<![CDATA[Blog]]> http://localhost/blog/ EN Fri, 25 Jul 2025 15:16:00 +0200 Incomedia WebSite X5 Pro <![CDATA[What are the costs of work-related stress, anxiety, and depression to an organisation?]]> imblog

What are the costs of work-related stress, anxiety, and depression to an organisation?

Mental health research from Deloitte has revealed that the cost to employers of poor mental health has increased £55 billion compared to £45 billion in 2019. There was an increase of 25% in the cost of poor mental health to employers compared to 2019, based on a new Deloitte study. Presenteeism is the largest contributor, where people are at work and unwell and not able perform well which is costing employers around £24 billion annually.

Some of the costs are due to high levels of sickness absence where stress or a mental health disorder is identified, lost productivity which can be due to presenteeism. Long hours, unrealistic targets, lack of support for staff, also inadequate training for managers on how to identify and prevent stress within the workplace will and does lead to poor mental health. An example was when a member of staff had been absent with work-related stress for six months and had no communication from their manager or human resources. This led to the member of staff being absent for a longer period of time as there had been a complete lack of ‘duty of care’ and a breakdown in communication.

Another high cost can be due to conflict and bullying at work which can at times be insidious initially but can have a huge impact on individuals involved.

Litigation, legal or settlement costs can be high and add to this the cost of management time, human resources, health and safety and the impact on the health of all those involved.

Additional costs to replace staff such as bank, agency, overtime, and the cost of training staff to enable them to carry out the job efficiently.  

The cost of Employee Assistance Programmes should be considered and how it is being used or in some instances not being used often.  Other therapy costs can be counselling and/or physiotherapy.

Return on Investment

The report from Deloitte suggests employers can see a return of £4.70 on average for every £1 invested in staff wellbeing so it is essential to make staff mental health a priority. This can be by hybrid working or working from home but being more flexible to meet the needs of the business but also those of all staff. Higher return on investment can be achieved by early interventions, such as organisation-wide culture change and education and this could be some of our training by experts in their area of expertise. Therefore, by early interventions this leads to greater productivity and more motivated employees and being an excellent employer.  

Should you wish more details on an easy-to-use template to identify costs to your business of the costs of work-related stress, anxiety, and depress expression to an organisation, please get in touch via info@ysmsolutions.co.uk

YSM Solutions can help businesses of all sizes with the Stress Risk Assessment process

~ organisational

~ departmental

~ individual

YSM Solutions can help with training and consultancy at Tel. 0141 255 0563


Updated from previous post in 2022.

]]> Fri, 25 Jul 2025 13:16:00 GMT http://localhost/blog/?what-are-the-costs-of-work-related-stress,-anxiety,-and-depression-to-an-organisation- http://localhost/blog/rss/000000014 <![CDATA[ISO 45003 - Occupational Health and Safety Management - Psychological Health and Safety at Work: Managing Psychosocial Risks]]> imblog
ISO 45003 Occupational Health and Safety Management - Psychological Health and safety at Work: Managing Psychosocial Risks — Guidelines
 
ISO 45003 was published in June 2021. ISO 45003 is an international standard providing practical guidance on managing psychosocial risks and promoting well-being in the workplace. Every organisation has occupational health and safety responsibilities.     
  
ISO 45003 has been adapted from ISO 45001:2018 and can be used with or without ISO 45001 (but OH&SMS approach needed). ISO 45003 recognises that psychological health and safety is not always fully addressed within OH&S management. ISO 45003 is a new international standard providing practical guidance on managing psychosocial risks and promoting well-being in the workplace.

ISO 45003 provides the tools for companies to become a more sustainable and resilient organisation with a step-by-step approach.

Some of the areas ISO 45003 covers is:

How work is organised

This covers the following:
  • Roles and expectations
  • Job control or autonomy
  • Job demands
  • Organisational change management
  • Remote and isolated work
  • Workload and work pace
  • Working hours and schedule
  • Job security and precarious work
             
Social factors at work
This covers the following:
         
  • Interpersonal relationships
  • Leadership
  • Organisational/workgroup culture
  • Recognition and reward
  • Career development
  • Support
  • Supervision
  • Civility and   respect
  • Work/life balance
  • Violence at work
  • Harassment
  • Bullying and victimisation

Work environment, equipment and hazardous tasks
This covers the following:
  • Work environment, equipment and hazardous tasks

Find out how we can help with your Wellbeing Strategy - contact us



]]> Wed, 14 May 2025 15:56:00 GMT http://localhost/blog/?iso-45003---occupational-health-and-safety-management---psychological-health-and-safety-at-work--managing-psychosocial-risks http://localhost/blog/rss/00000001A <![CDATA[Tips to look after your physical, mental and emotional health]]> imblog
It is essential to look after your physical, mental and emotional health especially whether you are working from home and not seeing your colleagues regularly or hybrid working.

