Effectively assessing and managing psychosocial risks in high-risk environments

Effectively assessing and managing psychosocial risks in high-risk environments

Health care and social assistance have the highest number of serious claims for work-related mental health conditions than any other industry, with over 14,000 serious claims for mental health conditions – as outlined in a 2024 report by Safe Work Australia.

With psychosocial hazard regulations continuing to roll out around Australia, its critical organisations are up-to-date on their obligations and have strategies in place to assess and manage the risks at play. Given that health and community service organisations are often exposed to high-stress situations and work closely with vulnerable populations, it is essential to focus on strategies that protect both the wellbeing of employees and the quality of client care. A comprehensive and structured approach is needed to identify and manage these psychosocial risks most effectively.

Here are some things to consider in assessing and responding to psychosocial hazards in the health and community services sector:

1. Assessing and identifying psychosocial risks:

• Regular risk assessments: Organisations should routinely assess the psychosocial hazards associated with emotionally demanding roles. This could include identifying specific stressors such as high workloads, emotional labour (e.g., managing emotions when dealing with clients in distress), or exposure to traumatic situations.
• Employee feedback: Involving employees in the risk assessment process is crucial. Regular surveys, focus groups, or one-on-one meetings with staff can provide valuable insights into the emotional and mental challenges they face.
• Identifying organisational hot spots: Pinpointing where these risks are most evident amongst teams, departments and functions to prioritise targeted action and improvement strategies.

2. Implementing workload management strategies:

• Reasonable workload expectations: Organisations need to ensure workloads are manageable and employees aren’t overwhelmed. This can be achieved by maintaining proper staffing levels, avoiding excessive overtime, and ensuring that employees don’t have to take on too many emotionally demanding tasks simultaneously.
• Job rotation: Introducing job rotation strategies, where employees switch between emotionally demanding and less stressful tasks, can help minimise burnout. This can also allow employees to build resilience by balancing emotionally taxing roles with other more routine or less intense tasks.

3. Providing training and professional development:

• Training on emotional resilience and self-care: Offering regular training on stress management, emotional resilience, and self-care techniques helps employees handle the emotional demands of their roles. Techniques such as mindfulness, emotional regulation, and conflict management can equip staff with the tools they need to navigate stressful situations more effectively.
• Training on trauma-informed care: Given the nature of community and health services, staff should be trained in trauma-informed care to understand how to approach clients with sensitivity and reduce secondary trauma from working with vulnerable populations.

4. Promoting a supportive work environment:

• Supervision and peer support: Implementing strong support structures, including regular supervision sessions and access to peer support networks, helps employees feel less isolated when dealing with difficult situations. Supervisors should be trained to recognise early signs of emotional strain in employees and provide timely intervention.
• Creating a safe space for open dialogue: Encouraging open communication about emotional challenges without fear of stigma or reprisal is vital. Employees should feel comfortable discussing their stress or emotional fatigue and asking for help when needed. This could include regular team meetings or check-ins where employees can express concerns.

5. Implementing flexible work practices:

• Flexible Scheduling: Allowing flexible hours or time off after particularly stressful events can help employees recover from emotionally demanding work. For instance, offering mental health days or the ability to take leave for recovery after experiencing a traumatic event in the workplace.
• Job Sharing and Part-time Options: Providing options for job sharing or part-time roles can give employees a way to reduce their emotional workload while still contributing to the organisation.

6. Providing access to mental health and psychological support:

• Employee Assistance Programs (EAPs): These programs can offer counselling and mental health services to staff, giving them a confidential space to seek help for stress, burnout, or emotional trauma.
• On-Site Mental Health Professionals: If possible, Organisations can provide access to on-site counsellors or mental health professionals who can assist staff on an ongoing basis, especially after challenging client interactions or traumatic events.

7. Fostering a healthy organisational culture:

• Developing a Culture of Respect and Wellbeing: Organisations should prioritise a culture of respect, inclusion, and emotional safety. When employees feel respected and supported by their peers and management, they are more likely to cope effectively with the emotional demands of their jobs.
• Recognition and Appreciation: Regularly recognising and appreciating staff efforts helps improve morale and reduces the risk of burnout. This can include informal appreciation, team celebrations, or formal recognition programs.

8. Providing blear boundaries and role definitions:

• Clarifying job roles and expectations: Clearly defined roles and boundaries can help manage emotional demands. This involves setting realistic expectations around what employees can handle in a given timeframe and ensuring that workers don’t feel overburdened by tasks outside their role.
• Encouraging boundaries between work and personal life: Encouraging staff to maintain boundaries between their professional duties and personal lives is essential in emotionally demanding roles. This could include ensuring employees don’t take work home or ensuring that there is adequate time for rest and recovery.

9. Monitoring and reviewing policies:

• Continuous review of policies: Organisations should regularly review their policies and practices to ensure they are addressing the evolving psychosocial risks that may emerge. Regular audits or consultations with experts can ensure that the organisation’s strategies are both effective and in compliance with regulations.
• Measuring employee satisfaction and wellbeing: Ongoing monitoring of employee wellbeing through surveys or feedback mechanisms can help identify potential risks early and allow the organisation to adapt its strategies to changing needs.

10. Organisational leadership and support:

• Leadership commitment: Strong commitment from senior leadership is essential in managing psychosocial hazards. Leaders must model self-care, support mental health initiatives, and ensure that resources are allocated appropriately to prevent burnout and stress.
• Clear communication: Ensuring clear, transparent communication regarding expectations, changes in workplace processes, or available support services can reduce stress and uncertainty among employees.

By effectively managing job demands through these strategies, health and community service organisations can create a supportive and resilient workforce that is better equipped to handle emotionally demanding tasks while maintaining high standards of care for clients. Proactive management of psychosocial hazard regulations will not only improve the wellbeing of staff but also lead to better outcomes for clients and the overall success of the organisation.

Need assistance in assessing your organisation’s psychosocial risks? Insync offers tailored measurement tools and is here to help. Alternatively, if you would like to discuss the subject further, please do not hesitate to contact us.