STRESSOR 6: CHANGE

Change: how organisational change (large or small) is managed and communicated to the organisation 

Management Standard:

• Employees indicate that the organisation engages them frequently when undergoing organisational change
• Systems are in place locally to respond to any individual concerns 

What should be happening / states to be achieved:

• The Department provides employees with timely information to enable them to understand the reasons for proposed changes
• The Department ensures adequate employee consultation on changes and provides opportunities for employees to influence proposals
• Employees are aware of the probable impact of any changes to their jobs.  If necessary, employees are given training to support any changes in their jobs
• Employees are aware of timetables for changes
• Employees have access to relevant support during changes 

Measures currently in place to achieve standard:

• The Department organises regular departmental meetings to communicate and discuss organisational change
• The weekly departmental 'Bulletin' is used to communicate some organisational change issues
• All groups are encouraged to raise and discuss proposed changes at team meetings or individually with their lline manager
• Staff also have the option of discussing concerns relating to change with the Human Resources Manager, Health & Safety Advisor or an appropriate Trade Union representative
• Staff are encouraged to discuss concerns relating to any changes that may affect them with their line manager at the earliest opportunity
• Annual Performance Review of all staff provide another opportunity for workers to discuss the effect of any changes, and to identify any training that may be required to support any changes in their jobs
• University provides an independent 'help line' for individuals experiencing stress
• Formal processes for consultation, e.g. regarding potential redundancies, are locally monitored and enforced for the benefit of staff

Feedback from consultation: issues relating to 'change' requiring attention

Further action required:

• Stress awareness training required for all managers to make them aware that 'change' is one of the key stress risk factors requiring effective management
• Ensure that any management training programmes include the identification and management of stress