What StressFactor™ can do for you
Latest figures (2016) indicate that the absenteeism related to stress equates on average to 23.6 days per year per employee, or 10.6%. Given that the UK is already well down the list of nations for employee output this potentially avoidable loss has significant impact on employees, organisations and national wellbeing.
A further finding is that presenteeism – that is, attendance at work by less than fully fit employees – is 1.5 times absenteeism. Taken together this represents over a quarter of the production capacity. That capacity is either lost altogether or partly mitigated by the additional efforts of and pressure on other employees which may well then contribute further to future losses.
- Identify Hotspots in organisation with propensity for excess pressure
- Assess Psychosocial Risk in Organisation
- Address Legal requirements for undertaking Stress Risk Assessment
- Provide employees with an individual personality profile (based on DiSC)
- Protect and/or enhance Productivity
- Generate Employee Engagement
- Provide key data to inform strategic planning and continual improvement
Our service consists of the following elements:
Prior to the actual deployment of the survey OCAID will engage at director level and ensure that there is a clear understanding of the organisational aims, any existing business strategies and existing data in respect of staff absence, turnover, engagement etc. The workshop will introduce or reinforce the issues that StressFactor™ can be expected to address.
Provision of a secure and tested cloud-based software service platform for users to assess their environment. Users are set up with their log-in and credentials and once an agreed threshold for user registrations has been reached the users are invited to start the survey, which consists of two parts, a psychometric element based on DISC and a stressors element based on a set of questions related to potential stressors in the form of a Likert scale. From this the data is analysed to provide two reports.
Reporting on aggregate data, including a ‘Heat Map’ of the organisational and related stressors. The first report is an individual psychometric profile and associated report per user. Each report is confidential to the user. The second report combines the data at an organisational level to provide an overall organisational heat map showing potential areas where an appropriate intervention or control measure may be considered to reduce risk.