April 29, 2026
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Aworkplace assessmentallows companies to address their work environment in a systematic and effective manner. Broadly speaking, a workplace assessment involves mapping out the company’s work environment and identifying areas for improvement. Among other things, the assessment can reveal why there may be high rates of employee absenteeism due to illness. A workplace assessment can therefore be a valuable tool for enhancing employee well-being—and thereby strengthening the company itself.
A workplace assessment can be conducted in several ways. You can either conduct interviews with employees, using the questions as a starting point for a dialogue, or you can distribute a questionnaire to the employees. Furthermore, the survey can be conducted either internally or by external experts. When conducting a workplace assessment, however, it is important to be aware of the method used for the survey as well as its limitations. Therefore, one must also remain open to the conclusions.
Once the data from the survey has been analyzed, an action plan is developed to improve the workplace environment. Once the action plan has been implemented, it is important to review the workplace environment regularly to ensure that it remains at a satisfactory level.
At Acture, we have extensive experience conducting workplace surveys using a questionnaire. This method offers several advantages. First, it can be conducted anonymously, allowing everyone the opportunity to voice their opinions. Furthermore, the results can be quantified. This means that rather than the loudest and most dominant employee determining the outcome of the survey, it is the majority’s opinion that carries the most weight.
The workplace assessment must include a description of the workplace, the work methods used, the risks associated with the work, and how these risks are managed. In addition, the workplace assessment must include a plan for how the work environment can be improved and how to maintain it at a satisfactory level. There is flexibility regarding how to approach the APV process, but there are a number of general requirements for the APV.
The workplace assessment must include a description of the workplace, the work methods used, the risks associated with the work, and how these risks are managed. In addition, the workplace assessment must include a plan for how the work environment can be improved and how to maintain it at a satisfactory level. There is flexibility regarding how to approach the APV process, but there are a number of general requirements for the APV.
The assessment is intended to identify the physical and psychological work environment within the company. This can be done, for example, through conversations and interviews with employees or electronic questionnaires. Acture recommends the use of questionnaires to increase the confidentiality of employees’ responses and to ensure that the majority is heard, not just those who speak up the loudest.
If the first phase identifies occupational health and safety issues, these must be described, and the company must assess how they can be resolved. When describing the solutions, the company must, among other things, focus on preventing the problem from recurring and ensure that the solution addresses the root cause of the problem.
Problems in the work environment can contribute to absenteeism due to illness, and therefore absenteeism must be included in the workplace assessment. It is not the absenteeism itself that needs to be addressed, but rather the company must assess whether there are any conditions in the work environment that may be contributing to the overall rate of absenteeism.
Solutions to the identified workplace issues must be prioritized and documented in an action plan. The action plan must therefore include a prioritization of the identified issues, the order in which they are to be addressed, when this is to take place, and who is responsible for ensuring that it happens. It may also be necessary to prioritize among different proposals for solving the individual problems. Note that the impact of the solutions must be measurable so that it is possible to follow up on whether the solutions have had the desired effect.
Guidelines must be established regarding how the company will follow up on the action plan. These guidelines must specify who is responsible for the action plan in question, when and how it will be determined whether the solution has been effective, and whether the action plan needs to be revised.
A good questionnaire does not contain many questions, but rather the right questions. That is, questions that have been shown to affect our well-being in the workplace. It is important that the questions are relevant and timely for each individual employee, which is why the questions must also be tailored to the employee’s role within the organization.
A good question should not be leading, but if you add words like “sufficient” or “appropriate,” the answer takes on a value that can make it easier to draw a conclusion during the analysis phase.
For example, for many people, “clear work goals” are important for motivation, while some may feel that “clear work goals” are less important. If you write “sufficiently clear goals” instead, you can use the results to determine whether they are good enough.
In addition, for the results to be reliable, the questions must be validated. This means that there must be consistency between what is being asked and what the employee understands the question to mean. In other words, there should be no confusion about what is being asked.
A thorough analysis yields results that actually reveal what matters to employees in the workplace and what can improve overall well-being.
The workplace safety and health assessment (APV) must be conducted at least every three years and must be revised if changes occur in the work environment. It is important to conduct the APV regularly to ensure a safe and healthy work environment for employees.
A benchmark—which may be industry-specific—provides the company with a basis for comparison and thus an indication of employee well-being relative to other workplaces. While a benchmark should not be viewed as a definitive answer, the comparison is nonetheless an extremely useful tool when prioritizing areas for improvement.
It can be beneficial to enlist external assistance for internal surveys in companies. When relatively sensitive topics such as absenteeism, social relationships between colleagues and managers, and potentially offensive behavior are being assessed, anonymity is often required for respondents to feel comfortable providing truthful answers. Therefore, it is beneficial for the survey’s outcome to select external experts who are experienced in conducting workplace surveys and who ensure confidentiality vis-à-vis the employer.
Ultimately, the goal is for the results to reflect reality as accurately as possible, and that requires respondents to feel comfortable answering the questions.
Furthermore, conducting a thorough assessment of workplace well-being is a resource- and time-intensive process, and if there isn’t enough time or capacity to do it thoroughly, it’s better to leave the task to professionals. This is because it is a legal requirement that a workplace assessment be conducted at least every three years.
If you’d like to learn more about how your company can develop a responsible business strategy using a workplace assessment, please feel free tocontact us today.
Acture can help you conduct a workplace assessment that complies with current legislation and ensures a safe and healthy work environment for your employees. If you’d like to learn more about how your company can develop a responsible corporate strategy through a workplace assessment, please feel free to contact us today.
