Psychological Safety Can be Simple.

Most managers don't have time to read ISO45 003, the 67-page 2022 Queensland Code of Practice or the equivalent codes from the other states. Even when they try, it is overwhelming.?

?With imprecise and non-specific definitions such as “Psychosocial hazards are anything at work that may cause psychological or physical harm”, it's not surprising. And finding out where to start can be a challenge, when people realise that these hazards can stem from (a) the way the tasks or job are designed, organised, managed and supervised, (b) the tasks or jobs where there are inherent psychosocial hazards and risks, (c) the equipment, working environment or requirements to undertake duties in physically hazardous environments, and (d) the social factors at work, workplace relationships and social interactions.?

?There are 22 separate factors that need to be considered and any impending psychological safety incident can start with how the individual feels. Working through and incident will test the patience of most people.?

Two recent Australian cases where the psychological injury was considered to have occurred, emphasise the above points.?

1. ?The Commission acknowledged that the employee had not explicitly complained about feeling overworked and unsupported by her employer. However, the Commission determined that this was the employee's perception of the workplace events and that it had a significant impact on her psychological well-being. (reference).?
2. The Commissioner said the employee's condition was caused by a number of clearly identifiable issues including the team leader's management style; the employee's difficulties in completing training to an acceptable level; her "heavy workload"; and her anxiety over her ability to undertake personal advice sessions with clients. (reference)?

?In response, many HR Practitioners will recommend increased management training, complex HR policies, practices, procedures, and significant risk management records and reporting. I disagree.?

?I argue that a well-designed digital system which is as simple to use as internet banking can be used and will achieve the same, if not better, outcomes. As a HR practitioner, and?consultant with more than 25 years’ experience in dealing with such challenges, I’ve seen such simple approaches works better every time.?

?By focusing on simplicity over complexity, The NEOS HR approach is to provide a 5 question self-assessment digital experience.? This covers the high-level issues listed in the second paragraph of this article.? If there are no reportable issues, no further action is needed, practical, or legally required.?

?Where someone identifies and potential area of concern, we direct them to answer five more questions.? That’s it.?

?Now management can focus on the specific psychological safety issues identified by concerned individuals without causing major impost on the majority.??The rationale is to identify, and deal with the 2% who have issues without negatively impacting the 98% who are OK.?

?Combined, your organisation now has a complete psychological safety risk management HR system, including all records, reports, and a proactive process for identifying and managing any ongoing concerns.?

?If you want to overcome the problems caused by employee's perceptions and other identifiable issues such as the team leader's management style, the employee's difficulties in completing training to an acceptable level; "heavy workload"; and anxiety over the individual’s her ability to undertake personal advice sessions with clients, then implement a process that is not only proactive but very simple for all to use.?