PSYCHOLOGICAL HEALTH & SAFETY
FACTORS FOR ORGANIZATIONAL EXCELLENCE
OUR DUTY TO CARE FOR THOSE WHO CARE FOR OTHERS – GOOD FOR OUR PEOPLE, GOOD FOR OUR SECTOR.
The Canadian National Standard for Psychological Health and Safety in the Workplace provides a roadmap for employers to create a mentally healthier workplace by assessing their strengths, areas for growth and providing best practices to help make workplaces psychologically safer for everyone. Learn more in this Deloitte report which highlights the business benefits of implementing a psychological health and safety system.
A LEADER’S ROLE TO IMPROVING
MENTAL HEALTH & WELLBEING.
Numerous organizational factors impact an employee’s mental health and wellbeing, an organization’s bottom line, and ultimately the quality of services offered to clients. Learn more about the factors, why they are important, and how you as a leader can influence them in your organization. Click on the tabs for each factor to learn more.
ORGANIZATIONAL CULTURE
A workplace with a positive organizational culture has an environment where employees are respectful and considerate in their interactions with one another, as well as with clients and the public. It is characterized as trust, honesty, fairness, respect and civility. There are both visible elements to Organizational Culture such as workplace policies, dress codes, the physical work environment, and invisible parts such as how leadership is perceived by employees. Many factors can impact Organizational Culture including leadership styles, communication practices, and the way employees interact with each other. Click here to learn more.
A positive organizational culture creates a healthy and supportive work environment, which has positive impacts on employee morale, job satisfaction, and overall productivity. When employees experience trust, fairness, and respect in the workplace they are more engaged, collaborative, and motivated to contribute to the organization’s success. Ultimately, a positive culture enhances an organization’s reputation, which can improve client service and public perception, ultimately leading to better organization outcomes.
Implement a regular pulse check where employees can anonymously share their views on key concerns. Share the results, and take action on areas that negatively impact employees
PSYCHOLOGICAL and SOCIAL SUPPORT
A workplace with strong psychological and social support fosters positive interaction between employees and supervisors. Organizations that prioritize this type pf support offer mental health benefits, have effective return to work procedures, and provide sufficient assistance to help employees meet their job requirements. Employees also feel supported by the organization when they face mental health/family challenges, or traumatic events at work. Click here to learn more.
Employees who receive psychological and social support in the workplace are more likely to have better overall well- being, higher job satisfaction, more productivity and greater resilience. This support helps reduce the impact of stress, decreases absenteeism, and fosters a work environment where employees feel valued and able to thrive.
Introduce and promote a peer support program where employees can anonymously share their concerns with an empathetic listener. See resources below to link to CMHA’s Care to Speak program made for healthcare and community social services workers.
CLEAR LEADERSHIP and EXPECTATIONS
A workplace with clear leadership and expectations has effective leaders who communicate roles and responsibilities clearly. Employees understand what is expected of them, how their work contributes to the organization’s goals, and are informed of any upcoming changes. Leaders are trained in effective leadership styles, such as transformational leadership, which helps foster engagement and adaptability. Employees receive clarity on their duties and constructive feedback on their performance, contributing to their growth and job satisfaction. Click here to learn more.
When leaders are clear and supportive, employees feel more confident and less stressed about their roles. Knowing what is expected and receiving regular feedback helps people do their jobs better and feel more connected to their work. Good leadership creates a positive environment where everyone feels motivated and valued, leading to stronger performance and team growth.
Have regular one-on-one check-ins with employees to create a safe space for clarifying tasks, build rapport, and provide support.
CIVILITY and RESPECT
Civility and respect are present in a work environment where employees treat one another, as well as clients, and the public, with consideration and fairness. These values are based on showing care and acknowledging the dignity of others. The organization ensures that conflicts are handled effectively and inappropriate behaviour is addressed promptly, creating a workplace where everyone feels respected and valued. Click here to learn more.
Civility and respect make the workplace a positive and welcoming place where everyone feels valued. Handling conflicts effectively builds trust, encourages teamwork, and makes people more productive. This creates happier employees, reduces turnover, and strengthens the organization’s reputation.
Offer employees regular training on conflict resolution, respectful communication, the impact of incivility etc.
PSYCHOLOGICAL DEMANDS
A workplace with appropriate psychological demands has an environment where there is a good fit between employees’ interpersonal competencies and the requirements of the position they hold. In a well-managed organization, psychological demands are effectively balanced with physical job pressures to support worker health. Employees experience this through regular updates to work systems that address both mental and physical needs. Click here to learn more.
A well-aligned job fit that considers psychological demands is essential for employees as it helps manage stress and prevent burnout. This approach improves employees’ mental and emotional well-being, enhances job satisfaction, increases productivity, and increases retention rates.
Analyse the demands each position entails such as difficult interactions with clients, time pressure etc. Identify and implement resources and support systems that align with these demands, such as stress management training, crisis intervention training, access to counselling services, and timely de-briefing services.
GROWTH and DEVELOPMENT
Growth and Development is evident in work environments where employees receive encouragement and support to develop their interpersonal, emotional, and job skills. These workplaces offer a variety of internal and external opportunities to enhance competencies, benefiting their current roles and preparing them for potential future positions. Click here to learn more.
Supporting employee growth and development is essential because it boosts commitment, job satisfaction, and overall well-being. Investing in both technical and interpersonal skills shows employees that they are valued, which enhances their mental health and engagement at work.