Some of the reasons to be more active are:

▪ Improves sleep quality
▪ Enhances energy levels
▪ Reduces the risks of developing type 2 diabetes
▪ Reduces the risk of developing coronary heart disease
▪ Helps to reduce high blood pressure
▪ Helps to promote bone density to protect against osteoporosis
▪ Reduces your overall risk of cancer
▪ It helps to maintain a healthy weight in combination with a balanced diet

Types of Activity -  you don’t have to pound away on the treadmill as there are many other types of activity. Try walking more, running, skipping,  dancing, swimming, playing tennis. Stand up and walk around your desk when on the phone or go and speak to someone rather than email.

It is beneficial to take regular exercise and it can be in short, sharp bursts such as running up stairs rather than walking. It is recommended that you take 30 minutes exercise per day so start today and keep a chart of your progress - even ask colleagues who are also working remotely to take part and compare results.

Take a break at work - try not to eat or take a break at your desk - if you get up and walk around and socialise with others, this will help to clear the mind and you will focus better on your return.

Aim to drink water regularly although research does say that you do not need to drink as much as 8 glasses of water each day. It is good to keep hydrated especially if you are in a warm atmosphere or if the weather is warm outside. It is good to have a glass or bottle sitting on your desk. When exercising, be sure to drink plenty of fluids.

Eat Well
Take time to eat your food and make sure you have at least one well balanced meal each day to keep your energy levels up. When eating look at it, taste it and chew it slowly and enjoy it. When you eat slowly, you do not get hungry so quickly as when you eat quickly.

Have your 5 a day - this can be fruit juice, fruit such as apple, banana or pear with a cereal. A salad or sandwich with sweetcorn, green vegetables, grated carrots, sunflowers seeds can be part of your lunch. Each meal of the day will make up your 5.

A smoothie is easy to make with a blender and just add a selection of fruit such as bananas, blueberries, strawberries and some juice. Homemade soup can be made up with different vegetables and this not only fills you up but is full of nutrients. Examples are courgette soup, carrot and coriander, lentil or leek and potato.

Updated 21/02/2025



More details on our Thriving at Work section.




]]> Fri, 21 Feb 2025 15:54:00 GMT http://localhost/blog/?tips-to-look-after-your-physical,-mental-and-emotional-health http://localhost/blog/rss/000000009 <![CDATA[Three tier approach to managing work related stress]]> imblog
This diagram shows at a glance how work-related stress can be managed effectively. The first step is primary and prevention, then secondary and being proactive and thirdly tertiary and being reactive.

Primary and preventive is the most effective but is often missed and is not always costly or having an impact on the organisation. Key is to tackle stress at source by carrying out a risk assessment. Health and safety law expects organisations who have 5 or more staff to carry out a stress risk assessment.

By carrying out the stress risk assessment, this will identify the hazards or stressors, assess the risks such as excessive workloads due to unrealistic targets, control the risks by eliminating or reducing them.

The last step of the risk management process is to review the effectiveness of the implemented control measures and to check that they are working as planned. If a control measure is not working well, it must be changed or replaced. This should all be discussed with staff as they often can have good suggestions for control measures.

Secondary and being proactive is very popular but less effective as it doesn’t identify the source of stress. Many organisations will provide resilient training, mindfulness, CBT, yoga sessions, wellbeing day.

Tertiary and being reactive is helping those who have been off sick return to work effectively. Using occupational health services is the most effective and ensuring that staff have support to return to work such as reasonable adjustments and a phased return. Ideally there should be good discussion between management, HR and occupational health.

Occupational health should be at the primary stage when an individual is under stress and impacting on their psychological and physical health.

Discover how to spot and tackle stress in the workplace with our stress risk assessment for organisations, teams and individuals. We'll break down the key steps, share practical tips, and help you create a healthier, happier work environment for everyone.

Please get in touch if you wish more details on the IIRSM approved Stress Risk Assessment training at here



Diagram - from Professor Gail Kinman
]]> Sat, 23 Nov 2024 17:22:00 GMT http://localhost/blog/?three-tier-approach-to-managing-work-related-stress http://localhost/blog/rss/000000018 <![CDATA["Let's Talk About Work Stress: What's Going on at Warwickshire County Council?"]]> imblog
More than 15,000 sick days were taken last year by Warwickshire County Council staff suffering stress and mental health problems, data shows.
 
