1 / 10

Stress in the Workplace

Stress in the Workplace. Carol Pennington carol.pennington@ukonline.co.uk 01920 465623. Researcher – coal face National stress audits Stress risk assessment Policy & guidance Absence handling & re assimilation Training Expert witness. 7 govt depts 6 London boroughs

laurence
Télécharger la présentation

Stress in the Workplace

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Stress in the Workplace Carol Pennington carol.pennington@ukonline.co.uk 01920 465623

  2. Researcher – coal face National stress audits Stress risk assessment Policy & guidance Absence handling & re assimilation Training Expert witness 7 govt depts 6 London boroughs 11 emergency services NHS trusts + primary care Large private sector companies Why me?

  3. Climate shift Pre 2000: Stress policy Training course semi -reactive Occupational Health Post 2000: Intervention proactive Measurement & monitoring Integral to strategy

  4. Context • 3rd most commonly cited reason for absence (1st in govt sector) • 13m working days lost to stress related illnesses • 29 days lost per stress incident • £26 billion in sick leave / lost productivity = £1035 pa per employee • 1:5 of UK workforce (5.2m) stressed by work • 30% of workforce affected at any one time

  5. What’s the true cost? • Anger • Avoidance • Submission

  6. Stress incidence • Culmination of everyday events • Individual does not directly raise concerns • Line manager is pre occupied • Peer group is fractured • Individual can’t foresee things getting better.

  7. Re assimilation O.H. Budget / timescale Precedent Line manager Individual Department Grievance

  8. Factors • Different realities • Psychological contract shaken • New broom / new think • Wide spans of control • Remote management • Restructure – wrong job fit apply for own job exposed as the weak link • Transitory work group • Lifestyle

  9. Impact of change • Announcements & information • Milestones • Choices confirmed or denied • Work group fractures • Key figures leave / arrive • Volumes of work increase / fall away • Colleagues leave • New systems, values & cultures • Old infrastructure supports withdrawn • Emphasis on new beginnings - eye off the ball

  10. What to do? • Look for the evidence– absence, t/o, OH referrals, Mgt Standard profiles • Build a case– talk performance / consequences of cases poorly handled • Avoid the gimmicks- umbrella solutions & costly quick fixes • Intervene quickly / locally- unpick the problem - monitor

More Related