Step 4 - Taking Action.
have decided on a process it needs to be put into
How this is done will depend on the organisation
size and it’s culture - but it will involve
the following steps in some way.
Staff need to be aware why stress is being tackled
and why they should take part in any initiatives.
This may be done as part of training but other methods
can also be used E.g. Posters, leaflets e mail, meetings.
ApP writes tailor-made information booklets, leaflets,
staff briefings etc
2. Finding out causes of stress
Causes of stress can be determined qualitatively
using a survey. This may be a staff satisfaction
survey or a purposely designed stress survey or indeed
For small organisations and departments, instead
of, or to supplement an audit, small focus groups
may be held, Outcomes can then be fed back to senior
management verbally or as a report.
ApP conducts stress
surveys, facilitates stress focus groups and writes
As an economical alternative, focus groups can also
be run as part of manager and employee stress training.
3. Communication again!
Once problems are identified
through surveys and focus groups, managers need to
convey the results
to their employees. This may be through written communication
or via team meetings.
ApP writes reports for communication
4. Find solutions
Employees and managers then need to work together
to find ways for improvement. This may again be through
the use of focus groups. Focus groups may be representative
of large departments and organisations or may comprise
a team discussion. The important thing is to decide
on action and ensure these are carried out. An action
plan will help here.
Actions may involve:
Change in working practices or conditions.
Improving management approach – management
training or coaching in basic management skills.
Click HERE to
see the Core
- Providing, counselling, 1:1 coaching or EAP if available.
- Training all levels of the organisation in handling
ApP helps write organisational and departmental
specific action plans
Once stress management initiatives have
been introduced, it is important to review
This can be done by looking at ongoing
data such as staff
absence and productivity figures. It is
also a good idea to repeat assessments
action plans it is important that ongoing
progress is monitored by discussions with
can help facilitate such discussions and
The above steps are
basically the steps in the HSE
risk assessment process click HERE for
NEW!!! The Working Well Programme for managers
Research shows that management style and
behaviour can add to or reduce stress in
ApP has therefore developed a modular management
programme “Working well”
Working well explores the basics of effective
management in 5 separate modules based
on the HSE stress management
Module 1 Control – Understanding
stress and how lack of control can lead to poor performance,
stress and ill health. How to enable more
control at work
motivate staff to give their best.
Module 2 Roles
and Responsibility – importance of well-defined
roles and understanding responsibility. Performance management techniques
appraisals. 1:1 practice and role play.
Module 3 Dealing
with demands –how managers can help themselves
and their staff cope more effectively with the everyday demands of
Module 4 Change – coping with personal change, effectively
introducing change in the work place and helping staff cope with
Module 5 Relationships
and support – how managers can have
more effective relationships with their staff and be more in touch
How to be more supportive in a limited time frame. Effective 1:1
This programme provides a good action point following
a risk assessment where management skills are identified
as poor. The concept of compulsory “stress
management” can be used as a tactful way of providing training
for existing managers in need of improving their softer skills.
The programme is also an ideal management induction
course for new managers.
The above are also available as individual one-day