Clouds on the Moon
Psychological Services for Organisations

Wide range of services

Here are just some illustrative examples of the services we offer, individually tailored to meet your specific needs

Conflict management and resolution of issues between employees
Employee/Management Development and Coaching
Development and implementation of Policy on Health & Safety and issues relating to mental health
Absence management in relation to stress and other psychological issues
Assessment and reporting of fitness for work after absence
Support for employees returning to work after long term absence
Stress management in the workplace, including training for managers and employees
Confidential counselling and support for employees facing difficulties in or out of work, including formal employee assistance programmes
Team building and other internal development activities
Recruitment services; profiling and testing
Employee feedback; employee satisfaction surveys and discussion groups
Customer satisfaction surveys, feedback and training to meet development needs
Internal communications audits, assessment and development
Training in a wide variety of areas; communication skills, public speaking, media interviewing, presentation, report writing, time management, summarising, negotiation and managing 'challenging' people

Focus on 'Feedback'

Feedback form. Photo: Yarranz Internal communications are of critical importance but it is often just assumed that information flows where and when it is needed. Even in in 'class leading' organisations however, the dialogue can usually be improved and in some cases this leads to dramtic improvements in productivity and employee satisfaction.

Employees at all levels have knowledge and experience that can make a big difference; solving problems, saving you money, enhancing efficiency and spotting opportunities to improve services or grow the business.

For this to happen they need to feel involved, feel heard, appreciated and valued. It means providing the opportunity and the channels for a meaningful dialogue yet, without realising it, this so often doesn't happen. We can help by identifying the issues and helpng you address them. Improvements can then be quantified using small or large scale survey methods, including low cost online methodologies.

Focus on Stress at Work

According to the HSE work-related stress, depression or anxiety account for an estimated 10.5 million reported lost working days per year in Britain

Under health and safety legislation employers have a duty to undertake risk assessments and manage activities to reduce the incidence of stress at work.

Changes to the Disability Discrimination Act (DDA) mean that mental illness no longer has to be a clinically well-recognised condition to be covered. ‘Anxiety’, ‘stress’ and ’depression’ may be sufficient to qualify a person as disabled and therefore covered by the DDA. Employees can potentially make claims for work-related stress.

As well as helpng your people cope better with, or recover from, the effects of past stressors, we can also help you develop strategies to reduce workplace stress. Key areas include:

demand – being able to cope with the demands of the job
control – having an adequate say over how work is done
support – having adequate support from colleagues and superiors
roles – understanding roles and responsibilties
relationships – not being subjected to unaccepatable behaviours
change – being involved in any organisation changes