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Case Studies

Organisation Profile

  • Over 800 employees
  • Wellbeing strategy sat with HR
  • Health and Safety team had separate goals.

Business Problem

  • Staff complaints about high workload
  • Signs of burnout in staff through anecdotal evidence. No specific data on stress and burnout.
  • High workload endemic in their industry. No immediate possibility to eliminate this hazard.
  • Lack of data regarding psychosocial hazards (aspects of work that are the root causes of burnout and stress)

Investigation

Heart and Brain Works (HBW) conducted a psychosocial hazards and burnout audit. Data revealed:

  • Work pace bigger problem than workload
  • Unclear communication gave rise to the perceptions that tasks were urgent when in fact they were not
  • Meetings took up great portions of work time not allowing for task completion within regular working hours, which led to overtime
  • Staff felt obliged to attend meetings because they feared they would get the necessary information otherwise
  • Almost 40% of staff was at severe or very severe risk of burnout. This is a very high percentage.

Solutions

  • Established a working group composed of HR, WHS, Inclusion and Diversity
  • Re-drafted Wellbeing Strategy
  • HBW training with leaders on staffing resources in teams and project capability analysis
  • Organisation-wide bespoke training by HBW on communication and the implementation of the new wellbeing strategy
  • Delivery of The Wellbeing Protocol for the whole staff

Results

6-month follow up audit revealed:

  • 18% reduction in severe and very severe burnout risk scores
  • 15% reduction in severe job demands scores
  • 20% improvement in job resources such as support from supervisor, support from colleagues and role clarity
  • Qualitative data – positive appraisal from staff and increase in engagement

    Organisation Profile

  • 32 employees
  • No wellbeing strategy
  • HR manager was responsible for all HR duties as well as health and safety, and recently was given wellbeing as an add-on

 

Business Problem

  • Miscommunication between one supervisor and staff
  • Instances of disrespectful behaviours
  • Low productivity and underperformance in some staff
  • Not working as a cohesive team

Investigation

Heart and Brain Works (HBW) conducted a psychosocial hazards audit. Data revealed:

  • High incivility (instances of perceived disrespect with low intensity and ambiguous intent)
  • Low role clarity

Solutions

  • Creation of wellbeing strategy: purpose, framework, action areas
  • Creation of working group: HR manager, business owners, staff representatives
  • HBW bespoke training on “Culture of Civility, Respect and High Performance”
  • 1:1 coaching with problem supervisor

Results

6-month follow up audit revealed:

  • 60% improvement in role clarity
  • 72% reduction in incivility
  • Qualitative data – positive appraisal from staff and increase in job satisfaction and productivity

 

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