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Promoting the stress management tool Work Positive.
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Louise JonesLouise Jones
Health Promoting Schools ManagerHealth Promoting Schools Manager
Staff Health and WellbeingStaff Health and WellbeingFebruary 2011February 2011
ECS - Staff Health and Wellbeing ECS - Staff Health and Wellbeing
STRESS MANAGEMENT - WORK POSITIVE –
PRIORITISING ORGANISATION STRESS
Highland CouncilStress Management Policy
Consideration of duty of care and how to manage stress more proactively
Identifies strategies to support staff Outlines management interventions
Training developed by HC
Managing Stress (1 day)Stress Awareness (2 day)
Policy and Action Review
Employee surveys since 2000 have identified stress in the workplace as an issue
HC Risk Management Group acknowledged an increase in the cost of employee liability insurance due to numbers of stress claims
HSE in 2004 issued Management Standards to aid and encourage employers to meet Management of Health & Safety at Work Regulations 1999 and, under H&S at Work Act 1974 to take measures to control it
Appeal Court Judges issued Guidelines for employers and employees due to explosion of stress claims
1999 – 516 2000 - 6428
Meeting HSE Standards and Appeal Court Guidance
Proactively identify causes of work related stressBy undertaking stress risk assessments
Implement measures which, so far as is reasonably practicable, prevent or control the risk of physical
and mental harm
No occupation should be regarded as intrinsically dangerous to mental health
Work Positive
Step 1 – raising awareness, demonstrating and gaining commitment
Step 2 – benchmarking, setting performance indicators
Step 3 – identifying the causes and assessing the risks
Step 4 – avoiding or reducing any risks identified
Step 5 – reviewing the situation
Step One
Securing senior management commitment
Communicating the commitment to acting on findings
Involving staff in taking the work forward
Step Two
Review other performance indicators such as sickness absence figures, turnover of staff in services/areas, staff survey, long hours information, stress referrals, TU information, harassment referrals etc
Conduct benchmark exercise with service representatives in steering group
Identify stress ‘hot spots’ in the organisation
Step Three
Decide how to categorise the workforce, i.e. by service/section or by role
Distribute questionnaire to all employees, with information on the process and their role
Collect responses and collate findings
Provide feedback to staff ASAP to retain momentum, with a commitment to follow-up
Summary of Results
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
Your Results
Suggested InterimTarget
Suggested Longer Term Target
Summary of Results
Your Suggested Suggestedresults interim longer term
target target
Demands 3.89 4.00 4.25Control 4.33 4.33 4.33Managers' support 4.42 4.60 4.60Peer support 4.38 4.75 4.75Relationships 4.38 4.50 4.75Role 4.62 5.00 5.00Change 3.88 4.00 4.00
Key Doing very well – need to maintain performance
Represents those at, above or close to the 80th percentile†
Good, but need for improvement
Represents those better than average but not yet at, above or close to the 80th percentile†
Clear need for improvement
Represents those likely to be below average but not below the 20th percentile†
Urgent action needed
Represents those below the 20th percentile†
Relationships (promoting positive working to avoid conflict and dealing with unacceptable behaviour)
0
0
0
0
0
0
0
0
0
0
1
3
1
4
1
2
15
0
15
3
17
2
19
1
16
0 5 10 15 20 25
q5
q14
q21
q34
q57
Higher Risk
Lower Risk
q57 I am unfairly treatedq34 Relationships at w ork are strainedq21 I am subject to bullying at w orkq14 There is friction or anger betw een colleaguesq5 I am subject to personal harassment in the form of unkind w ords or behaviour
Indicators/outcomes
0
0
0
0
0
0
0
0
0
0
0
1
3
2
0
0
0
5
7
7
0
3
6
10
10
11
20
17
14
4
0 5 10 15 20 25
q62
q63
q64
q65
q66
q67
Higher Risk
Lower Risk
q67 Morale is low in this organisationq66 Pressure at work has affected my health whilst working in this organisationq65 I have considered leaving this organisation due to pressure at workq64 I have taken time off due to pressure at workq63 Pressure at work causes me to do my job less wellq62 Pressure at work causes me to come to work when I am not well enough to work
Step Four
Ensure that the issues affecting individuals are addressed
Prioritise the risks – some may be easy to resolve straight away
Others will require consultation and further definition – establish focus groups for this process
Produce action plan with agreed solutions and realistic timescales as a working document to be reviewed and updated on a regular basis
Share the action plan with all employees including dates for monitoring and review
Step Five
• Measure and share the success!• Establish whether the control measures are
working – • Identify any new risks by re administering the
questionnaire every few years following change, growth etc
• Steering group to monitor action plan and evaluate the effectiveness of solutions
Pilot Work in Highland
3 Services involved Chief Executive – Service Point Staff – 105
employees Social Work – Culloden Team – 36 employees ECS – Head Teachers of Primary Schools – 216
employees – Drummond School LSAs
All action plans completed and handed over to service management
Pilot Work in Highland – Outcomes and Observations
Focus groups require training in delivering solutions
Questionnaire results require defining and clarifying
Importance of supporting line managers through process
Acknowledgement that focus groups can become mechanisms for improving communication and boosting morale, allowing staff to feel valued and listened too
Taking Work Positive Forward
Try and deliver small benefits immediately to ensure employees can see action as a result of their involvement
The process needs to be completed within a tight timeframe to maintain interest, credibility, commitment and momentum
COMMITMENT FROM SERVICES IN ADMINISTERING AND IMPLEMENTING ACTION PLAN PROCESS IS CRUCIAL
Further help and support Further help and support locally…….locally…….
Kateryna ZorykKateryna [email protected]
Louise JonesLouise [email protected]
Gena FalcolnerGena [email protected]
Further help and support Further help and support nationally…….nationally…….
www.hse.gov.uk/stress/information
www.healthyworkinglives.com
