Ask the expert: Take time to find time off

What do you do when the weekend is not enough time for you to refresh yourself after the stresses of a week at work, and the problem keeps compounding? Dr MARIE WILSON, head of management and employment relations at the University of Auckland Business School and a veteran of 20 years in corporate management and small business, offers some helpful ideas.

Q: I'm so stressed out at work (a service industry) that I need a couple of days more than the weekend to get some respite, and I haven't got any leave owing thanks to the last set of school holidays.

Call me Catholic, but I feel guilty as anything about taking "mental health days" when I'm not really sick. What do you think?

A: There are two issues in your question: stress and time off. From your second comments, some of the stress seems to be related to childcare issues, but your job appears to be stressing you as well.

If you are stressed at work, there are a number of things you can do to improve the situation. The first is taking a step back to try to diagnose what causes the stress, perhaps with the help of co-workers, friends or others.

If your workplace has an EAP (employee assistance programme) a counsellor might be able to help you with a diagnosis.

You may find that a course in time-management, better computer skills or organising your work differently might make a difference.

If you have someone to delegate to, you might be holding on to too much. There are also courses and books on handling stress that may be of some use to you in managing what you are experiencing.

In terms of time off, it may be just as stressful to take a "sickie", worrying about being seen and about the build-up of work while you are gone, not to mention the guilt.

If you are experiencing fatigue, panic or other symptoms of severe stress, take time to see a health professional for assistance.

This should be covered by your special leave provisions.

Discuss your need for time out with your organisation. Time to undertake stress-relief activities may be covered by your sick leave policies.

Q: After a major reorganisation, our chief executive is retiring and this has created a lot of uncertainty and lowered morale.

Two people out of a staff of 20 have already handed in their notices and I'm pretty sure others are going to interviews.

Since the reorganisation, my role has been undermined and I'm no longer performing many of the functions for which I was employed. I report directly to the chief executive and I am nervous that my role might change permanently if I don't do something.

A: Lowered morale and uncertainty often arise with a change of leadership or a change in structure, so it's no wonder that there's a problem with both occurring.

Some turnover is natural, but is likely to be blamed on the changes. A climate of uncertainty may make others anxious and rumours may actually reinforce the problem.

Perhaps one of your emerging roles might be to coach the new executive on what is required to raise morale and keep the company on track.

If your role has changed, then you probably need this communication and clarity. Ask for a meeting. Brief the CEO on what you used to do and what you are doing now.

Show how your job has changed. If the role has shrunk, think of activities that use your strengths and may be useful to the company in its new configuration.