Tools for organisations and practitioners

<p>A range of toolkits and guidance documents developed to manage work stress are provided below. These resources have been designed to help practitioners develop an organisational approach to managing stress at work with different toolkits offering guidance, tools to measure stress at work, user guides, case studies and training aids.</p> <p> </p> <p>It may also be useful to refer to the tools for organisations and practitioners 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-organisations-and-practitioners" target="_blank">here </a></p>
Author: Health and Safety Executive

HSE Management Standards indicator tool

This tool can be used by organisations to assess the current working conditions for employees with regards to the management of risks associated with stress at work. Employees must answer with regards to their work in the past six months. The tool is 35 questions and is answered using a 5 point Likert scale of either strongly disagree to strongly agree or never to always. The questions cover the 6 primary stressors that are covered in the Management Standards. The HSE propose that the questions can be used as a single questionnaire or as part of another survey. A user manual is also provided. http://www.hse.gov.uk/stress/standards/pdfs/indicatortoolmanual.pdf

Author: Chartered Institute of Personnel and Development

Line management behaviour and stress at work. Updated advice for HR

This tool provides advice for HR professionals. It 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 4 key management competencies and their sub-competencies in addition to explaining how the outputs from the research – the management competencies framework and the indicator tool - are useful to HR professionals. In addition, advice is provided regarding how best to practically apply the findings.

Author: Donaldson-Feilder, Yarker & Lewis

Preventing stress in organizations. How to develop positive managers

This book is an evidence-based guide on how managers can reduce and prevent stress in their staff. The importance of managing stress is discussed in addition to explaining the ‘Positive Manager Behaviours’ that research showed are key in the prevention of stress and in the promotion of a healthy, positive workplace. The research that led to the development of framework is discussed and each behaviour is explained in detail. Furthermore, case studies aid in explaining the behaviours and practical exercises are given to enable managers to implement these behaviours within their own roles. This book won the 2013 BPS Book Award – Practitioner Text category.

Author: Business in the Community

Leading on mental wellbeing. Transforming the role of line managers: A blueprint for unlocking employee mental wellbeing and productivity

This report shows actions that employers can take to increase support for the mental wellbeing of line managers and all employees as well as providing evidence to show why this is important. The actions are described within the five elements of the Business in the Community Workwell Model: working well, better physical and psychological health, better work, better relationships and better specialist support. Additionally case studies from organisations from a variety of sectors are described. The report also provides a number of further resources.

Author: Business in the Community and Public Health England

Mental health toolkit for employers

This recently developed toolkit provides comprehensive guidance for how organisations can support the mental health and wellbeing of their employees. The aim of the toolkit is to help organisations improve mental health by providing practical actions organisations can take that have been developed from research. Numerous resources are also provided within the toolkit. Furthermore, case studies from some of the organisations that assisted in developing the toolkit are provided.

Author: Institution of Occupational Safety and Health

Stress Risk Assessment template

This template draws from the HSE management standards. It has been designed for employees to complete and share with line managers. It can be adapted to your organisation’s needs and used in different ways such as the basis of a facilitated discussion. However, it is suggested that it is used in conjunction with other approaches to stress risk assessment. The form is a solution-focused assessment tool and enables organisations to assess where there are gaps between the current state and the ideal. Space is also provided to provide links to the relevant company policy and guidance.

Author: City Mental Health Alliance

Guide to Thriving at Work

This Guide to Thriving at Work is a toolkit that aims to support businesses which employ over 500 people to become mentally healthy workplaces. The recommendations are mapped against the Stevenson/Farmer ‘Thriving at Work review of mental health and employers.’ The framework focuses on interventions and practices that large City corporates can implement; it provides interventions/practices to achieve each standard and has suggestions for how to measure interventions enabling corporates to use the tool can as a benchmarking, self-assessment tool. For each standard there are three gradings: committed, achieving and excelling. Experience from those involved suggests that a mental health and wellbeing strategy will typically take 18 months from inception to delivery.

Author: Health and Safety Executive

HSE Management Standards indicator tool

HSE Management Standards indicator tool

This tool can be used by organisations to assess the current working conditions for employees with regards to the management of risks associated with stress at work. Employees must answer with regards to their work in the past six months. The tool is 35 questions and is answered using a 5 point Likert scale of either strongly disagree to strongly agree or never to always. The questions cover the 6 primary stressors that are covered in the Management Standards. The HSE propose that the questions can be used as a single questionnaire or as part of another survey. A user manual is also provided. http://www.hse.gov.uk/stress/standards/pdfs/indicatortoolmanual.pdf

Author: Health and Safety Executive

HSE Management Standards indicator tool

This tool can be used by organisations to assess the current working conditions for employees with regards to the management of risks associated with stress at work. Employees must answer with regards to their work in the past six months. The tool is 35 questions and is answered using a 5 point Likert scale of either strongly disagree to strongly agree or never to always. The questions cover the 6 primary stressors that are covered in the Management Standards. The HSE propose that the questions can be used as a single questionnaire or as part of another survey. A user manual is also provided. http://www.hse.gov.uk/stress/standards/pdfs/indicatortoolmanual.pdf

x
Author: Chartered Institute of Personnel and Development

Line management behaviour and stress at work. Updated advice for HR

Line management behaviour and stress at work. Updated advice for HR

This tool provides advice for HR professionals. It 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 4 key management competencies and their sub-competencies in addition to explaining how the outputs from the research – the management competencies framework and the indicator tool - are useful to HR professionals. In addition, advice is provided regarding how best to practically apply the findings.

