CPHR Alberta Blog

How well does your workplace prioritize mental health? According to the Mental Health Commission of Canada, "seventy per cent of Canadian employees are concerned about the psychological health and safety of their workplace, and 14 per cent don't think theirs is healthy or safe at all."

World Mental Health Day is on October 10^th which is a perfect time to address mental health in all aspects of our lives, including at the office. A psychologically safe workplace is one where employees feel comfortable expressing themselves, taking risks, owning their mistakes, and sharing their opinions without fear of negative consequences. This environment actively prevents harm to employees' mental health resulting in employees feeling valued and supported.

There are thirteen factors that impact psychological safety in the workplace. These include: 

1. Psychological Support: An environment supportive of employees’ mental health. A lack of support can lead to absenteeism, conflict, turnover, productivity loss, and strain.
2. Organizational Culture: An organization characterized by trust and fairness. Its absence can result in workplace stress, low morale, and burnout.
3. Clear Leadership & Expectations: Effective leadership that clarifies roles and contributions. A lack of clarity can make staff irritable and anxious.
4. Civility & Respect: An environment of respectful interactions. Its absence can cause emotional exhaustion, health issues, increased conflict, and job withdrawal.
5. Psychological Competencies & Requirements: Ensuring a good fit between employees’ skills and job demands. Misalignment can lead to job strain, emotional distress, and absenteeism.
6. Growth & Development: Support for personal and emotional skill development. A lack of growth can lead to boredom, frustration, and decreased performance.
7. Recognition & Reward: Acknowledgment of employees’ efforts. In its absence, employees may lack confidence, leading to burnout and distress.
8. Involvement & Influence: Inclusion in work discussions and decision-making. Exclusion can lead to feelings of alienation and disengagement.
9. Workload Management: Achievable tasks within a given timeframe. Poor management can cause fatigue, increased stress, burnout, and decreased productivity.
10. Engagement: A connection to work that motivates employees. A lack of engagement can result in reduced productivity, higher absenteeism, and negative health consequences.
11. Balance: The need for equilibrium between work, family, and personal life. An imbalance can lead to stress, fatigue, and turnover.
12. Psychological Protection: A safe space for questions and feedback. Its absence can create feelings of threat and disengagement, damaging the organization’s reputation.
13. Protection of Physical Safety: Measures to ensure employee safety are implemented. A lack of protection can create dangerous work environments and increase mental health issues.

Strategies for Creating and Improving Psychological Safety in the Workplace

Here are eight organizations can implement to enhance psychological safety:

1. Commitment from Top Leadership: Ensure that executives visibly support mental health initiatives, demonstrating that employee well-being is a core organizational value.
2. Clear Policies and Programs: Develop well-defined policies that explicitly support psychological safety, such as anti-bullying measures and protocols for reporting concerns.
3. Educate Employees: Implement training sessions that raise awareness about mental health issues, reducing stigma and empowering employees to prioritize their well-being and that of their colleagues.
4. Continuous Learning Opportunities: Offer workshops and seminars focused on mental health, resilience, and coping strategies.
5. Foster a Culture of Innovation: Encourage an environment where employees feel safe to ask questions and seek help without fear of judgment. This can be facilitated through open-door policies and regular check-ins.
6. Promote Work-Life Balance: Advocate for flexible working arrangements and encourage employees to take breaks and use vacation time.
7. Clear Communication: Ensure that organizational goals and expectations are communicated transparently. When employees understand how their roles align with broader objectives, they are more likely to feel engaged and secure in their contributions.
8. Create a Resource Hub: Develop an easily accessible online platform that offers mental health resources, including articles, toolkits, and contact information for support services.

Creating a psychologically safe workplace isn’t something that will happen overnight. Committing to creating an environment where people feel safe to be in is an ongoing process that requires consistent effort from everyone in the organization. By prioritizing mental health and implementing these strategies, we can create work environments that not only boost productivity but also support the overall well-being of employees.

References

[1] Mental Health Commission of Canada. (n.d.). Workplace mental health. https://mentalhealthcommission.ca/what-we-do/workplace/#:~:text=Seventy%20per%20cent%20of%20Canadian,contribute%20to%20staggering%20economic%20costs.