Strategies to Reduce Stress Among NHS Staff Using Internal Communications

Leveraging Internal Communications to Combat Stress

As an internal communicator, your ability to reach and influence large portions of NHS staff positions you as a key player in the fight against workplace stress. Below are strategies and resources you can use to support your colleagues’ mental health effectively:

1. Promoting Stress Management Resources

Raising awareness about available resources is crucial. Many NHS employees may not be aware of the support systems in place or how to access them. Here are some essential resources to share:

• NHS Urgent Mental Health Helpline: A vital resource for staff in crisis situations. Ensure the helpline number is easily accessible in all communications.
• NHS Guidance on Stress: Provides comprehensive advice and contacts for stress management. Regularly feature this in newsletters and internal portals.
• Side by Side: An online community by MIND where NHS staff can share experiences and support each other.
• Rethink Mental Illness: Offers practical advice on managing mental illness, living with conditions, and understanding carers’ rights.

These resources should be prominently featured in your communications, such as through email campaigns, intranet posts, and digital noticeboards.

2. Enhancing Stress Education and Prevention

Awareness is the first step towards prevention. By educating staff about stress, you can help them recognise early signs and take action before stress becomes overwhelming.

a) Understanding Stress

Stress isn’t always negative; it can drive motivation and productivity. However, when it becomes unmanageable, it can lead to significant health issues. Share educational content, such as Rethink Mental Illness’s guide on recognising stress and its effects . This guide can be included in a monthly wellness bulletin or during staff training sessions.

b) Educating Line Managers

Line managers play a pivotal role in stress management. They are often the first point of contact for frontline staff and can either help alleviate stress or unintentionally contribute to it. Consider developing a campaign to equip managers with the skills they need:

• Recognising Signs of Stress: Circulate factsheets that list stress indicators, extending beyond just performance metrics to include behavioural changes .
• Managerial Role Clarification: Emphasise that managers are not expected to diagnose or treat stress but should facilitate access to professional help.
• Conversation Tools: Provide managers with the Talking Toolkit to help them initiate difficult conversations .
• Building Compassionate Leadership: Encourage managers to assess their leadership styles using tools like the CIPD quizzes on managerial behaviour and barriers to compassionate leadership .

c) Promoting a Safe and Supportive Culture

A culture that prioritises mental health and encourages open conversations is crucial in reducing workplace stress. Here are steps to foster such an environment:

• Highlight Safe Spaces: Make sure staff are aware of alternative support options, such as peer support groups or confidential helplines.
• Share Success Stories: Encourage volunteers to share their experiences with stress management. Personal stories can inspire others to seek help.
• Visibility of Mental Health Initiatives: Regularly update staff on ongoing mental health training and support initiatives. Increased visibility demonstrates the organisation’s commitment to mental health.