Author: Chartered Institute of Personnel and Development

Line management behaviour and stress at work. Updated advice for HR

This tool provides advice for HR professionals. It 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 4 key management competencies and their sub-competencies in addition to explaining how the outputs from the research – the management competencies framework and the indicator tool - are useful to HR professionals. In addition, advice is provided regarding how best to practically apply the findings.

x
Author: Donaldson-Feilder, Yarker & Lewis

Preventing stress in organizations. How to develop positive managers

Preventing stress in organizations. How to develop positive managers

This book is an evidence-based guide on how managers can reduce and prevent stress in their staff. The importance of managing stress is discussed in addition to explaining the ‘Positive Manager Behaviours’ that research showed are key in the prevention of stress and in the promotion of a healthy, positive workplace. The research that led to the development of framework is discussed and each behaviour is explained in detail. Furthermore, case studies aid in explaining the behaviours and practical exercises are given to enable managers to implement these behaviours within their own roles. This book won the 2013 BPS Book Award – Practitioner Text category.

Author: Donaldson-Feilder, Yarker & Lewis

Preventing stress in organizations. How to develop positive managers

This book is an evidence-based guide on how managers can reduce and prevent stress in their staff. The importance of managing stress is discussed in addition to explaining the ‘Positive Manager Behaviours’ that research showed are key in the prevention of stress and in the promotion of a healthy, positive workplace. The research that led to the development of framework is discussed and each behaviour is explained in detail. Furthermore, case studies aid in explaining the behaviours and practical exercises are given to enable managers to implement these behaviours within their own roles. This book won the 2013 BPS Book Award – Practitioner Text category.

x
Author: Business in the Community

Leading on mental wellbeing. Transforming the role of line managers: A blueprint for unlocking employee mental wellbeing and productivity

Leading on mental wellbeing. Transforming the role of line managers: A blueprint for unlocking employee mental wellbeing and productivity

This report shows actions that employers can take to increase support for the mental wellbeing of line managers and all employees as well as providing evidence to show why this is important. The actions are described within the five elements of the Business in the Community Workwell Model: working well, better physical and psychological health, better work, better relationships and better specialist support. Additionally case studies from organisations from a variety of sectors are described. The report also provides a number of further resources.

Author: Business in the Community

Leading on mental wellbeing. Transforming the role of line managers: A blueprint for unlocking employee mental wellbeing and productivity

This report shows actions that employers can take to increase support for the mental wellbeing of line managers and all employees as well as providing evidence to show why this is important. The actions are described within the five elements of the Business in the Community Workwell Model: working well, better physical and psychological health, better work, better relationships and better specialist support. Additionally case studies from organisations from a variety of sectors are described. The report also provides a number of further resources.

x
Author: Business in the Community and Public Health England

Mental health toolkit for employers

Mental health toolkit for employers

This recently developed toolkit provides comprehensive guidance for how organisations can support the mental health and wellbeing of their employees. The aim of the toolkit is to help organisations improve mental health by providing practical actions organisations can take that have been developed from research. Numerous resources are also provided within the toolkit. Furthermore, case studies from some of the organisations that assisted in developing the toolkit are provided.

Author: Business in the Community and Public Health England

Mental health toolkit for employers

This recently developed toolkit provides comprehensive guidance for how organisations can support the mental health and wellbeing of their employees. The aim of the toolkit is to help organisations improve mental health by providing practical actions organisations can take that have been developed from research. Numerous resources are also provided within the toolkit. Furthermore, case studies from some of the organisations that assisted in developing the toolkit are provided.

x
Author: Institution of Occupational Safety and Health

Stress Risk Assessment template

Stress Risk Assessment template

This template draws from the HSE management standards. It has been designed for employees to complete and share with line managers. It can be adapted to your organisation’s needs and used in different ways such as the basis of a facilitated discussion. However, it is suggested that it is used in conjunction with other approaches to stress risk assessment. The form is a solution-focused assessment tool and enables organisations to assess where there are gaps between the current state and the ideal. Space is also provided to provide links to the relevant company policy and guidance.

Author: Institution of Occupational Safety and Health

Stress Risk Assessment template

This template draws from the HSE management standards. It has been designed for employees to complete and share with line managers. It can be adapted to your organisation’s needs and used in different ways such as the basis of a facilitated discussion. However, it is suggested that it is used in conjunction with other approaches to stress risk assessment. The form is a solution-focused assessment tool and enables organisations to assess where there are gaps between the current state and the ideal. Space is also provided to provide links to the relevant company policy and guidance.

x
Author: City Mental Health Alliance

Guide to Thriving at Work

Guide to Thriving at Work

This Guide to Thriving at Work is a toolkit that aims to support businesses which employ over 500 people to become mentally healthy workplaces. The recommendations are mapped against the Stevenson/Farmer ‘Thriving at Work review of mental health and employers.’ The framework focuses on interventions and practices that large City corporates can implement; it provides interventions/practices to achieve each standard and has suggestions for how to measure interventions enabling corporates to use the tool can as a benchmarking, self-assessment tool. For each standard there are three gradings: committed, achieving and excelling. Experience from those involved suggests that a mental health and wellbeing strategy will typically take 18 months from inception to delivery.

Author: City Mental Health Alliance

Guide to Thriving at Work

This Guide to Thriving at Work is a toolkit that aims to support businesses which employ over 500 people to become mentally healthy workplaces. The recommendations are mapped against the Stevenson/Farmer ‘Thriving at Work review of mental health and employers.’ The framework focuses on interventions and practices that large City corporates can implement; it provides interventions/practices to achieve each standard and has suggestions for how to measure interventions enabling corporates to use the tool can as a benchmarking, self-assessment tool. For each standard there are three gradings: committed, achieving and excelling. Experience from those involved suggests that a mental health and wellbeing strategy will typically take 18 months from inception to delivery.

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