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Stress management

Support and guidance

We are working hard to prevent and manage work-related stress. We aim to do this in various ways:

  • by monitoring perceived levels of stress through our Staff Survey in order to identify problem areas and devise action plans to address these
  • through the development of guidance and information for both staff and managers 
  • by close collaboration between HR, Occupational Health, the Counselling Service and the Disability Advisory and Support Service
  • by raising awareness and addressing the issues in our leadership development programmes

Support & guidance

available for managers and individual members of staff through a suite of tools:

Stress report 2015

The University's most recent survey on stress at work was undertaken in March/April 2015 as part of the Staff Survey, which achieved a response rate of 70%. The report identifies stress risks across broad occupational categories in six key areas of work design as identified by the Health and Safety Executive (HSE) management standards:

•Demands of the job
•Level of control employees have over the way they work
•Relationships at work
•Support from managers and colleagues
•Satisfaction with their role
•How change is managed and communicated

Overall the University results indicate differing medium or low levels of reported stress risk across the six key work areas, and benchmarking has shown that the University of Manchester results are similar to the survey outcomes in other HEI Institutions.

Compared against the previous Stress Survey undertaken in 2013, the 2015 results remain static and reveal that there remains a higher priority risk of stress for staff in academic, technical/IT and manual groups - with the addition of Library staff in 2015 - in the areas of relationships between managers and colleagues at work, and in the category of bullying and harassment. In the latter category, the report benchmarks against a ‘zero tolerance’ of unacceptable behaviour.

For an overview of the stress survey's findings, including a break down for occupational groups, visit:
Stress Report 2015
Stress Report 2013
Stress Report 2008