From excessive job demands to a lack of control over one’s workday, or feeling isolated by remote work, these hazards can negatively impact employees’ mental health, job satisfaction, and productivity. If ignored, these risks can lead to increased stress, burnout, absenteeism, and serious mental health issues, with consequences for both the individual and the wider company.
Sonder’s report, featuring insights from a survey of 2,000+ employees from Australian workplaces, revealed that there is a direct correlation between psychosocial hazards and reduced employee wellbeing. Workers who experienced workplace bullying or harassment reported a wellbeing score 50% lower than the general cohort.
As companies look to retain top talent and make employee wellbeing a priority, the need to identify and manage psychosocial hazards has never been more important. Keep reading to discover what you need to know about how to prevent psychosocial hazards and mitigate their risks in the workplace.
Psychosocial hazards are elements of the work environment that can negatively impact an employee’s psychological health and social wellbeing. Unlike physical hazards, psychosocial hazards may not be immediately visible, but their impact on employees’ mental health and job satisfaction is significant.
While hazards can independently pose a risk to wellbeing, the risk becomes greater when combined with other factors. In order to promote a supportive and healthy workplace, it’s crucial to identify and understand the compounding effects of psychosocial hazards and their associated risks.
Understanding the common causes of psychosocial hazards is the first step in effectively managing and mitigating the associated risks, enabling employers to foster a healthier and more productive work environment.
According to Safe Work Australia’s guide to managing psychosocial hazards at work, the most common types of psychosocial hazards at work include:
Let’s look at the three of the most common causes of psychosocial hazards in the workplace.
In Sonder’s survey of more than 2,000 Australian employees, it was found that poor leadership support had the largest impact on their work and performance. 47% of employees who had experienced poor leadership support said it had a “large impact”, 44% said it had a “moderate impact” and just 3% said it had “no impact.”
Workplace aggression is a significant factor, with nearly one in two employees experiencing aggression from colleagues and 37% experiencing it from leaders.
Employees working in the healthcare and retail industries were more likely to experience aggression, particularly from customers, while transportation and distribution industry employees were slightly more likely to experience aggression from colleagues.
The risk to employee health and wellbeing is greater when psychosocial hazards go unmanaged. However, this is a reality for many employees, as they report not having access to tools, resources, or support when needed.
Sonder’s research reveals that 85% of those who experienced poor leadership support told their workplace they did not receive enough support. The data also found that men are less likely to seek support than women.
The impact of psychosocial hazards on employees can be significant and far-reaching, particularly for those with limited or no access to resources, tools, and leadership support.
At an individual level, exposure to psychosocial hazards can lead to feelings of anxiety and depression, burnout, decreased job satisfaction, and lack of motivation.
At an organisational level, research has shown that psychosocial hazards can contribute to feelings of chronic stress in the workplace, leading to higher absenteeism and turnover rates, as well as reduced productivity and performance.
From excessive work demands to remote working conditions, poor support, and inadequate recognition, the consequences of psychosocial hazards on employees include:
At both an individual and organisational level, psychosocial hazards can have significant negative consequences. Sonder’s guide to managing psychosocial risks takes a deep-dive into how you can navigate work health and safety legislation and codes of practice to meet compliance. In a nutshell, there are four practical steps employers can take to mitigate and manage psychosocial risks.
Support is critical to managing psychosocial hazards in the workplace and ensuring employee wellbeing isn’t negatively affected. However, for many employees, such support isn’t made available, be it from their manager or in the form of wellbeing programs and resources.
To address this, organisations should consider offering wellbeing support that extends beyond work hours to ensure more people can get the support they need when they need it.
For example, at Sonder, we offer employees 24/7 access to our comprehensive app, which gives staff a range of resources and personalised support at their fingertips. From personal wellbeing assessments and self-serve preventative care tools to medical advice and safety support, employees can access this whenever they need it, at any time of the day.
Empathetic leadership is a powerful strategy for managing psychosocial risks in the workplace. By fostering an environment of understanding and support, empathetic leaders can enhance employee wellbeing and ensure staff feel supported to voice concerns without fear of repercussions.
Employers can start by actively listening to employees’ concerns, validating their feelings, and providing appropriate, timely support. Regular check-ins and open communication channels help create a sense of trust and safety, allowing employees to express their challenges without fear of judgement. Additionally, empathetic leaders can promote work-life balance by encouraging flexible work arrangements and respecting boundaries.
Leaders need the skills and confidence to manage psychosocial hazards and mitigate associated risks effectively, which makes upskilling imperative. By providing leaders with professional development opportunities to upskill in areas like emotional intelligence, conflict resolution, and stress management, managers can gain the skills needed to identify, address, and prevent psychosocial hazards.
Through leadership development programs, managers can adopt a proactive approach to fostering open and supportive dialogues with employees, enhancing their ability to create a psychologically safe environment. Educating leaders on recognising the early signs of stress and burnout ensures timely interventions, addressing issues before they escalate.
Ultimately, upskilled leaders are best positioned to promote healthy work practices. From encouraging regular breaks to creating an inclusive work environment, employers who invest in the development of their leaders can create a more resilient and supportive workplace.
When it comes to bullying and harassment in the workplace, employers should have a zero-tolerance policy. This involves setting clear expectations for appropriate behaviour at the time of recruitment, throughout induction, and in ongoing training and communications.
When bullying and harassment do occur, it’s important that organisations act swiftly and investigate complaints in a timely and appropriate manner to mitigate the risk of any further undue harm and ensure that the employee reporting such behaviour is supported.
Promoting a supportive work environment is crucial to managing psychosocial hazards, mitigating psychosocial risks, and improving employee wellbeing. This can range from cultivating a culture of respect and inclusion, to implementing regular team-building activities, and upskilling leaders to recognise the early signs of burnout.
By addressing psychosocial hazards with urgency, employers can mitigate risks and create a more engaged and productive workforce. Ultimately, investing in the mental and emotional wellbeing of employees is an investment in the larger company, ensuring staff are motivated and able to bring their best selves to work.
With Sonder, personalised support is provided 24/7, so employees can access advice whenever needed. With a comprehensive app that offers a holistic suite of tools, employers can manage psychosocial hazards in the workplace and empower employees to make their health, wellbeing, and safety a priority.
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Sonder is a technology company that helps organisations improve the wellbeing of their people so they perform at their best. Our mobile app provides immediate, 24/7 support from a team of safety, medical, and mental health professionals – plus onsite help for time-sensitive scenarios. Accredited by the Australian Council on Healthcare Standards (ACHS), our platform gives leaders the insights they need to act on tomorrow’s wellbeing challenges today.
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