How Is A Workplace Stress Audit Done?
Clarion provides a confidential risk assessment using validated methods and techniques. We will evaluate the potential stressors in your organisation and provide you with a concise summary highlighting the significant issues.
Our methods follow a simple three-stage process:
- We will communicate with you extensively, either by phone, email, or in person, to determine the purpose, scope and objectives of the audit.
- We will discuss with you the demographic data that can be gathered and the best way to conduct the audit. Once the demographic options have been agreed, the questionnaires will then be distributed with a covering letter stating the purpose of the audit and setting a deadline for questionnaires to be completed and returned. A reply paid envelope will also be enclosed so that the responses can be sent directly back to Clarion. If the audit is to be carried out online then the email link will be sent for forward delivery to all members of staff.
- Once the questionnaires have been submitted (either by post or email), the data will then be analysed and a report will be produced highlighting any stressors and training needs. At this point we will meet with your management team to explain the results of the audit and to provide you with access to our 'Toolkit' and ongoing consultancy to help you to address and deal with the issues identified.
Our guarantee is that we will produce the Report to you within 30 working days of receiving the completed questionnaires.
At the end of the report Clarion will also present you with a certificate stating that your organisation has conducted a workplace stress audit using validated materials.
Using The Results Of A Workplace Stress Audit
The Workplace Stress Audit is a management tool for employers to help them to identify the need for action amongst various groups, and in various locations.
It is important to note that although the audit is based on scientific research it is not a scientific tool, where results are exact. The report is accurate based on the results that are received on the completed questionnaires but it must be noted that in interpreting the report you may need to allow for human anomalies. These occurrences tend to be in the minority however, and the results will be true of the majority of people most of the time.
The results are based on responses from a group of individuals and convey a reasonable and credible 'picture' of the perceived stressors within that group, therefore appropriate measures that may be taken based on the findings, are likely to lower stress levels that are work-related.
The results from the audit will provide you with details on the type and location of existing problems, as well as any positive points, which will enable you to target resources where they are most needed.
The action to be taken will depend upon the culture of the organisation, and its available resources. If 'poor communication' is identified as an issue amongst a particular group of employees there are several options that may be utilised. For example:
- Send all employees concerned on a communication training course
- Adapt current training procedures already in place to include this issue
- Adopt a policy within the organisation to increase awareness of the issue
- Make methods of communication, e.g. internet access, intranet, email, etc. more available to employees
The ultimate decision of the appropriate action is generally best left to the management team, as you know the employees, the culture of the organisation, and its resources.
We will provide you with an ongoing consultancy based on the results of the report, and provide you with more specific breakdowns of stress levels within departments, sections, job types, etc. as required. We will also provide you with support and access to our network of training advisers and specialists.
How Often Should A Workplace Stress Audit Be Carried Out?
We recommend that you carry out this exercise again in 12 to 18 months. It is important to allow enough time to implement any necessary interventions, balanced against any changes (restructuring, growth, relocation, etc.) that may occur in the organisation to make the first audit out of date. In some circumstances you may wish to audit more frequently to assess the impact of any major changes.
Conclusion
Auditing is a valuable method for ensuring that an organisation keeps on top of stress in the workplace. When the information provided by an audit is appropriately acted upon, there tends to be a subsequent reduction in absenteeism and increased levels of commitment and productivity, of the organisations concerned.
"The use of audits, configured as risk assessments, can help employers to identify accurately areas of concern within their organisation - they can establish exactly what is happening, by using an approach that acquires the information necessary to focus a response where it will do most good, thereby facilitating maximum protection."