Incentive Program Essays

Stress and Depression in the workplace.

Program scope/objectives:
To ascertain what triggers stress and depression in the workplace.
How prevalent these issues are and also to try and implement ways of relieving it.
Using Company specific information we aim at tailoring a program to focus on the areas which through an employee survey, we find to be the more pressing issues.
Introduce a fruit box into the lunchroom for a healthy alternative to vending machine or snacking on food when time poor.

Administrative and reporting structure for implementation
Employees would be emailed a survey link https://www.surveymonkey.com/s/3NQ97GT which will be anonymous so we can gather truthful feedback. We would gather the feedback and ascertain the key areas that need improvement. This would be the guidelines for what steps we would take and help tailor the program to the people.
Looking at specific triggers or issues that seem prevalent. The survey would make provisions to take in any suggestions as to ways that may assist in alleviating these issues.
After EAP implementation another control survey with post program specific questions would be conducted to gauge success and to ascertain if there were any areas which may have been missed. Also to get feedback on the program so far.

Marketing and engagement plan for employees
Send out introduction email.
Competition for best incentive plan.
Printouts for lunchrooms workshops and offices, so every employee has the chance to see them. Especially those with non-office based positions.
Send out a separate email to managers and team leaders to get their help in, introducing the program and explaining the benefits of it. Get the managers and team leaders to take down suggestions and email them to the HR Team. Use all avenues, such as sales and toolbox meetings.
Posters would also be useful in awareness and also to engage employees, keeping the issue at the forefront of everyone’s minds.

Evaluation method
The initial survey as well at the post EAP survey would be a key evaluation tool.
Due to the private nature of people and also privacy laws we cannot subpoena medical records or any other means.
So we have to rely heavily on direct reporting from the people in question.
The ability to directly correlate the two surveys (even when it is an anonymous survey) is invaluable as it shows what’s working, if the general wellbeing has improved and what the target audience thinks, which is who matters.
It will directly show how the employees are feeling from before roll out and whether they perceive the EAP as having some sort of effect as well as some questions which will indirectly tell us if the EAP is having a positive effect.
In regards to the fruit box this will be easily monitored but how quickly the fruit is being eaten and this will also control whether we need more or less and also how successful it it.

Procedure

The cause and the extent of the identified health issue.
According to the Stress and wellbeing in Australia survey 2013 the complete results showed that although the new survey was consistent with previous years, it still stated that the well-being of Australians is increasingly declining.
Whereas the stress and depression in Australians was on the incline.
Workplace wellbeing in Australians was gender neutral, meaning that Males and females were both equally affected by stress and depression.

The statistics showed 1 in every 7 Australians showed some depressive traits, and it was more prevalent in younger Australians. With workplace stress and wellbeing
Job satisfaction has steadily decreased, as well as the interest levels in working. Half of the study group, reported work as the source of stress.

With almost 50% of the surveyed people working 35-44 hours. The source of stress cannot be attributed to long hours.
Stress levels have increased and 26% of Australians reported that their personal stress levels have increased over the past 2 years.
18-25 year olds also

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