Assess Workplace Stress
Uncover signs and symptoms of workplace stress, so organizational change is possible.
Leaders Assess to Influence
There are several types of assessments to give organizational leaders insight as to the kind of stress employees have, what type of coping methods would best suit their situation and how to increase their ability to manage stress permanently. Each assessment provides more answers to the complexity of stress as each stress program, to be truly effective, is highly personalized and custom tailored for the unique stressors of each organization.
NOTE: The following assessments are tools to be used to create a higher awareness around the issues of stress. They are not intended to be diagnostic and you are encouraged to seek medical guidance from your primary physician.
There Are 3 Ways to Assess Workplace Stress
1. Holmes & Rahe Stress Scale
Use this reliable, measurable, universally accepted scale to determine whether your stress events have the potential to cause illness.
Developed by psychiatrists Thomas Holmes and Richard Rahe in 1967, this scientifically accurate stress scale is used universally throughout the medical and mental health fields as a gage for the stress in a person’s life and their potential for illness.
In their scale, Holmes and Rahe assigned each life event with a “weight” for stress, called a Life Change Unit (LCU). The more LCUs a person had, the higher their score, and the more likelihood of illness.
Have team members complete the Holmes and Rahe Stress Scale. When finished, return here and continue assessing workplace stress by taking the Stress Self-Assessment next.
2. Stress Self-Assessment
This workplace self-assessment will give insight as to how team stress is limiting their full potential and offer some effective solutions. It is subjective and highly personal to your perspective of your team. Results generated are solely based on your observations which is powerful insight to use in developing a SMaRT plan.
Keep the following in mind when taking this test:
- Think to what you have observed, what people have shared, and specific events of people’s behaviors over the last 6 months.
- If you are wavering on how you answer, go with the lesser answer. Having more room for opportunity is better than padding the score and further limiting growth potential.
- The lower your score, the higher the opportunity for improvement.
3. Health Risk Assessment
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