- Ensuring they are well informed about WRS by reading relevant policies and procedures and undertaking training required by the University (see 6 above)
- Ensuring they are familiar with the departmental management of stress risk factors
- Ensuring compliance in their area with University and Departmental Policy and Procedure
- Developing a culture of responsibility in their area that is supportive of staff and promotes well-being at work
- Avoiding applying pressure to staff at a level that could cause adverse health effects. In particular, managers should be aware of the impact on staff at certain times or in certain circumstances, e.g. when introducing significant change.
- Identifying and responding to indicators that there may be a WRS problem. Managers should first approach this informally but may use a more structured approach if the member of staff would prefer.
Further information is available for managers.