How to Measure Psychosocial Risks at Work?

Preventing psychosocial risks extends beyond complying with legal requirements. It means investing in your organization’s performance and sustainability.

The significance of psychological health in the workplace is increasingly recognized across society. Both managers and entrepreneurs have a key role to play in safeguarding their organization’s work environment as well as the health of its employees.

The Act Respecting Occupational Health and Safety (LSST) now mandates that employers protect the psychological integrity of employees. This legal obligation should, however, be perceived as an opportunity to forge a path toward a positive transformation of work environments.

Identify psychosocial risks

It is crucial to acknowledge that psychosocial risks are not an abstract concept. They may manifest as:

• Work overload;
• Lack of recognition;
• Lack of social support;
• Lack of autonomy;
• Harassment in the workplace.

To allow you to determine which risks apply to your sector and organization, you should start by conducting a comprehensive and reliable assessment.

Using a questionnaire, such as the one developed by our experts, facilitates this process. Our diagnostic tool is structured around thematic modules to evaluate existing psychosocial risks within your organization, assess their impact and, most importantly, determine underlying causes.

For example, if a majority of your employees mention that their manager is unwilling to address workload concerns, this indicates a communication deficiency that should be remedied through regular, focused meetings.

Implement an efficient plan

Merely analyzing psychosocial risks in a work environment is not enough: proactive action is essential. An effective management and prevention plan relies on a systematic approach:

• Identifying risks;
• Correcting problem areas;
• Monitoring the results of the existing measures.

The quality and success of a management and prevention plan are contingent upon the organization’s commitment to setting clear, measurable and attainable objectives, mobilizing the necessary resources to achieve them and assigning specific responsibilities for each initiative.

Include corrective measures tailored to your reality

Depending on the findings of the work environment analysis, a range of corrective measures may be recommended. Overall, these measures should be designed to:

• Mitigate work overload;
• Enhance autonomy in both action and decision-making;
• Increase recognition and appreciation for employee contributions;
• Foster social support within the workplace;
• Improve conflict resolution and minimize occurrences of harassment as much as possible.

Adopting corrective measures to address these five psychosocial risk factors can play a significant role in creating a healthier work environment and thereby reducing costly rates of absenteeism and presenteeism.

Involve your entire workforce

Preventing psychosocial risks effectively relies on the active participation of your employees.

Setting up a health and safety committee, appointing a decision-maker and organizing post-survey discussion groups are some of the ways you can encourage employee engagement and commitment.

By involving your teams, you will be able to suggest sustainable solutions that are tailored to specific on-site needs.

In short, preventing psychosocial risks demonstrates strong leadership. It acknowledges that mental health is a pillar of organizational performance and reflects a commitment to fostering a work environment where individuals can thrive, contribute meaningfully and feel recognized. Managers and entrepreneurs have the tools, resources and expertise to achieve this goal. The time to take action is now.