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How to minimise psychosocial risks in the workplace

Psychosocial hazards in the workplace can lead to physical and psychological harm.

So what can organisations do to minimise or eliminate the psychosocial risks present at work, how do we recognise people under stress, and how can we transform stressors into a positive experience?

Organisations can employ a number of strategies including a focus on resilience, facilitative leadership, and clearly defined job outcomes and acceptable workplace behaviours.

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How workplace stresses can lead to psychosocial damage
Step 1

Psychosocial Risks: Causes and Damages

Psychosocial damage such trauma, discrimination & social isolation negatively impacts an individual’s psychological and social wellbeing.

Turn tough times into an opportunity for growth
Step 2

Post Traumatic Growth: Benefiting From Stress

How can you grow from a traumatic experience? A stressful experience can cause a person to become more resilient – having a positive response to a terrible situation. So for an organisation it’s not the tough times that cause employees to be damaged, its the way people behave in response to the stressful event.

Recognising the signs of stress and responding appropriately
Step 3

Looking for Signs of Psychosocial Damage

Learn how you can identify stress in yourself and in others, including signs and tools for assessment.

Practical strategies for increasing resilience
Step 4

The Protection of Resilience

Learn about resilience in the workplace and how to screen candidates for it. Discover how cognitive agility, personality traits and values can drive resilience.

Leading for engagement and resilience to avoid psychosocial risks
Step 5

Facilitative Leadership is Key to Engaged Employees

Learn about engagement and its impact on psychosocial risk in the workplace. Discover how healthy habits & facilitative leadership can improve wellbeing.

Create role clarity with real-world outcomes
Step 6

The Use of Outcome Based Job Definitions

Role clarity helps create a safe & productive workplace. Defining jobs in terms of outcomes promotes engagement, wellbeing, and reduces psychosocial risks.

Minimise toxic behaviours and psychosocial damage
Step 7

Group Generated Behaviour Protocols to Manage Psychosocial Risks

Learn about the impact of behaviours on corporate culture and workplace wellbeing. Discover why mission, vision, and value statements may not work and how group-generated behaviour protocols can be effective in creating specific and observable behaviours for a positive workplace.

A better way to do performance development
Step 8

Effective Performance Development for Reduced Psychosocial Harm

Effective performance development systems should be simple, goal-based, free-form, and assessments should result in positive or negative consequences.