Addressing Workplace Stress and Emotional Well-being

This document discusses strategies to address workplace stress and emotional well-being, including monitoring and support tools. It also explains how diversity is acknowledged and feedback is collected.

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a. Explain how issues of stress and emotional well-being will be addressed and
monitored.
In order to address the issues the following steps could be taken:
1. Surveying and taking help from organizations that work for workplace safety and
well-being. Their advice could give ideas and plans that would enable the
organization to change their policy regarding stress.
2. Creating a policy that not only includes the physical safety but also the emotional
aspect of the workers and enforce it effectively (WORKING SAFELY IN
COMMUNITY SERVICES 2006).
In order to monitor the stress and well-being in the workplace:
1. A forum would be created or a discussion platform, where the employees will be
able to discuss their problems. The responses would be checked regularly and if
any of the worker’s behavior is found to be concerning, counseling will be
provided.
2. Providing consultation and counseling twice a month in order to identify problems
in early stage along with keeping a tab on the employee performance records in
order to determine any stress pattern.
b. Explain how the chosen support strategies acknowledge diversity and
accept/respect differences?
The chosen support strategies have the provision to provide personalized care and
counseling to people that need it. Working with community service providers of
emotional well-being will enable the organization to understand the individual needs
and how the cultural aspect of a person influences their emotional well-being. The

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policies are made in such a way that no one will be able to understand if any
particular employee is especially stressful as all of them would be participating. This
all inclusive process along with strict non-disclosure policy of patient information will
acknowledge diversity.
c. Explain how two workplace tools could be used to monitor and assess the
effectiveness of the approaches used to support the workers. eg. key
performance indicators, job description, performance appraisal, agency goals,
code of ethics.
The two workplace tools that can effectively help the organization are:
1. Performance indicators: observing the pattern of performance and comparing
them with their previous performance will effectively provide the organization
with an insight about the employee involvement in their work. This is a clear
indicator if any issue is bothering them are if they are under stress
(Sahealth.sa.gov.au. 2017).
2. Code of ethics: the code of ethics and conduct is able to set a standard of practice
inside the organization. The employees become aware of the behavior that is
expected from them. They also start to notice if anyone is behaving differently
than their usual self.
d. Identify how feedback about the effectiveness of the approach can be collected.
Include at least one example of a formal and informal source of feedback.
Both formal and informal methods can be used to receive feedback about the
procedures. Formally, the organization can do an internal questionnaire survey
through the employee portals or emails which then can be analyzed to determine the
opinions of the employees in general. Informally, talking with employees during

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lunch breaks or outside the office, opening a discussion in the employee forum will
collect much more extensive and authentic feedback.
e. Explain two professional and personal performance indicators that can be used
to monitor the workplace stress and emotional wellbeing of colleagues in the
workplace. eg. complaints records from staff or clients, records of staff
absenteeism , staff attrition, complaints and grievance records of staff or clients,
health and safety reports, incident reports, staff reviews, WorkCover claims,
employment assistance programs.
The professional indicator that is applicable in this aspect is the record of staff
attrition. This record will show the employee turnover rate which is a clear indicator
of the stress level inside the organization. When stress is high, more employee
attrition is noticeable.
The personal indicator is individual absenteeism pattern. By looking at the leave
records or the pattern that the leaves have been taken, the authority will be able to
understand the stress level. Short leaves and sick leaves at sporadic intervals indicate
that the employee is stressed.

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References
Sahealth.sa.gov.au. (2017). [online] Available at:
https://www.sahealth.sa.gov.au/wps/wcm/connect/bc9506804282cbca89cacdc1a92b467d/
Workplace+strategies_wellbeing_2017.pdf?
MOD=AJPERES&CACHEID=ROOTWORKSPACE-
bc9506804282cbca89cacdc1a92b467d-mMFGpoO [Accessed 11 Sep. 2019].
WORKING SAFELY IN COMMUNITY SERVICES. (2006). 2nd ed. [ebook] Worksafe
Victoria. Available at: https://content.api.worksafe.vic.gov.au/sites/default/files/2018-06/
ISBN-Working-safely-in-community-services-2006-10.pdf [Accessed 11 Sep. 2019].