Employees in today’s fast-paced and demanding work environments are constantly exposed to a variety of stressors that can significantly impact their wellbeing, productivity, and the overall success of organisations. These stressors are called Psychosocial Hazards, and are defined as anything that can cause harm to someone’s mental health.
Some of the common psychosocial hazards employees may experience include unreasonably heavy workloads, lack of control, bullying, and harassment. Such psychosocial hazards can lead to issues such as anxiety, depression, and sleep disorders.
According to Safe Work Australia, work-related mental health conditions comprised 9% (11,700 cases) of all serious workers’ compensation claims in 2021-22, costing the Australian economy over $12 billion annually. Furthermore, Beyond Blue research found that one in every five Australian employees had taken time off work in the previous year due to feeling mentally ill.
For employers, addressing these issues requires a proactive approach, including fostering a supportive work environment, providing mental health resources, and promoting work-life balance.
Psychosocial Hazards in the Workplace
To effectively manage psychosocial hazards, businesses need to first identify and evaluate the risks in their workplace. This can include doing detailed risk assessments using a variety of methods, such as administering surveys, conducting interviews, and making observations to gather insights from employees.
By actively engaging with workers, employers can gain valuable insights into the factors impacting their wellbeing. Once identified, employers can develop targeted techniques to mitigate these risks, such as implementing strategies to address issues like severe workloads, inadequate communication channels, a lack of social support, or unclear job roles.
Managing Psychosocial Hazards at Work
High Workload and Pressure
According to the 2023 Gallup, State of the Australian and New Zealand Workplace report, one in two Australians are facing significant stress in their workplaces, with 67% engaging in what’s termed as “quiet quitting,” while only 20% are thriving. Safe Work Australia’s data for 2021-2022 indicates that out of 10,000 serious mental stress claims, approximately a quarter (25.2%) were linked to work-related pressures.
To effectively manage employees’ extended work hours, heavy workloads, and high stress levels, business can implement strategies such as task prioritisation, setting realistic deadlines, and ensuring the availability of resources and support. Encouraging employees to take regular breaks throughout the day reduces stress and the risks of burnout, while promoting a healthy work-life balance to improve their overall wellbeing. Establishing transparent communication channels for employees to raise their concerns or seek assistance from HR or managers to address workload concerns can also help alleviate stress.
Poor Work-Life Balance
A lack of work-life balance can have a negative impact on productivity and well-being, with each employee losing an average of 3.2 days per year due to stress-related illnesses, according to the Australian Human Rights Commission.
Many factors can contribute to a lack of balance, including difficulty in managing work and personal obligations, prolonged working hours, and poor time management. To combat this lack of balance, businesses can encourage flexible work arrangements, empowering employees to manage their time effectively, and establishing clear boundaries for work-related communication outside of regular hours to prevent burnout. Implementing wellness programs and family-friendly policies can also help foster a supportive work environment that promotes work-life balance.
Lack of Job Control
Lack of job control can significantly impact employee morale, productivity, and overall job satisfaction. When employees feel powerless or micromanaged, it can lead to frustration, disengagement, and decreased motivation.
- Authority: Employers can empower their staff by delegating authority and decision-making responsibilities where appropriate to develop a sense of ownership over their job. This approach not only encourages initiative but also allows individuals to utilise their skills and expertise effectively.
- Learning Programs: Provide opportunities for skill development and training to help employees gain confidence and capabilities. By investing in continuous learning programs, you can provide your employees with the skills they need to take on more responsibility and make informed decisions on their own.
- Trust: Cultivating a culture of trust and empowerment is crucial. When employees feel valued and trusted, they are more likely to take the initiative and contribute positively to the organisation. This includes open communication, acknowledging employees’ contributions, and providing assistance when needed.
Poor Interpersonal Relationships
Improving the dynamics of interpersonal relationships within a team involves addressing conflicts, bullying, harassment, communication gaps, and fostering a positive work environment. To tackle interpersonal difficulties, businesses can implement conflict resolution tactics such as mediation and training programs to enhance communication and interpersonal skills.
Organisations should prioritise creating a culture of inclusivity, respect, and collaboration. This can be accomplished by conducting team-building exercises and establishing regular feedback channels to encourage open communication. By prioritising these initiatives, organisations can promote a supportive and harmonious workplace environment where individuals feel valued, understood, and motivated to work together towards common goals.
Workplace Bullying and Harassment
According to a Safe Work Australia report, workplace harassment and bullying accounted for more than 27.5% of all major mental stress claims in 2021-22. Bullying is a widely recognised psychosocial hazard, that endangers workers’ health and safety when the exposure is prolonged, frequent, or severe. Bullying is frequently associated with other work-related psychosocial hazards and, if not addressed, can lead to stress and, eventually, physical or psychological injury.
Workplace bullying and harassment can involve a wide range of behaviours, including continuous mistreatment, verbal abuse, intimidation, and discrimination directed at individuals or groups. For any business, it is vital to create zero-tolerance policies against such behaviour and to provide comprehensive training to all employees on how to recognise and report such incidents.
According to the ABS Personal Safety Survey, women face higher rates of workplace mistreatment, with 31.1% reporting harassment or bullying compared to 22.6% of men. When addressing complaints, it’s important to conduct thorough investigations; this involves gathering evidence, interviewing relevant parties, and ensuring transparency throughout the process. Once the findings are determined, suitable disciplinary procedures that reflect the severity of the offense should be taken against the perpetrators. By taking decisive action, organisations can prevent future misconduct, cultivate a culture of respect and inclusivity, and safeguard the wellbeing of all employees.
Managing and preventing psychosocial hazards requires a comprehensive approach that incorporates both proactive and reactive strategies. This can include creating a healthy work environment, offering proper support systems, and establishing clear channels for reporting and resolving challenges.
