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Use this workplace stress risk assessment to determine whether the cause of stress is because of work demand, management and control, support, relationship, role and change. This record can be used as basis for leaders to reflect what actions plans they need to take to lessen work stress.
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Is the intensity of the workload too great for individuals?
Is there consistency and clarity in the job role?
Have they received appropriate training in order that they can do the role effectively?
Do employees feel comfortable in raising concerns?
Do the employees feel that they are kept informed about current business needs/ developments/reasons for some actions taken?
Are there any issues regarding the work environment that is impacting on how effectively employees can do their role?
Do staff feel that they are involved in deciding what work they do, and when and how they do it?
Is the work repetitive?
Do the staff have a variety of activities to complete?
Is the working time flexible?
Can staff decide when to take breaks?
Do staff feel that their skills are being used appropriately?
Is there room to develop new skills for employees if wanted?
Does the work require initiative?
Do staff feel that they are encouraged to use it?
Do staff feel that they are considered when planning the work?
Is work regularly monitored?
Do manager meet with staff to see how work is going?
Do staff feel they are being offered adequate managerial support with new work issues, everyday work issues or personal issues if needed?
Do staff feel that they are well-supported form their colleagues?
Do staff feel that you support a healthy work/life balance?
How well do you listen to your staff – do they feel that this occurs?
There are no issues concerning workplace relationship conflicts within the team for the employee?
There are no problems with bullying/harassment?
There are no policies where staff can raise concerns about another member of staff?
Does the employee feel that the organization as a whole (managers and colleagues) are caring/trusting?
Are staff clear about what is expected of them?
Do staff has a clear plan of work which is agreed with their manager?
Are staff encouraged to talk to managers at an early stage if unclear of the priorities of the task to be undertaken?
Are staff struggling with multiple/conflicting roles?
Do they understand how their role fits into the overall business aims?
Do staff feel that they receive adequate and regular communication and consultation about organization change when occurring?
Do staff fell they understand why organizational change needs to occur?
Full Name and Signature of Inspector
Please note that this checklist template is a hypothetical example and provides only standard information. The template does not aim to replace, among other things, workplace, health and safety advice, medical advice, diagnosis or treatment, or any other applicable law. You should seek your professional advice to determine whether the use of such a checklist is appropriate in your workplace or jurisdiction.
Please, finish the registration to access the content of the checklist.