New psychosocial safety responsibilities
Recent changes to WHS legislation have significantly expanded the responsibilities of leaders and boards to include not just physical but multiple dimensions of wellness at work, otherwise known as psychosocial safety. In light of continuous legislative updates, organisations need to not only comprehend their legal obligations but implement/enact proper/thorough due diligence and preventative management as a duty of care.
To enable this, Leading Well has developed Well@Work – a way for organisations to measure and act positively on the psychological safety of your work climate. The Well@Work assessment tool will not only measure the environment as experienced by your people, but also report on risk factors to satisfy your legal responsibility in creating a healthy space for your people.
Additionally, the Well@Work survey offers an inbuilt assessment of key dimensions related to team and organisational dynamics that are source indicators for performance and wellbeing.
1. Psychosocial safety compliance
2. Organisational dynamics
3. Engagement survey
The collected data and report will contribute to your strategy to minimise and address areas of risk by:
- Identifying psychosocial safety risk areas
- Recommendations to reduce any identified psychosocial safety risks
- Benchmarked reporting against previous year’s results to measure gains
- The report will highlight organisational dynamics and patterns that indicate possible leadership factors requiring attention to dial down risk
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What is a psychosocial hazard?
What is the difference between the Well@Work survey and a staff engagement survey?
An engagement survey is a measure of staff sentiment of how engaged and connected people are to an organisation and therefore committed to contributing to its success. High engagement scores reflect an overall positive disposition by staff towards the organisation.
Well@Work can be packaged with our engagement survey and delivered as one survey.
Can we use the report/s as evidence of due diligence and preventative measures of psychological social hazards?
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Vanessa Fudge, Founder and CEO, Leading Well ...