4 Training Strategies to Reduce Work-Related Stress

An employee stress epidemic hurts people and business

Employee stress levels are rising fast, threatening job performance and the future of work. A recent survey found that 42 percent of global workers feel burnt out, while another study shows that 80 percent of employees are at risk this year alone. Economic, social, and global uncertainties further contribute to the climate of stress and negative impacts on mental health.

“The constant pressure of navigating one global crisis after another is taking a toll on employees,”

Dr. Jarik Conrad, Executive Director of The Workforce Institute at UKG.

While burnout often requires company policy changes like better pay, better work-life balance, and flexible work options, learning and development (L&D) teams can still make an impact. Training can reduce stress and burnout caused by unclear expectations, poor management, and a lack of support. Below are four training strategies to help with these common workplace stressors.

4 Ways Training Eliminates Common Causes of Stress

1. Set clear expectations during employee onboarding

Uncertainty breeds anxiety and workplace stress. Employees need well-defined roles and expectations to feel secure in their jobs. With more flexible environments, it’s also easier for work and personal life boundaries to blur, contributing to burnout.

That’s why L&D professionals should work with managers and HR to make expectations clear, especially during onboarding. Check out a few opportunities for clarification below: 

• Job responsibilities: Outline job responsibilities, performance goals, and success criteria so new hires feel confident about role expectations.
• Work schedules: Communicate working hours and policies for remote vs. onsite availability to help employees balance their professional and personal lives.
• Time off policies: Ensure new hires understand their time off benefits and how to use them. That way, they feel empowered to take breaks without hesitation.
• Communication standards: Define the preferred communication tools, channels, and frequency to avoid misunderstandings. In remote settings, specify how employees should indicate time off and whether video should be on or off during meetings.

With clear guidelines, employees can confidently navigate their roles, preventing stress and anxiety due to uncertainty.

2. Invest in effective manager training

A manager’s behavior deeply impacts their team’s well-being. Employees who feel unsupported by their managers are three times more likely to have reduced productivity due to workplace stress. By contrast, teams that feel valued and supported tend to be happier and handle work stress better.

To create a positive work environment, start training from the top. Help managers develop the skills they need to enable their teams, not add to their job stress. Training topics might include how to:

• Set realistic goals and give fair evaluations
• Provide direction and assistance without micromanaging
• Respect and model healthy work-life boundaries
• Give effective feedback and encouragement
• Manage their own emotional health and wellness
• Create a positive work environment based on inclusivity, respect, and psychological safety
• Spot the warning signs of employee burnout and effectively intervene

By focusing on quality manager training, organizations can foster a more supportive workplace that shields against stress related to ineffective management.

3. Provide sufficient performance support

The World Health Organization reports that employees who feel unprepared or undertrained at work are more likely to experience job stress. Without the right resources, skills, or knowledge, workers can quickly feel overwhelmed by work demands, especially when taking on new roles or responsibilities.

Offering formal skills training and on-demand job aids can bridge these skill gaps, making employees feel confident and capable instead of defeated.

4. Make it easy to find and understand company wellness resources

Understanding company wellness benefits can improve workers’ health by up to 44%, according to a recent report. That means L&D teams can prevent stress at work by supporting HR with learning resources that boost awareness and accessibility of these benefits.

For example, organizing on-demand microlearning or full-length courses in a centralized location can give employees easy access to information on wellness programs, flexible work options, and more. Providing training on stress management, burnout prevention, conflict resolution, time management, or other wellness-related topics can also boost employee resilience and contribute to a culture that prioritizes health. 

Training to reduce work stress and improve organizational health

L&D initiatives can’t change company policies, but they can help to reduce work stressors caused by unclear expectations, poor management, and undertraining. With these targeted training interventions, you can improve worker health, happiness, and performance.

Want additional resources to help employees manage stress? Check out these 5 Mental Health Resources You Can Share With Your Learners Today.