Studies have shown that fatigue-related productivity losses and workplace accidents can be extremely detrimental to a company’s production, and ultimately, its bottom line. In fact, a 2010 study done by internationally-renowned fatigue management expert Dr. Mark Rosekind and his colleagues found that fatigue-related losses at four U.S. corporations they surveyed totaled about $2,000 per employee annually. There are some options open to an employer to make certain that he or she gets the highest level of productivity from his or her employees.
Stress and fatigue are adversaries of production. Creating a comprehensive solution to assist employees with the pitfalls that stress and fatigue present is a solid practice that will not be lost on your staff or your company’s bottom line.
A Fatigue Risk Management System (FRMS) is a structured and documented coordination between your company’s management, human resources department, and staff to find the best practices to limit workplace accidents and help remedy the drop in productivity that goes hand-in-hand with employee stress and fatigue. A FRMS allows a company to review business practices that may increase workplace stress and fatigue risk, inspect potential consequences of fatigue on particular departments within your workplace, calculate fatigue-related losses, and provide solutions to alleviate employee fatigue.
An Anxiety and Depression Association of America study revealed that up to 79% of people suffer from daily stress and anxiety. Some workplace stress is unavoidable, but when a worker’s schedule is stretched too thin or they are expected to accomplish more than they can handle, they run the risk of getting overwhelmed by stress. These stress-induced distractions can hinder productivity as well as destroy a work dynamic that keeps employees on task and working at a high level. Some options to help subjugate office stress and fatigue include:
Recruiting and retaining the best talent is often difficult. Your employees face the demands of family, school, community, and long, costly commutes. Offering scheduling options, such as something as simple as a schedule of four ten-hour shifts, can make it easier for employees to meet the demands of both their work and personal responsibilities; allowing them time to rest and limit fatigue that would normally jeopardize their production. There are other benefits as well. They include:
Ultimately, it’s an individual’s responsibility to get enough rest to avoid fatigue, and to manage their own stress levels. By offering your employees options that can help them deal with stress and fatigue you create a solution to keep them as energized and productive as possible.
It’s certainly an interesting concept. What do you think; is this something your business could adopt?
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