News & Information

April is a month that highlights both alcohol and stress awareness. Ironically, many people cope with life’s daily stressors or high-pressure situations by reaching for a drink to unwind and relax. According to the CDC, alcohol is the most commonly used substance in the United States. It’s estimated that more than 14 million people meet the criteria for an alcohol use disorder (AUD)—a chronic, recurring medical condition where a person is unable to stop or control alcohol consumption despite the negative consequences it has on their life, according to American Addiction Centers. However, it's important to note that not everyone who drinks alcohol has a dependency problem—although the World Health Organization (WHO) has determined that there is no known amount of alcohol that is considered safe for our health. Given the widespread use of alcohol and the estimated prevalence of AUD, it's nearly impossible to ignore the physical and mental impacts of using alcohol as a coping mechanism, as well as the implications for the workplace. Creating an inclusive environment that helps employees discover alternatives for managing stress can make a significant difference.

Everyone experiences stress. It’s a normal and expected part of life. When a job is factored in, it’s nearly guaranteed. The American Psychological Association (APA) cites the below sources as common triggers of stress in the workplace:

• Poor communication and unclear expectations
• Lack of autonomy and job-related decision making
• Demanding workloads
• Insufficient compensation
• Limited growth and advancement opportunities
• Work that isn’t engaging or challenging
• Lack of social support.

Research from American Addiction Centers indicates that some job-related stressors contribute to alcohol use, misuse, and even abuse more than others. Some of the common stressors believed to be associated with alcohol consumption include:

• Loud work environments
• Cold, hot, or dirty work environments
• Work environments with tension between supervisor-employee relationships
• Unequal pay, benefits, and promotions among employees
• Job insecurities
• Demanding workloads.

The misuse or abuse of alcohol can lead to decreased productivity, increased injuries, and higher health care costs. For example, absenteeism is four to eight times higher with alcohol abusers compared to non-abusers. Employees facing alcohol consumption issues may exhibit the following signs:

• Regularly missing deadlines
• Frequently making mistakes
• Failing to complete tasks or assignments.

It's important to recognize that these behaviors may indicate other physical health, mental health, or personal life challenges employees may be dealing with, unrelated to alcohol.

Identifying when employees are experiencing high levels of stress or struggling with an unhealthy relationship with alcohol can be challenging. Knowing the signs of excessive drinking and recognizing the indicators of being overly stressed can make a difference.

Although not every stressor can be removed from all work situations, there are steps that can be taken. Here are a few surprising ways to help employees cope with stress so they don’t feel like they need to turn to alcohol.

Show support for employees. Support is foundational to the success of any workplace wellness initiative. Benchmark 1, part of the 7 Benchmarks™ framework, highlights that having leaders who are deeply committed to both employee wellness and the success of the wellness strategy is critical. It’s not only essential for fostering a positive environment, but it also ensures that employees feel valued and motivated to make change. Without organizational and leadership support, wellness initiatives may not have much impact, especially when it comes to managing stress. To help employees manage and cope with stress in a healthy way, consider the following.

• Communicate Effectively: Actively listen, ask open-ended questions, clarify when needed, and express gratitude. This helps ensure everyone is aligned, expectations are clear, and trust is built. When employees feel heard, they are more likely to share when they're feeling stressed, overwhelmed, and in need of help.
• Collaborate With Employees: Involve employees in decisions that directly affect their work. This gives them a sense of autonomy and ownership over how their tasks are performed.
• Lead by Example: Model healthy stress management practices by prioritizing both physical and mental well-being, taking regular breaks, setting boundaries, and making time to rest and recharge. When employees see you practicing these habits, they will feel empowered to do the same.
• Foster Inclusivity: Organize workplace gatherings and social events that offer more than just drinking. This promotes a balanced way to relax and unwind and demonstrates your commitment to supporting all employees.

Offer education and training. To support a comprehensive workplace well-being program that helps employees manage stress, training and education are essential components. It’s crucial that these opportunities are not only supported by leadership, but employee participation is encouraged. Additionally, the implementation of education and training should be thoughtfully considered. Offering a variety of wellness channels—such as presentations, webinars, newsletters, and more—can help ensure that these resources reach a broader range of employees.

• Educate on Alcohol Awareness: Educating employees about risks of alcohol helps emphasize the importance of making informed choices regarding alcohol consumption and understanding how it is counterproductive to stress management efforts. The Substance Abuse and Mental Health Services Administration (SAMHSA) recommends, at a minimum, providing education on the risks of alcohol and other substances, as well as strategies for preventing substance use problems.
• Train on Stress Management: Helping employees understand that it’s possible to cope with stress without relying on alcohol can significantly improve their well-being. Since stress management techniques that work for one employee might not be effective for another, providing a variety of strategies is key. Stress management training could include the following.
  • Relaxation: Meditation, breathwork, mindfulness, listening to music, progressive relaxation
  • Positivity: Affirmations, gratitude practices, helping others
  • Physical health: Physical activity, balanced nutrition, proper sleep
  • Other strategies: Communication techniques, time management, setting boundaries, asking for help

Additionally, consider utilizing resources from Employee Assistance Programs (EAPs) or other employee benefits that offer training and supporting materials to further enhance employee education. It’s important to ensure that employees are aware of these resources, so they know where to turn if they need additional support with alcohol and stress management or for their personal health and well-being.

Change takes time, but with the right support, education, training, and resources, employees who struggle with alcohol use and stress management can learn how to make healthier, more informed choices.

Resources:

Benchmark 1 is about having leaders throughout the organization that are deeply committed to the wellness of employees and to creating a successful worksite wellness strategy.

Check out these revamped resources in the Benchmark 1 toolkit.

• Assess Your Company’s Leadership Support
• Avoid Recreating the Wheel
• 5 Questions to Ask