminding their employees to have sufficient breaks throughout the day to relax and recharge and encouraging workers to engage in activities that promote unwinding, such as meditation, yoga, or exercise. Leaders should reinforce that employee health is a priority and should not be neglected because of work, regardless of the circumstances. By doing so, leaders can help employees avoid ambiguity and uncertainty around leadership’s expectations of them that can contribute to increased stress levels.
Be Smart and Set SMART Goals
Leaders must ensure that the work goals set for employees are clear, realistic, and attainable. This means that workers should have a specific and concise understanding of what they need to achieve, and it should be within their reach and not too difficult to accomplish. It can provide employees with direction, focus, and motivation, which will increase their chances of success and help them break down their workload into manageable steps.
By following the SMART framework, employees can clarify their ideas, focus their efforts, and use their time and resources productively, and less likely to feel overstretched. Just over half feel they are achieving less than they should, which can have a negative impact on employee engagement.
Let Employees Make Decisions Too
Providing employees with a sense of control over their work and work environment can help them handle stress. It can make them feel empowered and they are more likely to be satisfied with their jobs. Here are some ways leaders can achieve this:
Provide Employee Well-being Training
Promoting and supporting employee well-being should be a central focus for employers aiming to improve work and working lives. By offering employee wellbeing training, leaders can effectively communicate expectations, promote teamwork and collaboration, foster a positive work environment, and help employees self-manage stress. For best results, employee well-being priorities should be integrated throughout the organisation, embedded in its culture, and reflected in its leadership and people management practices.
Employers are legally obliged to protect workers from stress, just as they are with other health and safety risks. This involves conducting a risk assessment and taking necessary actions. The HSE stress risk assessment is a legal requirement for employers who have more than five employees.
Reducing stress in the workplace is a critical step in enhancing employee productivity, engagement, and retention. To achieve this, it is essential for leaders to have an open and honest conversation with their team members to understand their sources of stress. Once they have identified the primary stressors, they can collaborate with their team to create a plan that addresses these issues. It is crucial to commit to the plan and regularly review its effectiveness.
It’s important for employers to remember that reducing workplace stress is an ongoing process, and by taking the right approach and committing to it, they can create a workplace culture that prioritises employee well-being. This, in turn, leads to a more positive work environment, higher job satisfaction, and ultimately benefits their business.