 
The figures are from the authority's own investigation which show 15,001 days lost which is around 35% of all staff absences.

It is interesting that Warwickshire County Council carried out their own investigation. Have they identified psychosocial risks which arise from poor work design, organisation and management?

Employers have a legal responsibility to ensure that workplace risks are properly assessed and controlled. When employees are involved in the process this will ensure that there is much improved and effective identification and management the risks. Savings can be huge when this is carried out effectively and is part of a continuous improvement process.

I delivered a ISMA Scotland session on Proactive and Supportive Approach to Stress and Mental Health – Return to Work. Part of my research identified best absence management and return to work practices with good communication and support in place. A six-step process in line with ISO 45003 guidelines including occupational health services, competent managers with good communication skills and effective return to work process/programmes. Please get in touch if you would like more information on this.


#stress #mentalhealth #psychosocialrisks #stressmanagement #occupationalhealth #sicknessabsence #returntowork #iso45003
 
 
]]> Sat, 22 Jun 2024 16:50:00 GMT http://localhost/blog/?-let-s-talk-about-work-stress--what-s-going-on-at-warwickshire-county-council-- http://localhost/blog/rss/000000017 <![CDATA[Wellbeing Champion]]> imblog
In today's fast-paced and demanding work environment, employee wellbeing has become more important than ever. That's where the role of a Wellbeing Champion comes in. These dedicated individuals are the driving force behind creating a healthier and more supportive work environment. From organising wellness programmes to promoting work-life balance, Wellbeing Champions play a crucial role in enhancing employee satisfaction, productivity, and overall workplace happiness.

In this post, we'll consider the benefits of having Wellbeing Champions in your organisation and how their efforts can positively impact your team's wellbeing. So, let's explore the world of Wellbeing Champions and discover why they are essential for the success and growth of any organisation.
 
An Excellent Resource
Wellbeing Champions are an excellent resource for any organisation, quietly working behind the scenes to create a healthier and more supportive work environment. These dedicated individuals play an important role in positively impacting employee satisfaction, productivity, and overall workplace happiness. With their unwavering commitment to promoting physical, mental, and emotional wellbeing, Wellbeing Champions are part of helping to create a positive work culture. This should be in line with a Wellbeing Strategy.
 
From organising a calendar of wellness activities and encouraging healthy lifestyle choices to providing support and resources for stress management, these champions can go the extra mile to ensure that employees feel valued and supported. The benefits of having Wellbeing Champions are endless, from helping to reduce absenteeism and improving morale to increased productivity and employee engagement.
 
A vital role to create a positive work environment
Wellbeing Champions play a vital role in helping to create a positive work environment, and at YSM Solutions, we understand the importance of supporting these dedicated individuals in their role. Our comprehensive programme provides Wellbeing Champions with the tools and resources they need to succeed. From regular training sessions and workshops to ongoing guidance and support, we are committed to helping our champions make a real difference in the lives of employees. Discover how our partnership with Wellbeing Champions contributes to a healthier, happier, and more productive workplace.
 
How many Wellbeing Champions for an organisation?
Having several Wellbeing Champions in an organisation is important for its success and growth, however, it does depend on the organisation. In some instances, one Wellbeing Champion can be fine for some organisations, start with one, then decide if more is needed.
 
These dedicated individuals play a pivotal role in positively impacting employee satisfaction, productivity, and overall workplace happiness. With their efforts, they contribute to creating a healthier and more supportive work environment. Wellbeing champions are responsible for promoting physical and mental wellness initiatives, organising wellness programmes, and providing resources and support to employees.
 
By encouraging a culture of wellbeing, these champions help foster a positive work-life balance, reduce stress levels, and enhance employee engagement. Their presence ensures that the organisation prioritises the wellbeing of its employees, along with Wellbeing leaders to increased productivity, improved morale, and a more harmonious workplace.

More information on Wellbeing Champions here

]]> Fri, 08 Dec 2023 17:38:00 GMT http://localhost/blog/?wellbeing-champion http://localhost/blog/rss/000000016 <![CDATA[Should a Stress Risk Assessment be carried out?]]> imblog
Work-related stress is a challenge to the health and safety of employees and to the health of their organisations. Employers should have a Stress Policy or a policy which includes work-related stress. There should be organisational level strategies to prevent and manage stress?

