How to communicate the results of the survey

Once you have conducted the HSE work-related stress survey and processed the results using the analysis tool, it is important to communicate the findings to the board, the workforce and their representatives accurately. The survey is only the start of the risk assessment process and a broad indicator of the situation in an organisation. It is intended to provide a starting point to work from in tackling stress within an organistion, rather than giving a clear diagnosis of stress levels.
Throughout the process, outcomes should be examined alongside other data sources and in regular consultation with staff and their representatives. The following guidance will help to illustrate why this should occur and how to explain these outcomes to employees and their representatives effectively.

• Organisations should not use survey results in isolation. Considering the results alongside information from other sources such as sickness absence data, return to work or exit interviews and staff appraisals should present a more informed picture.
• Managers, staff representatives, trade unions and employees should be consulted and informed throughout the survey process so that the figures do not come as a shock, particularly if there is a wide variation between departments.
• As the survey is a broad indicator tool, the traffic light coding system is necessary even if the results can appear extreme. The system is designed to place survey results within colour-coded groups. These groups allow the user to set realistic targets as the benchmarks for each stressor vary. Using numbers alone would not take this into account.
• The analysis tool supports a “zero tolerance” approach to bullying and harassment and this question will display a red warning message if any such activity is reported. The survey does not establish whether bullying is occurring among peers, from managers or from clients or service users. This should be determined in focus groups.
• It is also important to bear in mind that the bullying question is not time bound so it is possible that some employees may report bullying from some time in the past or even in a previous employment.
• It should be noted that the benchmark levels for the ‘role’ stressor are very high and are likely to turn red in many organisations. To ascertain the extent of the problem within your organisation use other data sources and discussions with staff.
• The figures should be presented as a development tool for the future of the organisation, not judgement on its past.

When the survey results do indicate that the organisation has a number of areas that require action, these can form the basis of discussions with focus groups and a useful guide for future actions.