Actions To Report Stress and Fatigue
Posted: Tue Oct 06, 2015 10:59 pm
what actions should you take to report stress and fatigue?
The standard OHS risk management methodology of "find, assess and fix" can be applied to workplace stress. The five basic steps are:
Look
The first step is about paying attention to your staff, noticing any changes in their usual behaviour or relationships.
It may be also worthwhile reviewing leave use, both recreation and sick leave as well as over-time or time in lieu.
Listen
Listen to what staff are saying: are there more complaints or excuses than unusual?
Has the level of conflict or sensitivity increased? How much impact is the stress having?
Think
Think about what you have observed and how that relates to the factors that typically lead to workplace stress. Focus on the obvious causes but do not ignore the full range of possibilities.
Be honest with yourself: what is my contribution?
If you believe the stress is not work related, how is work aggravating the situation?
Discuss
If appropriate, discuss the issues with your staff individually and/or as a group.
If you need assistance, talk to your Human Resources Partner first
Act
Put into place a plan to reduce, offset, rebalance, or better manage the stress.
This is preferably done in consultation with staff.
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Please tell am I on the right track? am confused in this.thanks
The standard OHS risk management methodology of "find, assess and fix" can be applied to workplace stress. The five basic steps are:
Look
The first step is about paying attention to your staff, noticing any changes in their usual behaviour or relationships.
It may be also worthwhile reviewing leave use, both recreation and sick leave as well as over-time or time in lieu.
Listen
Listen to what staff are saying: are there more complaints or excuses than unusual?
Has the level of conflict or sensitivity increased? How much impact is the stress having?
Think
Think about what you have observed and how that relates to the factors that typically lead to workplace stress. Focus on the obvious causes but do not ignore the full range of possibilities.
Be honest with yourself: what is my contribution?
If you believe the stress is not work related, how is work aggravating the situation?
Discuss
If appropriate, discuss the issues with your staff individually and/or as a group.
If you need assistance, talk to your Human Resources Partner first
Act
Put into place a plan to reduce, offset, rebalance, or better manage the stress.
This is preferably done in consultation with staff.
-----------------------------------------
Please tell am I on the right track? am confused in this.thanks
,
thanks