Let's start on a positive note: stress is not scary; it's not a diagnosis or a verdict.
Stress is the body’s natural reaction to change, and in moderate doses, it is even beneficial as it motivates development. However, chronic stress, especially in the workplace, reduces productivity, increases staff turnover, and can lead to professional burnout.
Why Has Workplace Stress Become a Global Problem?
Stress reactions can be divided into two main types:
Physical — a problem here and now, influenced by external objective causes (e.g., extreme heat).
Psychological — a problem in the past or future, an internal trigger—worrying about the future or regretting the past.
According to research:
- The WHO calls workplace stress the “epidemic of the 21st century.” WHO
- Gallup notes that 44% of employees worldwide experience chronic stress. (2023 study)
- According to Forbes, in Russia almost 50% of young professionals face burnout in their first year of work. (Forbes)
Stress becomes especially destructive when an employee faces several factors simultaneously: uncertainty, high responsibility, lack of control over the situation, and social isolation.
The PRISM Model: Key Stress Factors and Detailed Solutions to Reduce Their Impact on Employees
P — Predictability
Problem: Unstable schedules, unclear KPIs, or frequent changes in company strategy.
Solution: Clear regulations, fixed job descriptions with defined areas of responsibility. For example, IKEA once implemented a system of “work checklists,” reducing stress by 27%.
At LavoroSolutions, we conduct an Annual Survey among all employees and, based on its results, create an annual improvement plan. Quarterly general meetings are held to review the progress of this plan.
R — Responsibility
Problem: Overloaded managers lead to errors and emotional exhaustion.
Solutions:
Delegation through outsourcing, transferring personnel administration to a third-party service provider.
Decision support tools, e.g., AI assistants for document verification.
Reducing bureaucracy, implementing digital signatures and automatic approvals.
I — Influence
Problem: Employees feel helpless when unable to influence processes and the company’s development direction.
Solutions:
Idea platforms, internal crowdsourcing systems.
Flexible KPIs, the ability to adjust metrics in agreement with management.
Visualization with feedback.
S — Social Contact
Problem: Remote work disrupts team dynamics.
Solutions:
Structured networking, weekly coffee talks in random groups (a LavoroSolutions practice).
Mentorship programs, cross-departmental mentoring.
Offline integration with mandatory quarterly off-site workshops.
M — Meaning (mismatch between actions and personal values)
Problem: Tasks performed at work seem insignificant to employees.
Solutions:
Volunteer days, e.g., providing 2 paid days per year for social projects.
Storytelling from top managers and regular videos about how the work of juniors impacts the overall company strategy and results.
If you look closely at the PRISM concept, it becomes clear why, during COVID, the number of employees suffering from workplace stress or even burnout increased significantly. Everyone was simultaneously deprived of predictability, the ability to influence anything, and social contact!
It turns out that burnout does not always occur due to a large amount of work.
Irina Goloshchapova, Head of International Projects Department
