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Feeling confident that your survey responses will be used to drive organisational change is a legitimate concern for many employees, and the number one driver of survey fatigue. You want to know that your time and effort spent on providing valuable feedback will be put to good use.
That’s why we work with your organisation to prioritise communication and transparency in the weeks before and after the survey is sent out to ensure accountability.
Your survey results will become available once the survey has closed and will be accessible by the account administrators. The survey results are usually reviewed by representatives in departments such as Work, Health, and Safety or People & Culture / Human Resources.
The feedback from survey responses will be used to identify workplace factors that may cause harm to workers’ psychological health and safety, and assist your organisation to develop strategies to address these factors.
Data may also be used to contribute to wider research and contribute to the development of industry benchmarks.
Yes. To protect the privacy and confidentiality of survey respondents, we use survey data in a de-identified, aggregated form. This means that individual responses to surveys are never disclosed to an organisation, and anonymity thresholds are enforced to ensure any subgroup reporting does not risk an individual’s privacy.
All survey data is strictly protected and owned by InCheq, and is stored in Australia on secured servers.
In order for your organisation to get an accurate representation of the hazards present, and the psychological safety of the workplace, all questions are mandatory. We’ve worked hard to ensure that all survey questions are relevant regardless of demographic, department, or industry.
Employees are crucial in understanding what is happening in a workplace. With their deep understanding of day-to-day operations, they can pinpoint potential roadblocks that might hinder progress. This valuable information can be used to make informed decisions, drive strategic planning, and ultimately, lead to positive outcomes.
InCheq uses this employee feedback to understand where improvements can be made within an organisation and better the employee experience.
The survey should take about 10 minutes to complete, and is only 40 questions long.
InCheq works with organisations to create psychologically safe and healthy workplaces, and reduce the risk of psychological injury by taking a preventative approach to meet work, health, and safety regulations.
The Workplace Psychosocial Hazard Assessment survey is a tool that helps your organisation identify factors that may cause harm to the psychological wellbeing of employees. It's part of a larger process for ensuring that the workplace is a safe and healthy environment for everyone.
This survey is aligned to the state and national regulations on managing psychosocial hazards, and measures the 16 psychosocial hazards identified within these regulatory standards.
Psychological safety is important in the workplace because it can have a significant impact on the wellbeing, productivity, and effectiveness of employees.
When employees feel psychologically safe, they feel comfortable speaking up, sharing ideas, and expressing themselves without fear of negative consequences. This leads to better communication, collaboration, and innovation within the workplace.
InCheq is not a crisis support or counselling service and our website is not a substitute for professional care.
If you need professional support, please contact your doctor, local health centre or one of the services listed below.
You can confidentially talk to a trained mental health professional at any time by calling BeyondBlue on 1300 224 636. They will listen, provide information and advice, and point you in the right direction to seek further support.
If you are having suicidal thoughts, please seek assistance by contacting your trusted healthcare professional or calling Lifeline on 13 11 14. They will provide 24/7 crisis support and suicide prevention services.
If you are concerned for your safety or the safety of others, seek immediate assistance by calling Triple Zero (000).
InCheq uses a blended approach of email and SMS survey dissemination, to ensure accessibility that caters to employees with limited computer access, and geographically diverse workforces.
InCheq’s Workplace Psychosocial Hazard Assessment was developed by workplace psychologist and CEO, Dr Angie Montgomery. This tool is a 40-item survey directly mapped to Safework and Worksafe, and reports the results in line with the psychosocial hazards set out in the Codes of Practice.
InCheq’s tool is unique in several ways. Firstly, it is housed on a built-for-purpose software platform which includes email and SMS survey dissemination capability, along with the ability to boost engagement through additional email and SMS reminder notifications to non-responders which can be monitored via the live response rate in the reporting dashboard.
Along with this, the platform provides automated, best-practice, department-specific recommendations based on survey results, with itemised action points to mitigate risk. These recommendations are agile and dynamic, meaning that you can gather specific information and actions for sub-groups within your workforce. The platform also has the ability to track organisational and departmental risk over time, so you can measure the effectiveness of any implemented interventions.
If additional support is required, InCheq’s consultants are available to talk through the results interpretation, and convert your organisational recommendations into a strategic action plan. InCheq’s products and services are paid via licensing and consulting fees.
If you would like to learn more about InCheq’s points of difference, reach out to us at email@example.com
Mental Injuries, also commonly called Psychological Injuries, are some of the most expensive workers compensation claims. They can cost up to four times more than claims relating to physical injuries. They also result in more time off work than physical injury claims.
Psychological injuries at work can be caused by a range of psychosocial risks. By proactively identifying whether your workforce is experiencing psychosocial risks, you can put preventative measures in place, which will result in a reduction in psychological injuries, and workers compensation claims.
