Confronted with both professional and private issues can cause stress. For a limited period of time, stress can have a positive effect; it can ignite energy and motivates us to achieve maximum performance – so-called eustress. However, if you don’t feel up to the task or repeatedly overloaded, stress will be perceived negatively – also known as distress.

The most frequent stress factors at work are excessive workload, time pressure, constant interruptions and lack of recognition. In addition, there is the challenge of reconciling work and family. That this has long-term negative consequences for health is no surprise: exhaustion, sleep disorders, nervousness, depressed moods through to burnout are typical consequences of chronic stress. But tension, back, head and stomach pain, migraine, a weakened immune system and the risk of a heart attack are also promoted by chronic stress.

Stress is therefore a central aspect of health service management in the workplace: How can potential stress factors be reduced and resources for the employees be developed? A family friendly HR policy also plays a role. Bertelsmann offers many options – be it individualized working time models (e.g. part-time), more flexible work place options such as home office days, as well as day care and counseling services. In the specialization area on this page you will find concrete tips for stress management.

Permanent, targeted harassment or discrimination against employees. Such unresolved conflicts cost time and money. They impede creativity and motivation, cause employee absence and inhibit productive cooperation, which in turn affects overall operational results.

Dealing properly with conflict must be learned. It is the responsibility of leadership to proactively address conflict. In-house social counseling services can help to resolve team conflicts or between individual employees. External mediators or supervisors can also be consulted to professionally assist the conflicting parties in identifying compromises and developing binding conflict agreements or solutions through direct dialogue.

Constructive handling of conflict enables development processes that are beneficial to individuals, teams and the entire company. However, it is even better to prevent conflicts – e.g. through clear goals and structures, participation opportunities for employees and an open and appreciative communication culture promoting a sense of community rather than competition.