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Stress in the Workplace

Phil AtkinsonOccupational Health Consultant

Sue GrimshawStress Project

Lead

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Current situation in The Trust

5.01% of workforce reporting sick or absent

40% of staff seen in Occupational Health reporting mental health problems cite work as the reason

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Divisional statisticsSurgery

06/07 = 4.73%07/08 = 4.79%

Corporate06/07 = 5.54%07/08 = 4.97%

Cardiac 06/07 = 4.54% 07/08 = 5.08%

Clinical Support06/07 = 4.14%07/08 = 4.48%

Women's & Children

06/07 = 6.20 %07/08 = 4.98%

Medicine06/07 = 6.63%07/08 = 5.80%

Overall 06/07 = 5.31% 07/08 = 5.01 %

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Broader Effects

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Impact on individual, colleagues and

organisationIndividual

Unhappy, de-motivated, disengaged, absence

ColleaguesFrustrated, antipathy to TrustIncreased workload pressure for absent colleaguesDisengagement

OrganisationIncreased grievances and management problemsHigh absence ratesInconsistent patient careNegative public image

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Leading to

Reduced efficiency & performanceReputation hinders recruitment and movement of staffOrganisation left with a workforce lacking in skills & competencyImpact on service delivery

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Causes of Stress

Within Your Division –

Write four causes of work specific stress

Write your division at the top of each Post-it note

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Solutions to Managing Stress

Within Your Division –

How could these causes be avoided?

Write your division at the top of each Post-it note

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The Role of the Trust

List four ways you think the Trust can realistically help reduce work specific stress

Write your division at the top of each Post-it note

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Our TargetReduction of Trust Sickness/Absence Rate - To 4.3% overallReduction of reported cases of Stress as measured by Occupational Health by 30%Compliance with HSE Stress Management Standards

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Key Objectives for the Project

Review of Sickness & Absence Monitoring PolicyReview of Current services within Occupational HealthContribute to Trust Communication Strategy

Identification of Key causes for those experiencing stressTraining Needs Analysis to identify Manager’s development requirements

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Key Subjects for Focus Groups

Bully Buddy’s / Issue of Bullying Exit interviews – how best to conductEffective management of Sickness & Absence Learning & Development needsWorkload issues

Communication & Information sharingRole of Snr Mgt in managing Stress Poorly performing staff and the implicationsWorking hours eg Flexible, Internal Rotation, Long days

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The Trust’s roleAcknowledge the issue of stress in relation to sickness or absence Address suggestions or issues that arise Work collaboratively with Stress Mgt group and HSE representatives

Release staff from areas to take part in focus groups.Snr Management to be a focus group

Act on the recommendations

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Why do this project?Staff should feel:Valued SupportedInvolved Happy at workA sense of worth

And should have:Positive working relationshipsCareer developmentA pride in where they work

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Organisation needs to plan for:

Providing support in the workplaceCommunicating & involving staffWork – life balanceA ‘well-being’ approachLead, Manage & Measure

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Great place to work=

Great place for care