By applying a risk management approach, stress can be managed effectively. A risk management approach assesses the potential risks in the working environment when existing hazards could cause harm to employees. A hazard is an event or situation that potentially could cause harm.  
The risk assessment process does not happen once but is a continuing process which needs to be reviewed, either at specific time periods or when a significant change in the workplace takes place.

A risk assessment is the first step to successful risk management. A risk assessment will identify preventive measures which need to be taken in order of priority, and employees should be part of the process. Employees will have a different perspective and bring knowledge of what works and what does not work within their workplace.

Whether you have a small team or a larger team, and you would like to find out how they are getting on as far as stress, their mental health and potentially burnout then it would be very useful to ask each of them either to complete a short questionnaire or ask them questions around the six Management Standards or psychosocial hazards.

Some examples of the questions you could ask individually either face-to-face, video or phone call could be:

  • Demands – do you feel you have too much or too little to do? Is your home workspace suitable to work in?

  • Control – are you able to work the hours you usually do, or would you prefer more flexible hours to meet your current                                                         responsibilities?

  • Support – are you getting enough support from your manager and work colleagues?

  • Change – how are you coping with working from home or hybrid working?

  • Relationships – do you speak often enough with work colleagues and your manager/team leader?

  • Role – do you have a clear work plan since working from home?

Once you have collated the results, you could complete a Stress Risk Assessment with an action plan if you have five or more employees. It is the law to carry out a risk assessment under the Health and Safety at Work etc Act 1974: “To take measures to control that risk”. This will ensure that you have a clear plan with timescales going forward. It is essential that you plan and prepare for the future as there could be major challenges to deal with due to many issues at work including higher levels of sickness absence and presenteeism, stress, and burnout.

Please get in touch here if you would like more information around support to carry out a Stress Risk Assessment and if you would like to have an informal chat on the phone.


Updated from 15/02/2021
]]> Wed, 30 Aug 2023 13:59:00 GMT http://localhost/blog/?should-i-carry-out-a-stress-risk-assessment http://localhost/blog/rss/000000008 <![CDATA[Strategic approach to Mental Wellbeing at Work]]> imblog
The latest statistics within the workplace remains high at 914,000 cases of work-related stress, depression, or anxiety in 2021/22 in Great Britain.

Work should be good for everyone, and they should feel safe and healthy within the workplace. However, there are many people who have significant stress in the workplace which threatens their overall health both physically and psychologically.
 
A report from Nice (National Institute for Health and Care) showed better mental wellbeing and job satisfaction are associated with increased workplace performance and productivity. However, the government review Thriving at Work estimates that 15% of UK workers have an existing mental health condition.
 
The costs
The costs for poor mental wellbeing to employers in the UK is estimated at £56 billion annually through presenteeism, sickness absence and staff turnover. (Deloitte [2020] Mental health and employers: refreshing the case for investment). For each employer it is estimated they would lose between £1,652 and £1,716 per employee and this is a potential loss of between £165,200 and £171,600 for 100 staff per year.
 
‍Organisation wide approach
There should be an organisation wide approach to mental wellbeing, and this is by carrying out a stress/wellbeing audit/survey for all employees. This will identify any problems and how satisfied employees are which gives a baseline to develop solutions to improving mental wellbeing within the workplace.
 
Each role within an organisation should have a Stress risk assessment to meet legal requirements. Organisations can then identify risks to employees' mental wellbeing and will enable them to take action to reduce stressors in a proactive way.

‍Investing in Mental Health makes financial sense
The results of Deloitte's updated ROI analysis show a financial case in favour of employers investing in mental health. They found that on average employers obtain a return of £5 for every £1 (5:2:1) invested, up from £4 for every £1 spent (4.0:1) in their previous report. However there is a wide spread of returns from 0.4:1 all the way up to 11:1. Interventions that achieve higher returns tend to focus on prevention.
 

Effective Interventions

Primary
Research has found that a primary or preventive intervention was the most effective but is less common and is not always as expensive or disruptive. This is about tackling stress at source and by carrying out a stress risk assessment - assess the risk, identify stressors, implement, and evaluate interventions and include all staff in the best way forward for interventions.

Managers should be trained and supported to identify stress early in their staff and this will lead to a more productive and healthier workforce. This will also help in recognising presenteeism which can cost at least twice as much as absenteeism.

Secondary
Secondary is reactive and this is by helping individuals cope better which is the most common method within organisations but is less effective according to research by Professor Gail Kinman. This includes mindfulness, yoga, using technology for training and support.