It’s important to remember that creating a psychologically safe and healthy workplace is a long-term goal. Given this is a relatively new area of focus for many organisations, there are quite a few steps that need to be taken to get resourcing, governance and expertise in place.
Rest assured that InCheq consultants can assist you in developing a strategic plan on how to best tackle organisational changes you're looking to implement that reflect your available resourcing.
Yes! InCheq workplace consultants are here to assist with interpreting your results and communicating these to other relevant stakeholders in your organisation.
Contact our team to find out more.
A common myth surrounding organisational change is that survey fatigue is driven by the amount and length of surveys deployed. However, research suggests that the number one driver of survey fatigue is actually the employee's perception that the organisation won’t act upon the results, and therefore it’s a waste of their time.
Employees are far more likely to actively participate in future surveys when they understand the purpose and process. If an organisation promotes their commitment to achieving systemic change, and the benefits of employee participation, they can expect a much higher uptake and engagement.
We provide all of our clients with a communications strategy to drive survey engagement, including tips for running a successful survey campaign.
Yes, these are different assessments. While both of these tools are used as organisational assessments, they are measuring different things and have different objectives.
Engagement surveys measure employee engagement, often including questions about an employee's job satisfaction, motivation, and the likelihood of leaving their role. The objective of an engagement survey is usually to identify areas organisations can address to improve engagement.
The Workplace Psychosocial Hazard Assessment (WPHA) measures aspects of an employee’s work that may be harmful to their mental health. For example, role overload, poor reward and recognition, and whether they receive adequate support from their supervisors. The objective of a WPHA is to identify areas of the organisation that should be addressed because they may cause harm to the workforce and result in mental injuries.
Employee Assistance Programs tend to focus on individual wellbeing, with a focus on supporting employees who seek assistance with their mental health, coping skills, or personal challenges. Given the individual-focused support, the onus is predominantly on the individual to change through learning new coping strategies, having a safe space to disclose challenges, or through other behaviour change goals.
In contrast, InCheq works with organisations to identify what aspects of the work environment (such as job design, culture, and leadership support) impact employee mental health and wellbeing. This preventative approach positively impacts the entire organisation, and benefits can be seen through improving the wellbeing of the workforce as a whole.
Find out more about state-specific psychosocial risk management regulations, state regulators, and resources available to you by visiting our resource hub on WHS Regulations.
Yes. InCheq’s live and/or downloadable reporting provides information and tracking of psychosocial hazards which is an essential element of psychosocial risk management.
Representatives who are in charge of managing psychosocial risks and responsible for reporting on these risks to the executive or board (E.g., Director for Work, Health and Safety).
Whilst your survey is active, you’ll be able to access live and dynamic engagement and response rates. However the full reporting dashboard will only become available once your survey reaches its due date.
Once the survey has been completed, an aggregated overview of your organisation’s hazard responses will become available. The entire reporting dashboard will include an organisation-wide overview, most-endorsed hazards within your organisation, a dynamic breakdown of departmental responses for each psychosocial hazard, and recommendations based on employee feedback.
You’ll be able to filter all dynamic data visualisations by department, gender, location, and work type (ie. full-time, part-time etc.)
Onboarding your workforce onto the InCheq platform is simple! Your account manager will support you in converting your employee data into a spreadsheet format that we upload onto your account. Then, you’re good to go!
To protect the privacy and confidentiality of survey respondents, InCheq uses all survey data in a de-identified, aggregated form.
Individual responses to surveys are never disclosed to clients, administrators, organisations, or other affiliates in a non-aggregated or identifiable form.
Anonymity thresholds are enforced to ensure any subgroup reporting does not risk any individual respondent’s privacy. We also use your survey data to continually improve our Services, including our de-identified, aggregated data sets.
Privacy & Security
Data will be archived if your account is deleted.
InCheq is committed to the ongoing upkeep of best practice measures to protect our platform and users. Our software development is aligned to the Australian Privacy Principles and Australian Privacy Laws.
All texts will be delivered from an InCheq contact.
All emails will come from firstname.lastname@example.org
We’ve engineered our platform to ensure user confidentiality by employing anonymity thresholds, de-identified data sets, aggregated data reporting, end-to-end encryption, secure access controls, and independent auditing.
Personal Identifiable data will be used to send out email and SMS survey invitations to employees through a third-party API.
Demographic information will be used to categorise data and report grouped data back to the organisation. All survey responses will be de-identified and aggregated before being reported back to the organisation.
De-identified data will also be used to create industry benchmarks and may be used for research purposes.
We believe that anonymity and confidentiality are crucial to obtaining valuable insights from your employees. By prioritising data integrity and respondent confidentiality, employees can feel confident in providing honest and accurate feedback.