No MANAGEMENT HAZARDS Recommended Additional Control In Place STANDARD STRESSORS Control Measures Measures Needed Yes No (Transfer to Action Plan) Clashes of Review of strengths and weaknesses prior to creation of personality / new work teams. working styles Where conflict - manager leads process to reduce conflict Teams and keep work on track. organised Procedures where conflicts not resolved amicably where conflicts Identify problems and solutions at team meetings in relationships Poor Face-to-face communications and briefings communication Team meetings used as team building exercise Poor employee Team building exercises and Inclusive social activities dynamics Praise, interest, constructive feedback Lack of emotional reward Clients and Employer promotes policies on "difficult behaviour" colleagues Unacceptable behaviour taken seriously - see other unaware of relevant policies penalties for Employees aware of disciplinary procedures in the case of unacceptable unacceptable behaviour behaviour ROLE Working in Adequate supervision isolation / Social / peer support alone Skills / abilities Good induction program do not match Training and support to overcome difficulties needs of job Conflicting job Clearly defined roles demands Personal work plans Job description matches work being carried out Regular discussion with line manager
No MANAGEMENT STANDARD HAZARDS STRESSORS Recommended Control Measures In Place Additional Control Measures Needed (Transfer to Action Plan) Yes No Clashes of personality / working styles Teams organised where conflicts in relationships Review of strengths and weaknesses prior to creation of new work teams. Where conflict - manager leads process to reduce conflict and keep work on track. Procedures where conflicts not resolved amicably Identify problems and solutions at team meetings Poor communication Poor employee dynamics Lack of emotional reward Face-to-face communications and briefings Team meetings used as team building exercise Team building exercises and Inclusive social activities Praise, interest, constructive feedback Clients and colleagues unaware of penalties for unacceptable behaviour Employer promotes policies on "difficult behaviour" Unacceptable behaviour taken seriously - see other relevant policies Employees aware of disciplinary procedures in the case of unacceptable behaviour ROLE Working in isolation / alone Adequate supervision Social / peer support Skills / abilities do not match needs of job Good induction program Training and support to overcome difficulties Conflicting job demands Clearly defined roles Personal work plans Job description matches work being carried out Regular discussion with line manager
SRET-Staff-Wellbeing-Policy-Final-Oct-17.docx