Before using the Management Standards

The HSE states that the following steps need to be taken before using the Standards:

• secure senior management commitment;

• secure commitment from employees and their representatives;

• set up a steering group;

• develop a project plan;

• secure adequate resources — in particular, staff time;

• develop a communications/employee engagement strategy;

• if appropriate, develop an organisational stress policy; and

• record what you have done.

It proposes five steps to successfully implement the process:

Step 1: Identify the risk factors

The Management Standards highlight the six main risk factors for work-related stress: demands, control, support, relationships, role and change:

Demands include issues such as workload, work patterns, and the work environment. The Standard is that: “Employees indicate that they are able to cope with the demands of their jobs.”

Control means how much say the person has in the way they do their work. The Standard is that: “Employees indicate that they are able to have a say about the way they do their work.”

Support includes the encouragement, sponsorship and resources provided by the organisation, line management and colleagues. The Standard is that: “Employees indicate that they receive adequate information and support from their colleagues and superiors.”

Relationships includes promoting positive working to avoid conflict and dealing with unacceptable behaviour. The Standard is that: “Employees indicate that they are not subjected to unacceptable behaviours, e.g. bullying at work.”

Role is whether people understand their role within the organisation and whether the organisation ensures that the person does not have conflicting roles. The Standard is that: “Employees indicate that they understand their role and responsibilities.”

Change includes how organisational change (large or small) is managed and communicated in the organisation. The Standard is that: “Employees indicate that the organisation engages them frequently when undergoing an organisational change.”

There is an additional standard for the six risk factors, which is: “Systems are in place locally to respond to any individual concerns”.

The HSE also produces “states to be achieved” to accompany each of the standards. These “describe the organisational behaviour that must be present to achieve the respective standard” and “highlight good management practice in each of these areas” (see box, page 46).

Step 2: Who can be harmed and how?

The HSE argues that information can be gathered from a range of sources:

• existing sources — on sickness absence, productivity, staff turnover, performance appraisals, team meetings, informal talks, walk-throughs and talk-throughs;

• surveys — such as the HSE’s own Indicator Tool (see box, page 44) or other surveys;

• other methods — toolbox talks and focus groups.

Step 3: Evaluate the risks

This step aims to discuss the conclusions from the data and to develop solutions. The HSE states that: “It is critical that your employees and their representatives participate in this process”, and that employers should “work in partnership with employees and their representatives to develop actions to take.”

Step 4: Record your findings

This means the steering group should produce an overall action plan for the organisation. The HSE says the plan should be created and agreed “with senior management, employees and their representatives.”

Step 5: Monitor and review

This step requires employers to check the action plan and whether it has been implemented. The HSE suggests further meetings and surveys to test the effectiveness of the action and has produced a checklist to evaluate whether the risk assessment was “suitable and sufficient.”