Discovery activities can be a starting point or a diagnostic to inform a strategy refresh, assess compliance with legal requirements or map organisational activities against recognised frameworks. We work with organisations to identify their strengths and development areas and develop recommendations to improve health and wellbeing at work.
Audit and gap analysis
This helps organisations to identify where to start, or where to improve, their employee health and wellbeing provision. It will identify strengths and development areas in managing psychosocial risk and supporting employee wellbeing.
Evidence is taken from organisational data, policies, practices and processes as well as through interviews with stakeholders and staff. Organisations can be assessed against best practice and/or frameworks such as ISO45003 and HSE Management Standards for Work Stress, the Mental Health at Work Commitment, and local or sector-specific frameworks.
Recommendations can be followed by action planning workshops to facilitate a commitment to change and develop and the co-design of interventions to improve health and wellbeing.
Psychosocial risk assessment
A psychosocial risk assessment enables organisations to create a baseline statistics for mental health, to understand the groups most at risk, explore the linkages between job characteristics and wellbeing and identify those factors at work that have the most impact on wellbeing.
The assessments are developed following a process of familiarisation and are fully tailored to the organisation. This may include interviews, focus groups and/or surveys. Our surveys include demographics, questions about how the employee experiences work and the factors impacting upon mental health, and the outcomes of wellbeing.
Recommendations in the final report can be followed by action planning workshops with senior management, stakeholders and teams to ensure that commitment to action and championing of issues. Evaluation through regular monthly check-ins and an administration of a second survey will embed change.
We work with policy makers, professional bodies, universities and research institutions and organisations to conduct pioneering research across the field of health and wellbeing.
We combine traditional approaches to gathering data with novel techniques and data analytics and are recognised for our expertise in translating research findings into practical solutions including training tools and guidance to promote health and wellbeing in the workplace.
Why would I need a psychosocial audit and gap analysis as well as a risk assessment?
They are very different outputs. A psychosocial audit and gap analysis looks at all your organisational processes, policies, practices and data along with gaining employee views to identify what the strengths and development areas are in your health and wellbeing offering, either against best practice or a published framework. This will enable you to develop a roadmap for how to continue to develop your offering and organisational culture overall. The risk assessment focuses more on employee experience, and can provide rich qualitative insights and/or statistical evidence for which factors at work are having the most impact on wellbeing and which are high risk groups; enabling you to prioritise where to start with interventions and support offering. A survey will also provide you with baseline data from which to assess year on year if the measures you put in place are working and if you are consistently improving your offering.
Can we use our existing employee/culture survey for this stage?
Each survey is different and so we would want to look at your survey in detail to ascertain this. Although it is likely that the data from the survey will be useful to feed into our overall analysis for a workplace audit and gap analysis, and help us understand more about your organisation, it may not be the case that it will be fit for purpose for as a psychosocial health survey itself. This is because employee surveys often aim to measure a great many different things, meaning that only short and top line measures of each topic are included. We want to create a survey where we can set a baseline for mental ill-health, and ascertain those work factors that have the most impact on wellbeing outcomes; and many culture or engagement surveys just do not have the scope for this. Rather than starting from the beginning, it is however often possible to feed some additional questions into your existing survey to create the necessary data we need.
What do we do about survey fatigue?
Survey fatigue comes not so much from completing lots of surveys, but from feeling that the surveys are not listened to and not getting feedback. We will work with you to design solutions that are co-designed by employees to gain their buy-in, and in designing and delivering action plans so that employees are able to see how what they said translated into what you did.