Psychosocial damage such trauma, discrimination & social isolation negatively impacts an individual’s psychological and social wellbeing.
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.
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.
Learn how you can identify stress in yourself and in others, including signs and tools for assessment.
Learn about resilience in the workplace and how to screen candidates for it. Discover how cognitive agility, personality traits and values can drive resilience.
Learn about engagement and its impact on psychosocial risk in the workplace. Discover how healthy habits & facilitative leadership can improve wellbeing.
Role clarity helps create a safe & productive workplace. Defining jobs in terms of outcomes promotes engagement, wellbeing, and reduces 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.
Effective performance development systems should be simple, goal-based, free-form, and assessments should result in positive or negative consequences.