Workshop with your team

In the workshop with your team, you jointly review the results of the risk assessment and draft initial measures. The following steps have proven effective:

1. Overview of participation rate
   Start by briefly showing how many team members participated. This establishes accountability for the subsequent discussion. Clarify that everyone takes part in the workshop and can contribute, even if they did not participate in the survey.

2. Click through the topic areas
   As described in the chapter “How analysis works”, show all topic areas and explain the topic chapters and factors. For relevant stressors, always refer to the question overview at the bottom of the reporting module.

3. View team results in isolation
   If you have access to multiple departments, avoid comparisons. Always show only the results of the respective team to prevent confusion and demotivation.

4. Collect initial impulses
   Ask all participants to capture their thoughts and observations as notes.

   • Start with a first “round-robin” so everyone says something once. Do not comment on remarks.
   • Create a list on a flipchart with relevant topics to be worked on.

5. Create drafts
   Open a suggestion draft in the portal for each topic discussed:

   • No more than 8–12 drafts per workshop to keep follow-up work manageable.
   • Keep titles short and concise (e.g., “Improve team communication”, “Ergonomics at the workplace”).

6. Priority poll
   Jointly decide which topics should be addressed first, e.g., using dot voting on the flipchart.

7. First suggestion in the workspace
   Open the first draft with a double-click and capture:

   • Problem description (summary only, no personal accusations).
   • Solution ideas in the designated text field.

Observe logic for measure types

A suggestion draft should always represent exactly one clear type of measure. Do not mix, for example, team and executive measures in one card; instead, create two separate suggestion drafts. This ensures that each level later receives the right measures. The steering committee processes the suggestions later, and mixed cards are cumbersome to separate.

Levels of action and actors

Type of measure	Description	Actors
1. individual measures by employees	e.g., health promotion offers, social counseling, individual resilience programs, self-leadership impulses → Which offers (e.g., from health management) are needed?	(Employee), Health Management
2. individual measures between manager & employees	e.g., mindfulness talks, absence talks, individual arrangements on stressors or working conditions → You may also note down measures here that you do not share with the group, e.g., because it is a caring approach to a specific employee.	Manager and employees
3. team-related measures	e.g., agreements on collaboration, role clarity in the team, feedback loops, clear decision paths → Effectiveness in the immediate system → This should be the main part of the measures.	Manager & team
4. expert-driven measures	e.g., measures by occupational safety, IT, data protection, HR development, occupational medicine → Suggestions go to specialist departments.	Experts, specialist departments, staff units
5. structural-systemic measures	e.g., clarity on priorities, governance structures, organizational design, role definitions, resource allocation → Only decidable at the top level; suggestions on fundamental issues	Executive board, management, mayor

Tip: Make sure that each draft reflects only one type of measure. If you have several team measures, group them in one draft. For different levels, create separate cards.

This way your team workshop is structured and you immediately obtain actionable drafts for the next steps in the steering committee. Good luck!