Tools for leaders and managers

<p>These tool kits and guidance documents are designed to help line managers manage stress at work. They are useful for line managers themselves, and for practitioners considering how to support, train and develop line managers.</p> <p> </p> <p>It may also be useful to refer to the tools for leaders and managers in the topic Mindfulness in the workplace, for more information about these mindfulness tools please click <a href="http://affinityhealthhub.co.uk/explore-evidence-and-tools/mindfulness-in-the-workplace/tools-for-leaders-and-managers" target="_blank">here </a></p>
Author: Health and Safety Executive

Stress management competency indicator tool

Yarker, Lewis and Donaldson-Feilder (2009) identified 4 competencies and 12 sub-competencies that are important for preventing and reducing stress at work. From this work a Stress Management Competency Indicator Tool was developed to help managers assess whether these identified behaviours are part of their management behaviours. By completing the tool, managers can reflect on their behaviour and management style, see how effective they are in preventing and reducing stress amongst their team and see potential development areas.

Author: Chartered Institute of Personnel and Development

Line management behaviour and stress at work. Updated guidance for line managers

This tool provides advice for line managers regarding stress at work. The guidance describes the importance of addressing stress at work and results from research investigating management competencies that are important for preventing and reducing stress at work (Yarker, Lewis, Donaldson-Feilder & Flaxman, 2007; Yarker, Lewis & Donaldson-Feilder, 2009; Donaldson-Feilder, Lewis & Yarker, 2009). The guidance shows the necessary competencies in addition to listing the key messages that line managers should take from the research to help in the practical application of the research.

Author: Health and Safety Executive

How to tackle work-related stress. A guide for employers on making the Management Standards work

The HSE developed 6 Management Standards which are areas of work design that when managed well are linked with increased health and wellbeing, productivity and decreased absence. These are: demand, control, support, relationships, role and change. This guide aims to assist employers in managing the causes of stress at work by using the Management Standards using a 5 step process which is based on the ‘Five steps to risk assessment’ model.

Author: Chartered Institute of Personnel and Development

Managing and supporting mental health at work: Disclosure tools for managers

These tools developed by Mind and the CIPD contain information, practical advice and templates to assist managers in facilitating discussions about stress and mental health problems. Additionally, the tools were created to help managers establish support which will assist employees to stay healthy at work. The tools were developed because research showed there was a need for guidance on disclosure within general advice on mental health in the workplace. The tools can be used as a tool mangers can refer to on a day to day basis or these can be combined into HR policies that can be widely used within the organisation.

Author: Business in the Community

The Managing Emotional Wellbeing materials

These materials were developed by Affinity Health at Work and Blended Solutions for Business in the Community. The materials were designed for line managers and include six modules which encompass exercises, quizzes, scenarios and information. Completing all 6 modules should take approximately 90 minutes. Research has shown the important role line managers play in the health and wellbeing of their team. These tools will help managers to develop their emotional wellbeing subsequently positively impacting on their team’s emotional wellbeing which is likely to lead to increasing productivity.

Author: Unum and the Mental Health Foundation

Managing mental health in the workplace

Mental health in the workplace can include a number of illnesses from stress and anxiety through to depression, bipolar disorder and obsessive compulsive disorder. Mental health not only impacts on the individuals suffering but also the organisations. This tool examines how to encourage good mental health in the workplace by taking practical actions. Processes that can be established within the workplace to support good mental health are suggested in addition to resources that may be useful.

Author: Acas

Promoting positive mental health at work

Acas provides employees and employers with a range of services including advice, information and training aimed at preventing and reducing problems in the workplace. This tool is aimed at employers and line managers. It explains why mental health at work is important, frequent causes of mental ill health, the impact of mental health within the workplace and signs of mental ill health. In addition, the tool offers practical advice on the management of mental health.

Author: CIPD, Acas, HSE and Health, Work and Wellbeing

Work-related stress: What the law says (2010)

This document was written for managers and directors in organisations of any size and in any sector. Statutory law results from acts of parliament and regulations that detail conditions employers should provide and actions they should take.  Common law results from cases employees have won against employers, where employer negligence has brought about work-related stress resulting in ill health.  This document covers both statutory and common law that relates to work-related stress in addition equality legislation is also discussed.

