No MANAGEMENT STANDARD HAZARDS STRESSORS Recommended Control Measures In Place Additional Control Measures Needed (Transfer to Action Plan) Yes No Information overload Sensible use of e-mail Do not provide information of no relevance Unhealthy / unsafe work environment Lack of space Poor lighting Too hot / cold Inadequate ventilation Poor workstation design / layout Noise Compliance with legal obligations on health and safety Risk assessments up to date Effective hazard reporting procedure Regular inspections and audits Sufficient space to work comfortably Work environment clean and tidy, regular days for clearing out. Computer workstation assessments undertaken and control measures implemented Lighting suitable and sufficient Adequate ventilation and heating Reduce unwanted distraction e.g. noise levels Poor work/life balance Unsocial hours Flexible hours to help employees balance work and home commitments Job share and part-time working opportunities Agree any changes in working time with staff Rotate duties between team members Assault Verbal Aggression Threats Specific risk assessment and controls on aggression and violence Training on dealing with aggression / violence. Policies and procedures on dealing with violence and aggression. Understanding rights e.g. walking away from potentially aggressive or violent situations
No MANAGEMENT STANDARD HAZARDS STRESSORS Recommended Control Measures In Place Additional Control Measures Needed (Transfer to Action Plan) Yes No Clashes of personality / working styles Teams organised where conflicts in relationships Review of strengths and weaknesses prior to creation of new work teams. Where conflict - manager leads process to reduce conflict and keep work on track. Procedures where conflicts not resolved amicably Identify problems and solutions at team meetings Poor communication Poor employee dynamics Lack of emotional reward Face-to-face communications and briefings Team meetings used as team building exercise Team building exercises and Inclusive social activities Praise, interest, constructive feedback Clients and colleagues unaware of penalties for unacceptable behaviour Employer promotes policies on "difficult behaviour" Unacceptable behaviour taken seriously - see other relevant policies Employees aware of disciplinary procedures in the case of unacceptable behaviour ROLE Working in isolation / alone Adequate supervision Social / peer support Skills / abilities do not match needs of job Good induction program Training and support to overcome difficulties Conflicting job demands Clearly defined roles Personal work plans Job description matches work being carried out Regular discussion with line manager
No MANAGEMENT STANDARD HAZARDS STRESSORS Recommended Control Measures In Place Additional Control Measures Needed (Transfer to Action Plan) Yes No CONTROL Lack of control over individual targets How work is organised Pace of work Individual control of work and targets Discuss work organisation with employee Discuss and agree targets and timescales Employees encouraged to raise concerns with line manager Staff consulted on work patterns and breaks Under work Boredom Employee skills under utilised Repetitive or monotonous work Design jobs that provide stimulation and opportunities for staff to use skills Sufficient work available Work is as varied as practicable Sufficient challenge/pressure to keep staff motivated and interested Annual appraisal identifies work activities for individuals and ensures skills utilised. Regular breaks and changes of activity CHANGE Poor communication Lack of information / consultation about change Keep staff informed at all stages methods of communication (E.g. meetings, notice boards, letters, e-mail, feedback for rooms, etc) and frequency Explain and justify reasons for change Reorganisation No change for change's sake Badly managed change Consult with staff and involve as early as possible and throughout the process Involve trade union and staff representatives Establish system to communicate developments quickly No support for employees during change Open door policy from management to discuss change Inform employees of support available to them