Managers must not try to cope with stress alone

As International Stress Awareness Week commences, the founder of The Banyans Healthcare has initiated a meaningful dialogue regarding the necessity for managers to prioritise their own wellbeing and self-care.

In the contemporary corporate environment, managers find themselves grappling with multiple pressures and expectations. However, the rapid pace of this landscape often compels managers to prioritise the fulfilment of these demands at the expense of their wellbeing.

In a discussion with HR Leader, Ruth Limkin, the founder of The Banyans Healthcare, emphasised the necessity for managers to acknowledge the significance of self-care within the framework of their professional obligations.

Limkin said: “When our lives are dominated and driven by our work, it can be very difficult to identify when everyday stress is becoming too much to cope with.”

She cautioned that when individuals in managerial positions feel pressured to handle their challenges in isolation, it can result in significant negative consequences.

“If people in managerial positions continue to try and cope alone, it will have a dangerous impact on mental and physical health,” she said.

This sentiment was supported by research completed by The Banyans Healthcare, which indicated that 55 per cent of Australian managers report that work has negatively impacted their mental health and, more shockingly, nearly 46 per cent attempt to tackle these mental health issues alone.

Limkin emphasised that all individuals require support when confronting such challenges and noted that even those occupying senior leadership positions are not exempt from these pressures.

“We all need help and support – including people in senior leadership, even though it’s often the senior leaders who are expected to be OK and to carry all the organisational responsibility,” she said.

To tackle the troubling patterns surrounding workplace stress, Limkin emphasised the critical role that HR professionals play in reshaping the narrative and normalising discussions surrounding mental health.

“HR professionals play an increasingly important role in normalising conversations about the impact of stress in the workplace, and I believe it starts with transparency because people need to feel confident that they have somewhere to go for support,” she said.

However, the findings from The Banyans Healthcare research indicated a significant barrier, with 17 per cent of managers reporting that they do not have the time to seek help.

Moreover, the 190 per cent increase in Google searches for “what are the symptoms of burnout” indicates a concerning trend in which a significant number of individuals are “trying to cope without the help of friends, family or healthcare professionals”.

Limkin further said: “If employees, even the most senior leaders, feel that their people and culture teams champion help-seeking as a normal part of professional development and personal wellbeing, they are more likely to seek help and make changes that will prevent burnout.”

This proactive approach, Limkin emphasised, has the potential to facilitate meaningful changes that may prevent burnout and enhance the overall workplace culture.

“Over time, these conversations will compound to create better habits and prevent poor performance or workplace withdrawal,” Limkin said.