Pair employee with a mentor who can have regular check-ins with them. The mentor can help the employee identify their career goals, gaps in training, and provide regular feedback and support.
RECOGNITION and REWARD
Recognition and reward are integral to a work environment that consistently acknowledges and appreciates employees’ efforts fairly and promptly. This includes regular and meaningful gestures, such as celebrating individual or team achievements, recognizing outstanding performance, and commemorating milestones and years of service. Click here to learn more.
Fair and timely recognition of workers’ efforts significantly boosts morale and job satisfaction. Meaningful acknowledgments such as celebrating achievements, ensuring fair pay, and marking milestones, demonstrate that the organization truly values its employees. This approach fosters a positive work environment, strengthens loyalty, and motivates employees to maintain high performance and commitment
Create a simple peer to peer recognition system such as a board in the office where employees can anonymously or non-anonymously write what they appreciate about their peers. This type of recognition can be linked to organization values.
INVOLVEMENT and INFLUENCE
Involvement and Influence is evident in a workplace where workers are actively included in discussions about their tasks and key decision-making processes. This involvement can range from their individual roles to team activities and broader organizational issues, ensuring that employees have a voice in shaping how work is done and how important choices are made. Click here to learn more.
When employees are involved in decision-making and their perspectives are genuinely considered, they develop a deeper connection to their roles. This involvement enhances their motivation and fosters creative problem-solving. By actively engaging employees in these ways, organizations can reduce turnover, leading to long-term benefits such as reduced recruitment and training costs, a more experienced and cohesive team, and improved service delivery.
Meet with employees quarterly to discuss key policies and procedures that affect their work. Actively follow-up on areas that could be worked on, and provide updates on steps leadership has taken.
WORKLOAD MANAGEMENT
Workload management is present in a work environment where assigned tasks and responsibilities can be accomplished successfully within the available time. It is not just the amount of work that makes a difference, but also the extent to which workers have the resources (time, equipment, support) to do the work well. Click here to learn more.
Workload Management is described as being the biggest workplace stressor for many working Canadians. Employees with appropriate workloads are less likely to experience burnout and stress. Proper workload management promotes better focus, productivity, and job satisfaction, allowing employees to maintain their well-being while consistently meeting organizational goals. This leads to higher retention rates, improved work quality, and a more sustainable and healthy work environment.
Start a job redesign process by anonymously asking employees about possible mismatches with their job through a survey. Some mismatches could be the workload is too high or there is lack of autonomy.
ENGAGEMENT
Engagement is demonstrated in a workplace where employees feel a genuine connection to their work and are motivated to perform at their best. Engagement can manifest physically, emotionally, and cognitively, reflecting a deep involvement in day-to-day tasks. While related to job satisfaction, job involvement, organizational commitment, and intrinsic motivation, engagement is distinct—it encompasses an employee’s overall dedication and enthusiasm for their role. Click here to learn more.
When employees feel deeply connected to their work, they are more likely to go above and beyond, contributing positively to the workplace culture. Engaged employees are also more resilient and less prone to burnout, which reduces turnover and fosters a more stable, motivated workforce.
Managers can encourage employees to set personal career goals and goals for their job based on a combination of their own values and company values. Provide support and resources to help employees meet these goals.
BALANCE
A workplace where balance is prioritized supports harmony between personal, family, and work demands. Recognizing that employees have multiple roles—such as parents, partners, workers, and these roles helps foster fulfilment. However, when these responsibilities conflict, it can lead to role overload and stress, making balance essential for overall well-being. Click here to learn more.
Promoting balance in the workplace reduces stress and prevents burnout, helping employees manage their personal and professional responsibilities. When workers feel supported in balancing their roles, they are more productive, focused, and satisfied with their jobs, ultimately leading to lower absenteeism and improved retention
Provide designated break areas for employees, and encourage a culture of break taking for employees.
PSYCHOLOGICAL PROTECTION
Psychological Protection exists in a workplace where employees feel safe to speak up, ask questions, provide feedback, and share ideas without fear of negative consequences. A psychologically safe organization actively supports emotional well-being and takes steps to reduce risks to mental health, fostering an environment where workers feel secure and valued. Click here to learn more.
When employees are psychologically protected, they show higher job satisfaction, better teamwork, and improved performance. They feel safer speaking up and participating, leading to increased morale and engagement, with a lower likelihood of stress-related illnesses
Provide training for managers and other staff on the team on Mental Health First Aid, and how to provide support to persons facing challenges. Trained persons can be positioned and available to provide support for those who need it.
PROTECTION OF PHYSICAL SAFETY
Protection of physical safety is present when a worker’s psychological, as well as physical safety, is protected from hazards and risks related to the worker’s physical environment. This includes implementing policies, providing adequate training, and effectively responding to safety concerns. A workplace that excels in protecting physical safety will minimize unnecessary stress, support emotional well-being, and ensure supervisors actively care for workers’ psychological safety. Click here to learn more.
When employees feel secure in their surroundings, they experience reduced stress and anxiety, which fosters a more relaxed and focused mindset. This sense of safety enhances their engagement and commitment to their tasks, as they can concentrate on their work without the distraction of safety concerns.
Develop safety protocols and training for high risk situations specific to the work. E.g., Guidelines for de-escalation, personal safety etc