► Download the full question list in order and benchmarking criteria for use on the new Surveys Platform - CLICK HERE
► Download the question list broken down by Management Standards - CLICK HERE
Individual perceptions play an important role in predicting stress-related ill health. Gathering the opinions of employees can be a useful indicator of the health of your organisation and potential sources of work-related stress.
The Management Standards approach suggests using a survey as one (but not the only) useful source of information on whether work related stress appears to be a potential problem for your workforce and, if so, who is likely to be affected and how.
The survey consists of 35 items that ask about 'working conditions' known to be potential causes of work-related stress. These working conditions correspond to the six stressors of the Management Standards. The employee answers according to how they feel about these aspects of their work.
This survey is available in your Templates folder in your new platform and is fully benchmarked.
Management Standards
HSE's Management Standards represent a set of conditions that, if present:
- demonstrate good practice through a step-by-step risk assessment approach
- allow assessment of the current situation using pre-existing data, surveys and other techniques
- promote active discussion and working in partnership with employees and their representatives, to help decide on practical improvements that can be made
- help simplify risk assessment for work-related stress by:
- identifying the main risk factors
- helping employers focus on the underlying causes and their prevention
- providing a yardstick by which organisations can gauge their performance in tackling the key causes of stress
They cover six key areas of work design that, if not properly managed, are associated with poor health, lower productivity and increased accident and sickness absence rates. The Management Standards are:
- Demands – this includes issues such as workload, work patterns and the work environment
- Control – how much say the person has in the way they do their work
- Support – this includes the encouragement, sponsorship and resources provided by the organisation, line management and colleagues
- Relationships – this includes promoting positive working to avoid conflict and dealing with unacceptable behaviour
- Role – whether people understand their role within the organisation and whether the organisation ensures that they do not have conflicting roles
- Change – how organisational change (large or small) is managed and communicated in the organisation