EEF has developed a questionnaire, an assessment tool, which enables businesses to find out what is going well in their organisation and where improvements are needed.
Whilst other questionnaires generally focus only on the negative, with the development of this questionnaire EEF has recognised the importance of adopting a balanced approach.
The tool has been developed with rigorous scientific input from the Institute of Work, Health and Organisations, University of Nottingham and EEF’s chief medical adviser. The pilot has demonstrated the power of this straightforward concept.
The first results confirm what a positive contribution the workplace makes to our social well-being — equally it has identified shortcomings, particularly in failing to praise a job well done.
The EEF Work Organisation Assessment Tool can help you to assess the stress levels within your organisation. The assessment tool is available on-line although if preferred the questionnaire, which forms a key part of the assessment tool, can be downloaded from this page and completed offline.
Using the tool
Once the preparation work has been completed, the survey questionnaires should be distributed with an accompanying letter confirming all the details given previously (in the awareness and consultation arrangements for implementing the stress management programme as described in good management practice). The return of the questionnaire should be requested by a given date, which should be at least a week after initial distribution.
Alternatively, the questionnaire can be completed on-line. Employees should be given the option to complete the survey during work hours or at home.
Evaluation
Evaluation of the responses should be completed in line with the EEF guide. This will enable you to benchmark your results and prioritise the actions to be taken for improvements. The programme will identify key interventions to assist you in formulating your action plan.
Implementation of the action plan should be overseen by a senior member of the management team, preferably one with HR experience, with regular report-back meetings with both management and employee representatives present.
The subject should then be added to the appropriate internal audit for regular checking in the future.