Training of leaders, managers and employees on stress management is a priority and being able to identify and manage stress effectively. The development of managers dealing with work-related stress, along with their knowledge and understanding of it. They require skills to deal with the issue as effectively as possible. The role of both top management and line managers is important.

Tertiary
Being reactive or tertiary is helping an individual return to work following being off with mental ill health. There should be reasonable adjustments in place and the support of occupational health services along with rehabilitation in some instances to support them on their return to work.

For more information on how to have a strategic approach to improve productivity and make cost savings, get in touch for a free consultation.



]]> Thu, 25 May 2023 14:35:00 GMT http://localhost/blog/?strategic-approach-to-mental-wellbeing-at-work http://localhost/blog/rss/000000006 <![CDATA[Creating a Thriving Workplace]]> imblog
We work with organisations to create a thriving workplace. In a thriving workplace, leaders and employees will have good mental, physical and emotional health. A psychologically healthy and safe workplace is one that promotes employees’ psychological wellbeing and proactively aims to prevent harm to employee mental health. We will support you to address risk factors and create a psychologically healthy and safe workplace.
 

Prevent harm from psychosocial hazards - Psychosocial hazards are increasingly recognised as major challenges to health, safety and well-being at work. Psychosocial hazards relates to how work is organised, social factors at work and aspects of the work environment, equipment and hazardous tasks. Psychosocial hazards can be present in all organisations and sectors, and from all sorts of work tasks, equipment and employment arrangements.

 
Psychosocial hazards can occur in combination with one another and can influence and be influenced by other hazards. Psychosocial risk relates to the potential of these types of hazards to cause several types of outcomes on individual health, safety and well-being and on organisational performance and sustainability. It is important that psychosocial risks are managed in a manner consistent with other OH&S (Occupational Health and Safety) risks, through an OH&S management system, and integrated into the organisation’s broader business processes.
 

Protect physical and psychological health
Having a work environment where employees' psychological safety is ensured with a preventive approach to stress and psychosocial risks at work leading to a thriving workforce. In a thriving organisation, the mental health of all employees is supported and protected and this can also impact on physical health. Organisations have a legal obligation to protect employees from risks to mental and physical harm, as far as is reasonably practicable. Regulatory bodies such as HSE recommend good work design which reduces excessive demands experienced by employees. This is a clear way for employers to protect worker mental health.
 

Promote wellbeing at work
A thriving organisation protects employees from psychological harm and provides an environment which embraces the development of positive mental health and fulfilment. In a thriving workplace, all can experience positive and effective wellbeing - physical, mental, social and cognitive needs and expectations of a worker related to their work. Promoting wellbeing at work relates to all aspects of working life, and this includes work organisation, social factors at work, work environment, equipment and hazardous tasks.

More information here
]]> Thu, 06 Apr 2023 14:35:00 GMT http://localhost/blog/?creating-a-thriving-workplace http://localhost/blog/rss/000000015 <![CDATA[Queen Elizabeth II ]]> imblog
I was deeply saddened to hear about the death of Her Majesty Queen Elizabeth II. She was a constant in so many lives around the world and was not only a leader but showed dignity and humility throughout her long life of duty and service.

There were 15 prime ministers from Winston Churchill to Liz Truss during Queen Elizabeth II's reign of 70 years, and she had audiences with the prime minister on a weekly basis.

She was crowned in 1953 in Westminster Abbey and broadcast a speech to the Commonwealth. "Throughout all my life and with all my heart I shall strive to be worthy of your trust," she said.

Our thoughts and prayers are with King Charles III, the Royal Family and all those near and dear.
]]> Fri, 09 Sep 2022 09:52:00 GMT http://localhost/blog/?queen-elizabeth-ii- http://localhost/blog/rss/000000012 <![CDATA[Preventing Work-related Stress and Protecting Mental Health is a Priority for your business]]> imblog

Work is good for us but when it starts to impact on our mental health, this is when a preventative approach is essential for all businesses.

Work has changed for all of us since the start of the pandemic and we have had to change the way we worked and where we worked. This has resulted in us having little or no control in our lives which can have a huge impact on our mental health. As life is slowly returning to more 'normal' we have slightly more control around whether we are going to be working from home all the time or hybrid. However, it does depend what job you are in as some jobs particularly in the health sector or in warehouses or factories, there is no choice.

