Human Resources Division

Preventing Work-Related Stress

Managing Work-related Stress

Demand

  • Staff are provided with adequate and achievable demands in relation to the agreed hours of work
  • Staff skills and abilities are matched to the job demands;
  • Jobs are designed to be within the capabilities of staff
  • Staff concerns about their work environment are addressed.

Control

  • Where possible, staff have control over their pace of work
  • Staff are encouraged to use their skills and initiative to do their work
  • Where possible, staff are encouraged to develop new skills to help them undertake new and challenging pieces of work
  • Staff are encouraged to develop their skills;
  • Staff have a say over when breaks can be taken
  • Staff are consulted over their work patterns

Support

  • Managers are encouraged to support their staff and foster a co-operative and supportive environment
  • Staff are enabled and encouraged to support their colleagues
  • Staff know what support is available and how and when to access it
  • Staff know how to access the required resources to do their job
  • Staff members receive regular and constructive feedback
  • Managers are able to recognise the early signs of excessive stress and take action to provide appropriate interventions
  • Staff are supported while recovering from stress-related illnesses and their return to work after any period of sick leave is managed so that excessive stress does not recur

Relationships

  • Staff and managers promote positive behaviours at work to avoid conflict and ensure fairness
  • Staff share information relevant to their work;
  • The University has agreed policies and procedures to prevent or resolve unacceptable behaviour
  • Managers are encouraged and enabled to deal with unacceptable behaviour
  • Systems are in place to enable and encourage staff to report unacceptable behaviour
  • Staff feel comfortable to report excessive workloads, interpersonal pressures, workplace conflict and symptoms of stress without fear of discrimination

Role

  • Managers ensure that, as far as possible, the different requirements placed upon staff are clear, consistent and compatible
  • Managers provide information to enable staff to understand their role and responsibilities;
  • Staff are encouraged and expected to raise concerns about any uncertainties or conflicts they have in their role and responsibilities.

Change

  • Managers provide staff with timely information to enable them to understand the reasons for proposed changes;
  • Managers ensure adequate staff consultation on changes and provide opportunities for staff to influence proposals;
  • Staff are aware of the probable impact of any changes to their jobs. Where possible, staff are given training to support any changes in their jobs;
  • Staff are aware of timetables for changes;
  • Staff have access to relevant support during changes.

Deakin University acknowledges the traditional land owners of present campus sites.

30th October 2012