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Stress Risk Assessment Template for Supervisors

This template serves as a tool for supervisors and occupational health and safety specialists to make an initial rough assessment of workplaces in terms of stress from their point of view. This external classification has the advantage that they can obtain an overview of weak points in a short time.

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Stress Risk Assessment Template for Supervisors

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Recognising Signs of Stress

Does the company really have stress problems under control? Signs of stress are: - Complaints from employees about deadline and work pressure - Above-average often absences due to illness and complaints about sleep disturbances, stomach problems, nausea, headaches, etc. - Rise the number of accidents, near-accidents or breakdowns - Working atmosphere often marked by impatience and irritability

Finding the Causes of Stress

Is there enough time for good planning and organisation of the work?
Are the tasks adapted to the abilities of the employees (no longer-lasting or recurring over- or under challenges)?
Are the necessary tools and documents available to the employees in time and in sufficient quantity?
Does the linguistic communication between the individuals and between the teams work?
Does the cooperation work a) within the workforce b) between superiors and employees c) among the superiors?
Is care taken that disturbing environmental influences such as noise, dust, heat and drought are eliminated as far as possible?
Is work organised in such a way that it does not have to be interrupted repeatedly, e.g. because of customer visits, telephone calls, etc.?
Can the employees influence the pace of work (e.g. turn off the machine or interrupt work when they can keep up with the pace)?

Check Leadership, Cooperation and Working Atmosphere

Are the employees involved in the planning and design of the work?
Can the employees make suggestions and criticism to their superiors without having to fear negative consequences?
Is good teamwork promoted, e.g. through praise, open discussions, further training events, joint voluntary leisure activities?
Are conflicts addressed openly and settled constructively (not just swept under the carpet)?
Are the employees led in a spirit of partnership (neither simply left to their own devices nor directed in an authoritarian manner)?
Are the employees satisfied with their work situation?


Further remarks
Proposals for action


Name of supervisor
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