1 Stress in the Workplace Phil Atkinson Occupational Health Consultant Sue Grimshaw Stress Project Lead

2 Current situation in The Trust 5.01% of workforce reporting sick or absent 40% of staff seen in Occupational Health reporting mental health problems cite work as the reason

3 Divisional statistics Surgery 06/07 = 4.73% 07/08 = 4.79% Corporate 06/07 = 5.54% 07/08 = 4.97% Cardiac 06/07 = 4.54% 07/08 = 5.08% Clinical Support 06/07 = 4.14% 07/08 = 4.48% Women's & Children 06/07 = 6.20 % 07/08 = 4.98% Medicine 06/07 = 6.63% 07/08 = 5.80% Overall 06/07 = 5.31% 07/08 = 5.01 %

4 Broader Effects

5 Impact on individual, colleagues and organisation Individual Unhappy, de-motivated, disengaged, absence Colleagues Frustrated, antipathy to Trust Increased workload pressure for absent colleagues Disengagement Organisation Increased grievances and management problems High absence rates Inconsistent patient care Negative public image

6 Leading to Reduced efficiency & performance Reputation hinders recruitment and movement of staff Organisation left with a workforce lacking in skills & competency Impact on service delivery

7 Causes of Stress Within Your Division – Write four causes of work specific stress Write your division at the top of each Post-it note

8 Solutions to Managing Stress Within Your Division – How could these causes be avoided? Write your division at the top of each Post-it note

9 The Role of the Trust List four ways you think the Trust can realistically help reduce work specific stress Write your division at the top of each Post-it note

10 Our Target Reduction of Trust Sickness/Absence Rate - To 4.3% overall Reduction of reported cases of Stress as measured by Occupational Health by 30% Compliance with HSE Stress Management Standards

11 Key Objectives for the Project Review of Sickness & Absence Monitoring Policy Review of Current services within Occupational Health Contribute to Trust Communication Strategy Identification of Key causes for those experiencing stress Training Needs Analysis to identify Manager’s development requirements

12 Key Subjects for Focus Groups Bully Buddy’s / Issue of Bullying Exit interviews – how best to conduct Effective management of Sickness & Absence Learning & Development needs Workload issues Communication & Information sharing Role of Snr Mgt in managing Stress Poorly performing staff and the implications Working hours eg Flexible, Internal Rotation, Long days

13 The Trust’s role Acknowledge the issue of stress in relation to sickness or absence Address suggestions or issues that arise Work collaboratively with Stress Mgt group and HSE representatives Release staff from areas to take part in focus groups. Snr Management to be a focus group Act on the recommendations

14 Why do this project? Staff should feel: Valued Supported Involved Happy at work A sense of worth And should have: Positive working relationships Career development A pride in where they work

15 Organisation needs to plan for: Providing support in the workplace Communicating & involving staff Work – life balance A ‘well-being’ approach Lead, Manage & Measure

16 Great place to work = Great place for care