The demands of jobs have been high and job roles have changed significantly with little or no support from managers as they are having difficulty coping how to manage. Many are not taking breaks including lunch and this leads to high stress levels and can then lead to burnout.

When work-related stress is a problem within a workplace, it is the law that a risk assessment is carried out to identify what is the main cause(s) of stress, and to take effective steps how to reduce and in time prevent stress at work.

The statistics for stress, depression and anxiety continue to rise year on year.

  • 822,000 workers reported experiencing work-related stress, depression or anxiety in 2020/21
  • 2 in 5 employees reported that their mental health had worsened during the pandemic
  • Cost of poor mental health to UK employers is around £53-56 billion between 2020-21 from a recent Deloitte report
  • 17.9 million working days lost due to work-related stress, depression or anxiety

A Primary approach to tackling work-related stress is the most effective, but far less common. It is about tackling stress at source and this is by assessing the risk, identify stressors, implement and evaluate interventions and involve staff in the best way forward for interventions. It also includes training and supporting managers how to identify stress early and to support the wellbeing of staff. Managers should be able to recognise and address ‘hidden’ risks such as presenteeism and signs an employee is struggling with their mental health.

The stress support package is suitable for small and medium sized businesses to ensure they comply with the law to assess the risk of work-related stress. It will guide you through each step of speaking with an employee to carrying out a stress risk assessment. It is an evidence based package and is being used by many companies throughout the UK.

YSM Solutions 3 step approach is to:
  1. Prevent work-related injury and ill health to employees
  2. Protect from harm
  3. Promote wellbeing at work

To find out more or for a free consultation, please get in touch here

]]> Fri, 13 May 2022 16:54:00 GMT http://localhost/blog/?preventing-work-related-stress-and-protecting-mental-health-is-a-priority-for-your-business http://localhost/blog/rss/000000005 <![CDATA[What Is Psychological Safety in the workplace?]]> imblog
It is a “a workplace that promotes workers’ psychological well-being and actively works to prevent harm to worker psychological health, including in negligent, reckless or intentional ways” from the Canadian CSA Standard Z1003-13 (R2018) "Psychological health and safety in the workplace - Prevention, promotion, and guidance to staged implementation"

Professor Amy Edmondson from Harvard University defines it as “Psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes “

With ISO 45003 Occupational health and safety management — Psychological health and safety at work : managing psychosocial risks — Guidelines being launched in June 2021, there are organisations being more proactive in their approach in aiming to identify the root cause of psychosocial risks. The impact of not managing psychosocial risks for an organisation are increased costs due to high levels of absence and presenteeism, high turnover, workplace investigations, litigation which can have an impact on the reputation of an organisation.

An organisation is responsible for the occupational health and safety of all its employees and others who could be affected by its activities. It is essential for an organisation to eliminate hazards and minimise occupational health and safety risks by effective preventative and effective measures and this includes psychosocial risks.

Psychosocial hazards are about how work is organised, social factors at work and the work environment, equipment and hazardous tasks. Psychosocial hazards are in all organisations and sectors, and examples are some work tasks, equipment and employment arrangements. Social factors include interpersonal relationships, leadership and organisational/workgroup culture.
 
Psychosocial risks affect psychological health and safety. It also has an impact on health, safety, and well-being at work in a broad way. Psychosocial risks are associated with economic costs to organisations and to society, so it is therefore essential that it is managed effectively throughout the organisation from the top.
 
Effective management of psychosocial risk has benefits such as improved employee engagement, increase in productivity and innovation as well as organisational sustainability.

To take a proactive, preventative approach to psychosocial risks, our international approved training is available – IIRSM approved Stress Risk Assessment.

]]> Wed, 25 Aug 2021 14:04:00 GMT http://localhost/blog/?what-is-psychological-safety-in-the-workplace- http://localhost/blog/rss/000000007 <![CDATA[Effectively Managing sick leave and return to work]]> imblog


We were recently asked for an appointment with our Occupational Health Adviser by a local company. The individual had been off sick for one month and had now returned to work but was struggling as she had long-term health conditions which her employer was aware of but did not know how to manage the return to work process.
 
We were able to advise management and the individual around the return to work process, reasonable adjustments and to carry out a risk assessment.

There are several laws which employers should be aware of when managing sickness absence and the return to work process. These include the Equality Act, the Employment Rights Act and the Health and Safety at Work etc Act.

Employers should have up-to-date policies and procedures on managing sickness absence and employees and representatives should be aware of these.

As an employer/manager it is important that there is a proactive approach to managing sickness absence.
     
