Planning your review

To ensure you get an accurate picture of what’s working and where you could improve, you should plan your review process before you start implementing any actions. As part of the planning phase, you should:

1. Identify your business’s specific needs or issues and create a baseline measure for mental health in your workplace

Relevant information or data can come from:

  • Feedback from staff. This can be a really valuable way of gaining insights into staff and organisational needs. Feedback may come from individual conversations, suggestions given by staff members, or through staff surveys directly measuring employee mental health.
  • Staff meetings, health and safety committee meetings, and organisational audits (looking at existing data and policies)
  • Human resources information (rates of absenteeism; uptake of available employee benefits; Employee Assistance Program (EAP) data; workers’ compensation claims; disability statistics; bullying/harassment claims, staff satisfaction survey results)

Having this baseline information means you can use the same measures at different intervals to track your progress.

2. Consider what success or failure looks like for your business

For example, more positive feedback or ratings from staff about the mental health of your workplace, or reduced staff absenteeism within a twelve-month period, might be some outcomes that determine success for you. You'll also need to think about how you’ll measure your progress. 

 

 

180-black-rocket

Create a baseline

An accurate picture of your starting point will help you measure your progress

 

 

Did your plan have the

impact

it was meant to?

 

If not, why?

Reviewing the impact of your plan

These questions can help you review your plan's impact:

  • Have the actions/activities resulted in a positive change to your workplace? If not, why?
  • Are employees more engaged than they were before? If not, why?
  • Are there any areas that need more work?

This template is designed to support your review. You should fill it out before you begin to implement any actions or activities and again afterwards, so you can compare the responses.

Reviewing each action

Once you've completed an action or activity, doing a quick review can help you check what's working well for your business. If some actions aren’t as effective as others, you could modify them or try something different in the future. 

Some important questions to consider are:

  • Did the action reach the people it was meant to? If not, why?
  • Did the action or activity have a positive impact on your employees’ mental health? If so, to what extent? 

  • How effective has the action been at producing intended changes in the workplace?

  • Are there any factors outside of the action that have contributed to (or prevented) the desired change?

  • Has the action resulted in any unintended change?

  • What progress has been made toward achieving the overall goal?

This template can help you review your actions and their contribution to better mental health in your workplace.

Asking the right questions

Surveys are a great tool to help you understand employees' overall mental health and their perceptions of the workplace. The following resources are designed to provide a better picture of your workforce's wellbeing.  

  • People at Work is a psychosocial risk assessment process. It provides organisations with:
    • a reliable psychosocial risk assessment tool
    • resources to support organisations to implement a psychosocial risk management approach, and to evaluate the effectiveness of intervention. 
  • The UK's Health and Safety Executive has an easy 35-question survey that assesses the potential impact of workplace conditions on employees’ health. This helps employers consider current working conditions and monitor future improvements. Access the survey tool and a manual on administering and scoring the survey 
  • Canada's Guarding Minds @ Work has developed a simple employee questionnaire that provides a snapshot of stress/satisfaction and mental health culture in the workplace.

Looking for more detail?

If you'd like to run a more comprehensive review, the following resources can help: