Thoughtful Thursday: The Power of Psychosocial Safety in Workplaces
Thursday’s lately have been a struggle for me.
I’m in a new phase in my career and it’s unexplored territory - I’m uncoupling the concept in my mind of my worth being tied to my financial contribution. Every day of my week and almost every hour, is spoken for, but Thursday’s… Thursday’s I’m supposed to be investing the mornings into my health, but the adjustment has been hard. I feel as though if I’m not doing billable work, deep cleaning the house, or meal prepping in these hours, then I’m not pulling my weight. Which is the wildest thing - because my health is priceless. Environments and upbringing that create burnout will really make you believe that you’re only worth something if you’re pushing 110% of the time. As an HR leader and counsellor in training, naturally, I’m an advocate for healthy workplaces.
Here’s why psychological safety matters
I understand the importance of employee well-being. I also get that with budget and resource constraints, a smaller business may not have the money, time, or know-how of where to start when it comes to addressing psychosocial safety.
Employee experience is not just about fluffy perks; it's about creating an environment where people are safe from both physical and psychological harm. This is where the concept of psychosocial safety comes in – and recent reforms to the Workplace Health & Safety Act (2011) have changed the game for employers, which can be overwhelming.
Psychosocial safety goes beyond physical safety. It's about fostering a work environment where employees feel comfortable speaking up, taking risks, and admitting mistakes. It's also about designing work so as not to expose your employees to harm.
Safe Work Australia lists common psychosocial hazards including:
job demands
low job control
poor support
lack of role clarity
poor organisational change management
inadequate reward and recognition
poor organisational justice
traumatic events or material
remote or isolated work
poor physical environment
violence and aggression
bullying
harassment, including sexual and gender-based harassment, and
conflict or poor workplace relationships and interactions.
We know it’s not always possible to mitigate risks in our operations, regardless of industry and type of harm, be it physical or psychosocial - but PCBU’s are now required to assess those risks that are present, and put in place a plan to protect the interests of employees.
Let’s be clear here - employers are not required to ‘fix’ or heal their employees of mental health challenges or illness, but they are required to reduce, remove or manage psychosocial risks, as they would put in controls for physical safety risks.
Making it Happen
If you’re a small business and you’re stuck on how to fulfil your obligations when it comes to the new legislation, here are some key avenues you can explore that yield results:
Leadership that Listens: Leaders who are approachable and actively listen to concerns set the tone.
Psychological Safety Training: Educating employees and line managers about the concept and its benefits empowers them.
Open Communication Channels: Encourage honest feedback through anonymous surveys, town halls, and one-on-one meetings.
Celebration of Mistakes: Framing mistakes as learning opportunities, rather than developing a blame-culture, fosters a growth mindset.
Zero Tolerance for Bullying: Create a clear and enforced policy against bullying, harassment or discrimination of any kind, and apply that policy consistently.
Building a culture of psychosocial safety is an ongoing process, but the rewards are immense. When employees feel valued, supported, and risk mitigation strategies are in play, we comply with our responsibilities under the new WHS legislation. A welcome by-product, is unlocking the full potential of our workforce, encouraging diversity of ideas and therefore continuous improvement opportunities, and attracting top-tier talent through the strength of your employer brand, that includes a company’s intangible benefits (like a fab culture).
If you’re a small business in Brisbane and find yourself really stuck for your WHS training, inclusive of psychosocial safety, reach out at advisory@bestillconsulting.com.au to see how I can support you.