Author: Health and Safety Executive

Stress management competency indicator tool

Stress management competency indicator tool

Yarker, Lewis and Donaldson-Feilder (2009) identified 4 competencies and 12 sub-competencies that are important for preventing and reducing stress at work. From this work a Stress Management Competency Indicator Tool was developed to help managers assess whether these identified behaviours are part of their management behaviours. By completing the tool, managers can reflect on their behaviour and management style, see how effective they are in preventing and reducing stress amongst their team and see potential development areas.

Author: Health and Safety Executive

Stress management competency indicator tool

Yarker, Lewis and Donaldson-Feilder (2009) identified 4 competencies and 12 sub-competencies that are important for preventing and reducing stress at work. From this work a Stress Management Competency Indicator Tool was developed to help managers assess whether these identified behaviours are part of their management behaviours. By completing the tool, managers can reflect on their behaviour and management style, see how effective they are in preventing and reducing stress amongst their team and see potential development areas.

x
Author: Chartered Institute of Personnel and Development

Line management behaviour and stress at work. Updated guidance for line managers

Line management behaviour and stress at work. Updated guidance for line managers

This tool provides advice for line managers regarding stress at work. The guidance describes the importance of addressing stress at work and results from research investigating management competencies that are important for preventing and reducing stress at work (Yarker, Lewis, Donaldson-Feilder & Flaxman, 2007; Yarker, Lewis & Donaldson-Feilder, 2009; Donaldson-Feilder, Lewis & Yarker, 2009). The guidance shows the necessary competencies in addition to listing the key messages that line managers should take from the research to help in the practical application of the research.

Author: Chartered Institute of Personnel and Development

Line management behaviour and stress at work. Updated guidance for line managers

This tool provides advice for line managers regarding stress at work. The guidance describes the importance of addressing stress at work and results from research investigating management competencies that are important for preventing and reducing stress at work (Yarker, Lewis, Donaldson-Feilder & Flaxman, 2007; Yarker, Lewis & Donaldson-Feilder, 2009; Donaldson-Feilder, Lewis & Yarker, 2009). The guidance shows the necessary competencies in addition to listing the key messages that line managers should take from the research to help in the practical application of the research.

x
Author: Health and Safety Executive

How to tackle work-related stress. A guide for employers on making the Management Standards work

How to tackle work-related stress. A guide for employers on making the Management Standards work

The HSE developed 6 Management Standards which are areas of work design that when managed well are linked with increased health and wellbeing, productivity and decreased absence. These are: demand, control, support, relationships, role and change. This guide aims to assist employers in managing the causes of stress at work by using the Management Standards using a 5 step process which is based on the ‘Five steps to risk assessment’ model.

Author: Health and Safety Executive

How to tackle work-related stress. A guide for employers on making the Management Standards work

The HSE developed 6 Management Standards which are areas of work design that when managed well are linked with increased health and wellbeing, productivity and decreased absence. These are: demand, control, support, relationships, role and change. This guide aims to assist employers in managing the causes of stress at work by using the Management Standards using a 5 step process which is based on the ‘Five steps to risk assessment’ model.

x
Author: Chartered Institute of Personnel and Development

Managing and supporting mental health at work: Disclosure tools for managers

Managing and supporting mental health at work: Disclosure tools for managers

These tools developed by Mind and the CIPD contain information, practical advice and templates to assist managers in facilitating discussions about stress and mental health problems. Additionally, the tools were created to help managers establish support which will assist employees to stay healthy at work. The tools were developed because research showed there was a need for guidance on disclosure within general advice on mental health in the workplace. The tools can be used as a tool mangers can refer to on a day to day basis or these can be combined into HR policies that can be widely used within the organisation.

