FlourishDx reposted this
Psych Health, Safety and Wellbeing | Psychologist | Podcaster | FlourishDx Enthusiast
While many seek the perfect blend of benefits to keep workers happy and address burnout, what if it was as simple as making work not suck? Ideally this can be solved at the work design stage by creating appropriate workload allocations, flexibility, decision making latitude, fairness and transparency, collegial relationships and appropriate reward and recognition. However, working conditions and psychosocial hazards are dynamic. What may have started off as well-designed, managed and socially cohesive work, can drift ad present a risk to employee mental health. This is why it is prudent to conduct psychosocial risk assessments as required to understand when work has drifted from healthy to unhealthy and to implement work re-design. How do you know when you have it right? Employees aren’t dragging themselves to their next holiday on an empty fuel tank. Workers seek collaboration opportunities rather than hiding in silos. When failure occurs, the team looks for system improvements rather than blaming individuals. People see a direct link between the effort and value they bring to the organisation and the opportunities and remuneration they receive. Simply put… Work just works. If you identify burnout, increases in illness absence, poor morale and attrition in parts of your organisation - before dipping into your budget to purchase another benefit, consider what might have drifted from good work design and right the ship through consultation with the workers themselves. Want to learn about effective consultation methods? Join the next FlourishDx webinar on 12 September via the Events section of the LI page. #psychosocialriskmanagement #psychhealthandsafety #iso45003 #workplacementalhealth #mentalhealth
Jason, I enjoy your candor. You are bang on - it is invisible when our goals are expansive enough to REQUIRE the authentic contribution of every person. But when the goal is simply person A gets richer, Person B receives greater acclaim, and so on - then psychosocial safety is not woven into everything we do because it has nothing to do with everything we do. When your role is simply to contribute to my goal then - we buy some pizza, volunteer at the food bank, put the picture on our social media platform and we're good. As Jack Mezirow said, the purpose determines the line of action. When the line of action does not support the purpose - that's because it supports some other purpose.
Ha. Thats the best end to an opening line. Making work not suck. I have always amasid it’s not rocket science - that seems to be the problem. We are so often looking for hardest way to find the biggest obatcle for the reason as to why we can’t. I totally agree, these strategies and interventions be half invisible.
Makes total sense to me: when the work is designed in a way that needs of workers (such as safety, connection, purpose, autonomy, mastery and rest) are considered and met as much as possible, work feels good and energising :)
Spot on 👏 Jason van Schie - worker health, safety and wellbeing should never be part of an employee value proposition! Invisible AND felt!
Spot on
That is so true Jason. On point as always!
Word!
Owner at Mind The Gap Fire Door Inspections, UK Fire Door Training Approved Inspector, Undertaking Professional Surveys (London) constantly creating continual compliance
2moA pizza party does not dilute their perceived power ànd gives the illusion you are working for nice, caring people. Never the case. Trinkets are a mask. Don't fit in. Stand out. Respect is non negotiable.