People at Work Project An Assessment of Psychosocial Hazards in the Workplace Post-Survey Communication Plan

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Junior Barrett
8 years ago
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1 People at Work Project An Assessment of Psychosocial Hazards in the Workplace Post-Survey Communication Plan

2 This guiding document is targeted at organisations participating in the People at Work Project. This post-survey communication plan is aimed at assisting organisations to engage their workers in the results of the People at Work Survey, and subsequent focus groups and action planning. Post-Survey Communication Plan Purpose There are several objectives of a post-survey communication plan, including: To assist managers in informing their workers about the key messages driving the People at Work Project To plan the internal communication strategies (in terms of content and the best methods to use) for distributing the results of the People at Work Survey to both management teams and workgroups To promote the need for the scheduling of focus groups that delve into the opinions and issues driving the People at Work Survey results To promote the need for the scheduling of action planning sessions for devising strategies for controlling psychosocial hazards in the workplace Effective post-survey communication of results and consultation with workers is critical for the credibility of any organisational survey process and the successful implementation of recommendations. Developing effective post-survey communication strategies helps to ensure that: All workers are informed of the survey findings, specifically focussing on the findings for their workgroup All workers have the opportunity to provide input regarding the survey findings in a safe and supportive environment Communication and discussion of findings is managed in an appropriate way with due sensitivities All workers have an opportunity to participate in subsequent focus groups and action planning People at Work Project Page 1

Post-Survey Communication Plan Purpose There are several objectives of a post-survey communication plan, including: To assist managers in informing their workers about the key messages driving the

3 Key Messages To ensure consistent communication throughout the whole organisation, several key messages have been developed and should be included in written and verbal communications when promoting the People at Work Project. The organisation s internal communications should aim to capture these key messages in order to ensure maximum engagement of everyone in the People at Work Project. In line with the key messages conveyed during the pre-survey period, the post-survey communication plan should reiterate the same messages: 1. Our Organisation is committed to improving the health and wellbeing of our workers 2. Managing work-related psychological hazards is a shared responsibility between our workers, managers and the organisation as a whole 3. Strong involvement from workers is encouraged to ensure results are representative of the majority views 4. Generally, improved health and wellbeing provides benefits in other areas of work and personal life Post-Survey Communication Resources The People at Work Project website ( has a number of useful post-survey communication resources, including: 1. Tip sheets that define each of the psychosocial hazards included in the risk assessment exercise 2. PowerPoint templates that can be used to convert the People at Work Project reports into formal presentations (one for the organisation as a whole and one for workgroups) 3. Guide to designing and conducting focus groups 4. Guide to action planning Post-Survey Communication Activities The following table provides an overview of the sequence of post-survey communication activities that should take place once the People at Work Project reports are made available to the organisation. People at Work Project Page 2

In line with the key messages conveyed during the pre-survey period, the post-survey communication plan should reiterate the same messages: 1.

4 Timing Post-Survey Communication Activities Purpose Start Date Finish Date As close as possible to and the executive team have reviewed Present organisational results + workgroup comparisons to management teams Presentation of results for the organisation using PowerPoint template (organisation-level report): - People at Work Project - Context - People at Work Project - Implementation Process - People at Work Project - Survey - Respondents and Response Rates - Main Findings for Organisation - Main Findings for Workgroups - Main Findings for Workplace Bullying - Summary - Next Steps Planning for workgroup presentations Within days of the management teams Present workgroup results to workgroups Provide educational material to assist with understanding of results (e.g., occupational stress tip sheets) Presentation of results for the workgroup using PowerPoint template (workgroup-level report): - People at Work Project - Context - People at Work Project - Implementation Process - People at Work Project - Survey - Respondents and Response Rates - Main Findings for Psychological Well-Being - Main Findings for Job Demands - Main Findings for Job Resources - Main Findings for Workplace Bullying - Summary - Next Steps Promote and encourage worker participation in upcoming focus groups Within 1 month of Conduct focus groups with workgroups Delve into the numeric responses in the report to better understand the opinions and issues driving the People at Work Survey results Promote and encourage participation in upcoming action planning sessions People at Work Project Page 3

Process - People at Work Project - Survey - Respondents and Response Rates - Main Findings for Organisation - Main Findings for Workgroups - Main Findings for Workplace Bullying - Summary - Next

5 Timing Post-Survey Communication Activities Purpose Start Date Finish Date Within 2 months of Conduct action planning sessions with workgroups Determine goals for addressing psychosocial risk factors and decide on actions needed to achieve them by who and by when, along with resources needed Develop future monitoring and review activities Release of goal statements and action plan document to relevant stakeholders On-going during action plan implementation Post-action planning monitoring and review meetings Regular meetings with team or representatives involved in action planning to track progress against agreed upon actions Communicate information arising from the review process back to all stakeholders who (a) responded to the survey, (b) participated in focus groups, and/or (c) helped to develop the action plan Celebrate wins and successes where appropriate ensuring all involved in executing or supporting the action plan are recognised for their efforts Support and guidance for managers who request additional assistance regarding goal attainment and/or workgroup functioning During and post action planning implementation Meeting to discuss evaluation techniques for chosen interventions Consider strategies for formally evaluating effectiveness of control strategies implemented as per the action plan People at Work Project Page 4

relevant stakeholders On-going during action plan implementation Post-action planning monitoring and review meetings Regular meetings with team or representatives involved in action planning to track

People at Work Project An Assessment of Psychosocial Hazards in the Workplace Pre-Survey Communication Plan

People at Work Project An Assessment of Psychosocial Hazards in the Workplace Pre-Survey Communication Plan This guiding document is targeted at organisations participating in the People at Work Project.