Description

Let’s face it. Healthcare can be stressful, even if you love caring for patients. Of course, some intermittent work stress is to be expected, but excessive stress can negatively affect your emotional and physical wellbeing.

The key is to find the root cause of your stress and identify why you’re stuck in a problematic situation or identify the misalignment between staff expectations and their employee experience. It is important for both individuals and employers to identify the forces that can result in staff rethinking their career decisions and evaluate career transition opportunities.

The Stress Quotient Assessment identifies various sections of workplace stress to help individuals and leaders identify and address the foundational causes of workplace discourse that impact job satisfaction, employee engagement, and results in employee turnover.

Seven Stress Factors 

TTI’s revolutionary stress assessment examines seven distinct types of stress in individuals: 

DEMAND STRESS: Poorly designed jobs, excessive demands or poor job fit 

EFFORTS/REWARD BALANCE STRESS: High output and effort met with minimal reward 

CONTROL STRESS: High responsibility paired with low authority, and lack of control 

ORGANIZATION CHANGE STRESS: Restructuring, poorly communicated policies and leadership changes 

MANAGER/SUPERVISOR STRESS: Enormous pressure or challenges from your superior 

SOCIAL SUPPORT STRESS: Lack of support among peers and competitiveness 

JOB SECURITY STRESS: Fear of loss of job or threatened job status

Organizations and individuals use the Stress Quotient to identify root causes of job dissatisfaction and identify patterns of results to develop and implement action plan to increase employee engagement and employee experience (EX).

The follow up coaching session will help clients:

• Compile and analyze patterns amongst employee groups
• Develop an understanding of why employees may lack engagement and motivation, and help individuals and leaders develop goals to improve morale
• Analyze and review result patterns that than collectively impact employee motivation
• Develop an action plan to address employee engagement and employee experience (EX)