Focus
- 13.1: Assessments
- 13.2: Staff engagement and retention
- 13.3: Health and wellbeing
- 13.4: Nutrition
- 13.5: Stress management and prevention
- 13.6: Resilience training and assessment
- 13.14: Creating a positive work culture
Challenges
- 20.1: Performance management
- 20.2: Negativity, conflict and stress
- 20.3: Sickness absence in the workplace
- 20.4: Staff turnover
- 20.5: Workplace bullying
- 20.6: Mergers and acquisitions
- 20.7: Recruitment and retention
- 20.8: Downsizing and redundancy
Solutions
- 21.4: Expert advice
- 21.5: Cultural change management
- 21.6: Leadership and manager behaviour
- 21.7: Team building
- 21.8: Training and development
- 21.9: Coaching and mentoring
- 21.10: Assessments and surveys
- 21.11: Therapy and motivation
- 21.12: Research and analysis
- 21.13: Executives retreat
- 21.14: Conflict resolution service
- 21.15: The Stress Advisory Service
- 21.16: Code for health and wellbeing
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Case Study
Stress assessment with internationally renowned retailer – UK
The Situation
A Sales Manager discovered an unrestricted Senior Manager’s ‘work in progress’ report on his company’s server proposing future arrangements for his department which didn’t include him. The Sales Manager had not been given prior warning and immediately took sick leave citing workplace related stress as a result of reading his senior manager’s report. HR referred the case and the Sales Manager to OrganisationHealth for stress assessment and remedial attention to enable him to return to work. The circumstances were to be investigated and appropriate action proposed.
The Action
A detailed stress assessment was undertaken showing that the event itself didn’t register stress but the consequential events did cause levels of stress on two dimensions.
The Outcome
It was concluded that the circumstances of the event could be viewed as foreseeable in causing stress and that severance on agreed terms would be the best option, as the psychological contract between the Sales Manager and his employer had been destroyed without any realistic expectation that it would be restored. The Sales Manager was provided with career development support; the Senior Manager was recommended for coaching in management practices, and all senior managers were recommended to attend a stress awareness programme, all of which was provided by OrganisationHealth. An industrial tribunal was avoided, along with adverse publicity and all parties were able to move on.