[PDF] - Worker wellbeing Sianne Hodge, Program Manager, NADA 1 PDF Document

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Worker wellbeing

Sianne Hodge, Program Manager, NADA

Acknowledgement of Country

I proudly acknowledge Aboriginal and Torres Strait Islander people as the Traditional Custodians of the lands upon which I live, walk and work and pay my respects to Elders past, present and emerging.

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Context

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Context Context

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Context Context

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Context Context

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Context Context

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Context Context

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Context Context

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(Harvey et al 2015)

Worker wellbeing Workplace wellbeing

Relative effectiveness Intervention level Goal Example strategies and corresponding activities Most effective Least effective Primary Promotion: Eliminate or reduce job- related stressors and increase protective factors Reduce job demands Increase time or other resource allocation to complete job tasks Provide breaks from client-based work Increase job control Increase worker involvement in work planning and decision making Assess and integrate employee needs into planning of work schedules Strengthen relationships and supports Assess and integrate employee needs to optimise supervisory social support Create clear promotion pathways Secondary Protection: Alter perceptions and responses to job-related stressors Alter responses to job stressors Provide mindfulness training Improve coping and resilience Provide stress management training Detect stress symptoms and intervene early Conduct wellbeing checks and assess and respond to results at a group level Tertiary Support: Provide support to workers experiencing job-related illness Treat job-related stress illness Provide access to counselling and EAP Support workers to return to work Include modification of job stressors in RTW plans

(adapted from LaMontagne & Keegel 2010)

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Background and methods

Project description

In 2017, NADA commissioned NCETA to

survey the AOD workforce in NSW.

Key research questions included:

i. What is the demographic and professional profile of NGO AOD workers in NSW? ii. To what extent are they supported to perform their roles?

iii. To what extent are they satisfied working in the

NGO AOD sector?

(Kostadinov et al, 2018)

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Methods

Recruitment

NGO AOD workers in NSW
Snowball sampling method

Data collection

Customised online survey
Hosted on SurveyMonkey
Administered Sep - Nov 2017

Methods

(Roche et al 2018)

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Results

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Results Results

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Results Results

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Results Results

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Results Results

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Results Results

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Results Results

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Results Results

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Results Results

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Results Results

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Results Results

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Summary

Findings

Wellbeing levels were relatively high, and

burnout was very uncommon.

Respondents were typically satisfied with
pportunities for growth, team cohesion,

levels of social support, feedback, and role clarity.

Job and employment-related factors that

warrant greater attention included job security, remuneration, autonomy, staffing, workload, stress, communication, access to supervision, and leadership quality.

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Reflection

Worker self-care check

Designed to help workers identify

whether there’s is an imbalance in the areas in which they practice self-care

Asks respondents to look for patterns in

your responses.

Are you more active in some areas but

ignore others?

Were there activities on the list that made

you think ‘I’ve never thought of that’?

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Worker self-care check

Where are you focusing your efforts?

Relative effectiveness Intervention level Goal Example strategies and corresponding activities Most effective Least effective Primary Promotion: Eliminate or reduce job- related stressors and increase protective factors Reduce job demands Increase time or other resource allocation to complete job tasks Provide breaks from client-based work Increase job control Increase worker involvement in work planning and decision making Assess and integrate employee needs into planning of work schedules Strengthen relationships and supports Assess and integrate employee needs to optimise supervisory social support Create clear promotion pathways Secondary Protection: Alter perceptions and responses to job-related stressors Alter responses to job stressors Provide mindfulness training Improve coping and resilience Provide stress management training Detect stress symptoms and intervene early Conduct wellbeing checks and assess and respond to results at a group level Tertiary Support: Provide support to workers experiencing job-related illness Treat job-related stress illness Provide access to counselling and EAP Support workers to return to work Include modification of job stressors in RTW plans

(adapted from LaMontagne & Keegel 2010)

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Translating findings into practice

Publications

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Resources

Acknowledgements

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Project partners

Questions

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Contact me

Sianne Hodge Program Manager, NADA P: 0410 303 616 E: sianne@nada.org.au W: www.nada.org.au

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