Only 25% of Leaders Create Psychological Safety for Their Teams. What’s Next?

Sep 13, 2024

Psychosocial risks refer to work design, organization, and management that can cause employees psychological or physical harm. These risks include lack of control at work, inadequate support systems, lack of role clarity, and job demands that drain an employee’s energy and productivity.

Other significant factors are inadequate reward and recognition, poor organizational change management, traumatic events, isolated work environments that lack community or engagement, and physical environments that cause stress or unease. Stress, bullying, harassment, and conflict are also associated with psychosocial risk.

Psychological Safety

The Importance of Psychological Safety

A reported one in four leaders create psychological safety for their teams, indicating there is much more work to be done. Companies need to prioritize creating an environment where employees feel comfortable expressing themselves without fear of negative consequences. A safe workplace encourages open communication, fosters trust, and ultimately leads to higher levels of engagement and productivity. Why? When employees feel psychologically safe, they are more likely to collaborate, take risks, and contribute to the organization’s success.

Addressing Psychosocial Risks

Identifying and managing psychosocial risks can be challenging due to their often invisible and subjective nature. However, there are several strategies organizations can employ:

Awareness and Training: Employers should educate their workforce about psychosocial risks and provide training on how to manage them. This includes addressing stigma associated with mental health issues and encouraging employees to seek support. For example, SAI360’s 10-minute long “Psychological Health and Safety” microlearning course explores factors affecting workers’ psychological health and safety and provides guidance on managing these risks. It aims to summarize workplace psychosocial hazards, define psychological health and safety, and demonstrate behaviors that promote psychological safety in daily work.
Regulatory Compliance: Adhering to regulations and standards like ISO45003:2021, which provides guidelines for managing psychosocial risks, is essential. Employers must stay informed about regional laws and ensure compliance.
Support Systems: Providing access to mental health resources and support systems is crucial. This can include Employee Assistance Programs (EAPs), counseling services, and stress management programs.
EHS Technology: Leveraging Environmental, Health, and Safety (EHS) technology can streamline the identification and management of psychosocial risks. EHS platforms can help conduct risk assessments, track incidents, and monitor employee well-being through surveys and analytics.

Creating a Balanced Approach

A balanced approach to workplace safety considers both physical and psychosocial risks. By integrating policies and practices that address these aspects, organizations can create a safer, healthier, and more productive work environment. Employers should focus on understanding their workforce and leveraging technology to enhance their safety culture.

Addressing psychosocial risks and promoting psychological safety is about compliance but also about fostering a positive organizational culture. A proactive approach to these issues can lead to improved employee well-being, reduced absenteeism, higher productivity, and ultimately, a more successful organization.