Author: Chartered Institute of Personnel and Development

Managing and supporting mental health at work: Disclosure tools for managers

These tools developed by Mind and the CIPD contain information, practical advice and templates to assist managers in facilitating discussions about stress and mental health problems. Additionally, the tools were created to help managers establish support which will assist employees to stay healthy at work. The tools were developed because research showed there was a need for guidance on disclosure within general advice on mental health in the workplace. The tools can be used as a tool mangers can refer to on a day to day basis or these can be combined into HR policies that can be widely used within the organisation.

x
Author: Business in the Community

The Managing Emotional Wellbeing materials

The Managing Emotional Wellbeing materials

These materials were developed by Affinity Health at Work and Blended Solutions for Business in the Community. The materials were designed for line managers and include six modules which encompass exercises, quizzes, scenarios and information. Completing all 6 modules should take approximately 90 minutes. Research has shown the important role line managers play in the health and wellbeing of their team. These tools will help managers to develop their emotional wellbeing subsequently positively impacting on their team’s emotional wellbeing which is likely to lead to increasing productivity.

Author: Business in the Community

The Managing Emotional Wellbeing materials

These materials were developed by Affinity Health at Work and Blended Solutions for Business in the Community. The materials were designed for line managers and include six modules which encompass exercises, quizzes, scenarios and information. Completing all 6 modules should take approximately 90 minutes. Research has shown the important role line managers play in the health and wellbeing of their team. These tools will help managers to develop their emotional wellbeing subsequently positively impacting on their team’s emotional wellbeing which is likely to lead to increasing productivity.

x
Author: Unum and the Mental Health Foundation

Managing mental health in the workplace

Managing mental health in the workplace

Mental health in the workplace can include a number of illnesses from stress and anxiety through to depression, bipolar disorder and obsessive compulsive disorder. Mental health not only impacts on the individuals suffering but also the organisations. This tool examines how to encourage good mental health in the workplace by taking practical actions. Processes that can be established within the workplace to support good mental health are suggested in addition to resources that may be useful.

Author: Unum and the Mental Health Foundation

Managing mental health in the workplace

Mental health in the workplace can include a number of illnesses from stress and anxiety through to depression, bipolar disorder and obsessive compulsive disorder. Mental health not only impacts on the individuals suffering but also the organisations. This tool examines how to encourage good mental health in the workplace by taking practical actions. Processes that can be established within the workplace to support good mental health are suggested in addition to resources that may be useful.

x
Author: Acas

Promoting positive mental health at work

Promoting positive mental health at work

Acas provides employees and employers with a range of services including advice, information and training aimed at preventing and reducing problems in the workplace. This tool is aimed at employers and line managers. It explains why mental health at work is important, frequent causes of mental ill health, the impact of mental health within the workplace and signs of mental ill health. In addition, the tool offers practical advice on the management of mental health.

Author: Acas

Promoting positive mental health at work

Acas provides employees and employers with a range of services including advice, information and training aimed at preventing and reducing problems in the workplace. This tool is aimed at employers and line managers. It explains why mental health at work is important, frequent causes of mental ill health, the impact of mental health within the workplace and signs of mental ill health. In addition, the tool offers practical advice on the management of mental health.

x
Author: CIPD, Acas, HSE and Health, Work and Wellbeing

Work-related stress: What the law says (2010)

Work-related stress: What the law says (2010)

This document was written for managers and directors in organisations of any size and in any sector. Statutory law results from acts of parliament and regulations that detail conditions employers should provide and actions they should take.  Common law results from cases employees have won against employers, where employer negligence has brought about work-related stress resulting in ill health.  This document covers both statutory and common law that relates to work-related stress in addition equality legislation is also discussed.

Author: CIPD, Acas, HSE and Health, Work and Wellbeing

Work-related stress: What the law says (2010)

This document was written for managers and directors in organisations of any size and in any sector. Statutory law results from acts of parliament and regulations that detail conditions employers should provide and actions they should take.  Common law results from cases employees have won against employers, where employer negligence has brought about work-related stress resulting in ill health.  This document covers both statutory and common law that relates to work-related stress in addition equality legislation is also discussed.

x

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