Areas of measurement


A survey of respondents at the level of the organisation will provide us with an understanding of:

  • the requirements set by the workplace;
  • the level of workload;
  • the frequency of tight deadlines and unscheduled execution of ad-hoc tasks;
  • the opportunities for promotion;
  • the proportionality of pay and benefits;
  • the level of perceived safety of existence.


At the level of the team, we develop an understanding of:

  • the experienced level of influence on the level workload, responsibility and the execution of tasks;
  • the attitude of the organisation to the acquisition of new knowledge and skills;
  • the level of cooperation between employees;
  • the means of managerial support;
  • the mechanism of work-related information flows.


The level of the individual provides an understanding of:

  • employees’ perception of the ratio of work to leisure time and rest periods;
  • the amount of time available for recuperation;
  • the physical and emotional symptoms and reactions experienced over the past half year;
  • the strength of the sense of imbalance present in each individual.

The process and steps of Work Stress Audit

Step 1: The questionnaire is completed anonymously, and, based on the individual responses, provides data at the level of the organisation’s teams on all of the factors causing stress, and the related employee assessments by managers and subordinates. The results are aggregated and analysed.

Step 2: The results and the proposed interventions and developments are fed back to our clients. Results and proposals are processed as part of decision-making workshops. In addition to workshops, as required, a job analysis and structured interviews are conducted for the purpose of organisational specification. Based on workshop results and supplementary data collection, an Anti-Stress Action Plan or Mental Health Promotion Strategy is developed, tailored to the needs of the organisation.

Anti-Stress Action Plan

The Anti-Stress Action Plan provides a summary of all systemic processes and, as required, ad-hoc or interrelated actions, which support the optimisation of stress levels and the achievement of physical and mental well-being and balanced performance. The findings of the document rely on the organisation’s internal resources and specificities, and the methods of reducing work stress that have been proven useful in mitigating the effects of distress.

Result and effect of the Anti-Stress Action Plan

  • Improved performance at the level of employees and the organisation
  • Motivated employees at all levels of the organisation
  • Increased creativity and proactivity
  • More balanced employee atmosphere, less time spent on sick leave
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