Thursday, December 1, 2022

Prevention Of Psychological Injury At Work

Prevention Of Psychological Injury At Work

People usually have two identities: individual identity and social identity. These two identities are very interconnected, so prevention of psychological injury at work is very important.

When employees are exposed to psychological risks in their social work lives, it is easy to see the deep effects it brings to their personal lives. Management and leadership can prevent psychological harm by recognizing mental and emotional risks and developing a sense of cohesion at work.

Start a discussion about the causes of stress in your workplace in a group meeting or with your manager. Ask that stress management be a topic of discussion and a priority for the organization. Work with management to design and support initiatives that raise awareness, engage in dialogue and lead to preventive interventions.

What are the risks in your workplace?

Perform a psychological risk assessment to identify the most important stressors using the people at work questionnaire, developed free of charge. Remember that stressors include ambiguity of roles, working hours, emotional needs, work pressure, low control, the interface of work at home, organizational culture and functioning, organizational justice and honesty, and the recognition and remuneration of employees.

What is Socioemotional Exposure?

Socio-emotional exposure affects a person’s sense of identity and how others react to it individually and socially. It develops a person’s sense of belonging and interaction with other emotions, such as self-confidence, fear and respect for other people and specific situations. Studies have shown that positive socio-emotional exposure can strengthen individual and social identity, reduce stress and increase the desire to help others. Prevention of psychological injury at work encourages employees to achieve more results when working together on a common goal. They feel valued for their role and more content in the organization.

Sense of Belonging is Essential to Well-Being

The social identity of the employee has long managed their benefits. It defines employees’ roles in their organization and sets expectations for how they will perform their work. If organizations maintain a sense of belonging to employees, this can reduce conflicts with management changes.

Teammates who feel connected have higher self-confidence and are more honest and friendly to their colleagues. They have a bond of trust with others and a more accommodating attitude. Creating a sense of belonging in the workplace can reduce anxiety and depression.

The Benefits of a Psychological Hazard-free Workplace

While physical security risks have been a major issue for many years, mental health and safety have finally come closer. The benefits are proven. In a secure psychological environment, team members can share their individual and social identities without worrying about their sense of belonging within the organization. Collaborative groups can grow together intellectually, emotionally and socially.

Prevention of psychological injury at work allows employees to select, adapt and develop positive behaviour at their own pace. Team members strengthen individual relationships, engage in positive social interactions, and comfortably engage with management to sustain changes that improve the workplace atmosphere and increase employee productivity.

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