    • Managers should be trained how to manage sickness absence and an effective return to work plan
     
    • Always keep in touch with employees who are off sick by whatever means is the most appropriate (failure to do this can lead to a total breakdown in communication)
     
    • Record and monitor sickness absence and identify reasons for absence and trends
     
    • Manage risk effectively
     
    • Ask for professional advice on reasonable workplace adjustments and fitness to work to help workers have a smooth and effective return to work. Adjustments could be reduced days, reduced hours, flexible working and this is in accordance with policies
 
 
YSM Solutions provide an absence management service and referrals can be as a one-off or as a contract/retainer. https://www.ysmsolutions.co.uk/absence-management-sickness-absence.html

]]> Wed, 22 Jan 2020 17:16:00 GMT http://localhost/blog/?effectively-managing-sick-leave-and-return-to-work http://localhost/blog/rss/00000000A <![CDATA[Have you a clear and clean desk policy?]]> imblog
We all spend a lot of time at our desks from first thing in the morning right through to the end of the working day. Some even have their breaks and lunch at the desk with food getting in between the computer keys and it is not easy to get cleaned after that. Germs actually multiply at an incredible rate on our desks and some desks have more bacteria than the toilet seat in offices.

We cannot get infections (or extremely rare) from a toilet seat but we can from our desk which does seem unbelievable. Toilets and wash hand basins get cleaned at least once a day and maybe more often.

The telephone can harbour a lot of bacteria especially if you are eating and drinking whilst speaking on the phone. It is good to have a packet of disinfectant wipes and give a clean to your handset and the base of the phone, the whole desk, your computer and if you use a mouse that also. Aim to clean on a regular basis (unless you are in the fortunate position of someone cleaning it for you).

Other areas which harbour bacteria are photocopiers, printers, door handles and push buttons. Make sure that these are cleaned on a regular basis and this can be part of a health and wellbeing initiative within your workplace.

Start the week or end the week with a clean and clear desk and you will feel so much better - all ready for the week ahead. You will also be able to find papers etc especially as they have a specific place. It is good to get into a routine of being tidy - not easy so I will need to go off and tidy my desk.

This in turn will lead to you being healthier and those around having a cleaner and healthier environment.   


]]> Fri, 04 Oct 2019 15:37:00 GMT http://localhost/blog/?have-you-a-clear-and-clean-desk-policy- http://localhost/blog/rss/00000000B <![CDATA[Relax every day even for a short time]]> imblog
It always helps if we can relax for a short time each day. Try it and see. How about closing your eyes, and then take three long, slow breaths, and spend a few seconds picturing a relaxing scene, such as walking in a meadow or a park, walking in the hills, kneeling by a stream, or lying on the beach listening to the sea lapping against the shore. Then focus on the sights, the sounds, the smells, the touch and concentrate on your breathing for a short time. Take yourself to the special place and forget all your worries as you breathe them all away.

Another way to relax is when you are in the shower try and concentrate on the shower - listen to the sound of the water and then how it feels on your skin, focus on the smell of the soap/gel. Try not to think of anything but the sound of the water, how it feels, and the pleasant smells and how the water looks on your skin and on the glass or curtain. This helps you to forget your worries even for a short time. If you do this each day and enjoy all the moments in the shower rather than doing it as almost an automatic task. You will then feel more refreshed and relaxed ready for a chilled out day.
]]> Tue, 30 Jul 2019 15:38:00 GMT http://localhost/blog/?relax-every-day-even-for-a-short-time http://localhost/blog/rss/00000000C <![CDATA[What is the impact of change on our resilience and mental health in the workplace?]]> imblog

What is the impact of change on our resilience and mental health in the workplace?

A lot of change is happening within the workplace today with many people on short-term contracts, self-employed and working in an environment which is growing or downsizing or closing down.

I was at a local store today which is in the process of closing and there was only one other customer in it plus myself. There were at least six members of staff who appeared to be upbeat. I spoke to one of the staff (John) and asked when the store was closing down. Instead of being downbeat about it he said they were still hoping there was a buyer who would be interested in buying it. However, he was also resilient about the fact that there may be no one who would buy it and that was “life nowadays”. I had to agree just from my experience going to various companies and organisations. He was a breath of fresh air as so often I find staff in shops are miserable and often ignore customers as they are too busy with their own conversations. I did say that I would be back in a few days to buy some items which were needed for my new office.
 
