Teamgage Psychosocial Hazards Audit

Teamgage Psychosocial Hazards Audit

Reduce your organisation's risk of psychosocial hazards with our Psychosocial Hazards Audit. Based on 10 years of research by Professor Michelle Tuckey from the University of South Australia. It is a data driven intervention process that identifies the root causes of bullying. 

Why should you run a Psychosocial Hazards Audit?

  1. Under the Code of Practice, obligated businesses are required to demonstrate a psychosocial risk management process.
  2. The results inform the Healthy Workplaces by Design program you can complete which reduces bullying complaints by 46%.
  3. Tackle the root causes of bullying before it becomes a problem, by identifying and mitigating their risks.
  4. This approach has already been successful across food retailing, health, government and more.

Key features of our audit

Our audit is built on a foundation of 10 years of research by Professor Michelle Tuckey at the University of South Australia it is designed to identify the root causes of bullying and go beyond top line triggers into psychosocial hazards. The audit allows your organisation to adhere to new work health and safety obligations by proactively mitigate psychosocial hazards and bullying risk.
  1. Streamlined response format: Participants are presented with clear, concise response options, eliminating unnecessary complexity and reducing cognitive load. This allows employees to provide accurate feedback swiftly and efficiently. 
  2.  Actionable insights: The audit generates reports in real-time that highlight areas of strength and areas that may require attention. These insights are presented in a user-friendly format, making it easy for organisations to quickly identify specific areas for improvement. For those that want to go deeper, results can be exported at the click of a button.
  3. Confidential and anonymous: We understand the importance of confidentiality in surveys of this nature. All responses are kept strictly confidential, and participant identities remain anonymous throughout the process. This allows team members to provide honest feedback without fear of repercussions. Here's how user anonymity is protected:
  1. Teamgage is an independent 3rd party
  2. Enterprise-level data encryption technology
  3. At least 4 submissions required to access results
Click here to learn more about how Teamgage protects your anonymity. 


Getting Started 

Administration of the Psychosocial Hazards Audit

The survey can be distributed electronically through our secure platform. Here's how:
  1. All participants will receive an email invitation from Teamgage with a unique link to access the survey
  2. Additional reminders will be sent until the survey close date
  3. Employees should be able to complete the Survey in as little as 5-10 minutes

Viewing and Interpreting Survey Results

Upon completion of the survey, our system will generate detailed reports that highlight key metrics related to team engagement. These reports will provide insights into areas of strength and areas that may require attention. 

Visualise the survey results in an easy-to-use dashboard, share them with other leaders within your organisation, or export as a .csv for even deeper analysis. 



Things to consider when running your survey

Most disengaged employees don't bother responding to surveys. Yes, it's a high probability that your low survey participation rate could be linked to low employee engagement and poor morale. So, how do you ensure good survey response rates?
  1. Secure commitment from Senior Leaders. Ensuring that you have buy-in from senior leaders and full commitment in the organisation's survey initiative is the single most important aspect of ensuring high levels of employee participation. 
  2. Communicate expectations to leaders. All leaders in the organisation should understand the purpose of the survey and what it means to them. Tell them they will receive their team's results and that they will need to collevtively develop a team action plan. 
  3. Develop a value proposition for participants. Explain how employees will obtain value from the employee survey initiative by clarifying how they and the organisation as a whole will benefit from it. Communicate the basic objectives of the project to all employees. 
  4. Guarantee respondent confidentiality. Give employees full assurance, freedom and security to submit honest opinions, without having to worry about potential consequences and being reprimand by their line managers. Leadership needs to communicate that the engagement survey is completely anonymous. 
  5. Provide time to take the survey. Employees should be able to complete questionnaires in work time. Consider setting aside a designated time (e.g. 10 minutes) during the workday when all employees can fill out the survey at the same time.

Follow-up and Continuous Improvement

Post Survey, organisation's can complete the Healthy Workplaces by Design Program - learn more or contact us for more information about the Program.

"Many people only equate bullying with bullies. But it actually flourishes when the incentive to treat people badly is able to take root. That's why our program has a clear focus on identifying and mitigating these root causes, that are often hidden away." - Professor Michelle Tuckey



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