The main impact within the workplace can be too little to do or an excessive about of work, lack of communication and this was impacting on John (not his real name) as he did not know what was happening. He was waiting to be made redundant but had the positive approach knowing that he had many transferrable skills, and this was part of working life having to move on to something else and possibly better.

There was no management support but there was obviously good teamwork among John and his colleagues. It was a joy to be in a store and no staff talking over me or bumping into me.

Although this team did not have management support, they were supporting each other and waiting for the inevitable which would be coming sooner rather than later. Management possibly couldn’t support them as they were not aware of what was happening only that they were hoping a buyer could be found even at the last minute.

Individuals can be resilient, and it is best to be positive and look at the experience as a positive one as skills can be transferred and improved on.

I will see John in a couple of days and will continue to be amazed at the teamwork and the positive attitude.

Building Resilience and Developing Personal Resilience are two courses which are run on a regular basis onsite as well as open courses. Please get in touch if you would like to find out more. www.ysmsolutions.co.uk

]]> Tue, 07 May 2019 13:42:00 GMT http://localhost/blog/?what-is-the-impact-of-change-on-our-resilience-and-mental-health-in-the-workplace- http://localhost/blog/rss/00000000D <![CDATA[Stress affects everyone from the top down - how to prevent and manage it ]]> imblog
Stress affects everyone, and it is a normal part of life, but it can cause problems. Managers often do not want to tackle stress as it may show that they are unable to manage a situation so can leave it and hope that it will not get worse. Managers can feel very isolated and not sure where to turn for help and support – is it a Human Resources issue or a Health and Safety issue?

What is Stress?
 
‘Stress is the adverse reaction people have to excessive pressures or other types of demands placed upon them’ - HSE
 
A manager may be new to their post following some redundancies or someone has left and not been replaced. This can be extremely stressful for the manager and then on top of their own job they need to manage staff. The staff may also be under stress and demonstrating signs. So often this can lead to unmanageable situations through no fault of the manager but due to extenuating circumstances.

The only way managing stress is effective is when there is complete buy-in from the top management otherwise it will not work in any organisation. This can be one of the reasons why stress is now a BIG PROBLEM within the workplace. A business case should be put forward identifying the cost of the current stress such as absenteeism, presenteeism, staff performance, productivity and potential litigation. The ROI is tackling the problem and improving the ongoing wellbeing of the workforce. This will improve productivity and essentially a happier and more effective workforce leading to improved profits and performance.
 
Managers can do a lot to help reduce stress and this can be by making sure that they are not causing stress to their staff or is a member of staff maybe bullying or intimating a colleague (this can be very insidious so look for some signs) also work closely as a team and discuss any issues. If a member of staff says that they are over worked or under pressure, take effective action and monitor the situation making sure that it is documented appropriately. Taking no action is not an option.
 
Currently, research shows that there are about 1 in 3 people under stress at work and this is due to factors such as fear of redundancy, lack of support, no job description, mergers, downsizing and job pressures.

A good starting point can be a stress and/or wellbeing survey to find out where there are any problems or issues and to identify what they are. Focus groups may then be useful to tease out any other underlying issues.
 
Once this has been carried out, ideally it is best to ‘buy-in’ an expert to carry out the survey, and to provide the organisation with the results and an action plan.

The Health and Safety Executive (HSE) has identified six risk factors for work-related stress. It is useful to consider what your organisation is currently doing to address these issues and if there are any issues or problems identified. This can be seen as a structured method and the six factors can be included in the survey.

The six stress risk factors are:-
 
1.     Demands – this can be too much or too little workload, work patterns and how flexible they are, taking breaks, and the work environment.
 
2.     Control - how much say the person has in the way they do their work and if they have an opportunity to suggest other ways to do their work.
 
3.     Support – this includes encouragement, sponsorship and resources provided by the organisation, line management and colleagues. This can be lack of support and this is where working closely at a team is essential.
 
4.     Relationships - promoting positive working to avoid conflict and dealing with unacceptable behaviour quickly and efficiently.
 
5.     Role - whether people understand their role within the organisation and whether the organisation ensures that the person does not have conflicting roles. Is the job description up-to-date and relevant to the current role? The manager may be clear about what they expect but the post holder may not.
 
6.     Change - how organisational change (large or small) is managed and communicated throughout the organisation and how effective it is to all levels within the organisation.

Details of the Management Standards can be found at HSE website and can be part of the stress risk assessment process. www.hse.gov.uk/stress/standards

More information on our IIRSM (International Institute of Risk and Safety Management) approved courses including Stress Risk Assessment at http://www.ysmsolutions.co.uk
 
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