Understanding psychosocial risk management

Everything you need to know to systematically manage both psychosocial risks and opportunities

Find out more about PSR, PSRM and PSRM system

A psychosocial risk is anything that could have negative psychological, physical, or social implications for a person. In a work context, job insecurity, poor communication, and a lack of role clarity are just a few examples of work-related psychosocial risks. Potential consequences of these risks include psychological conditions such as burnout and depression, however, it can also trigger physical diseases such as autoimmune diseases and cardiac conditions.  There are numerous potential psychological risks at work, and the more frequently a person is exposed to them, the greater the likelihood of negative outcomes such as conflicts, low productivity, and high sick leave rates.

The majority of psychosocial risks are caused by the way in which the work is organised, managed, or by the social setting in which it is performed. Numerous studies have been conducted to show the connection between the work environment and employees’ health.

A healthy work environment, on the other hand, is one in which the work enhances employees’ health and well-being. In this context risks are actively managed and, when possible, eliminated. The result is a workplace with high engagement, sustained productivity, and effective communication.

While employers aren’t able to control the stressors in employees’ personal lives, they do have legal obligations to minimize exposure to work-related factors that may impact health. This is what psychosocial risk management entails: continuous identification and to the highest degree possible, minimization of psychological risks.

A good and healthy working environment is one in which work is managed in a way that both encourages positive practices and reduces the chance of psychological hazards.

A psychosocial risk management system (PSRM) is technology for managing all of your organisation’s psychosocial risks and opportunities. The goal is simple: improve the well-being of your organisation and optimize your business, as simply as possible.

A PSRM system helps organisations stay connected to their employees, continuously identify psychosocial risks, actively manage the risks, implement positive practices, and sustainably improve the well-being of the organisation, all in one system.

High sick leave rates, slow growth, difficulties in retaining talent…

Why are 85% of organisations unsuccessful in handling psychosocial risks?

Every organization is unique and to make a real difference, organisations need measures tailored to their specific needs. Focusing on the wrong issues can actually backfire and even push employees toward competitors.

To avoid non-effective strategies, we start from practices proven in the most recent research and translate them into simple-to-use, concrete tools for you to implement.

Knowing better doesn’t always translate into doing better. RECILIO provides not only insight but also step-by-step concrete action plans, all within our digital platform.

Why psychosocial risk management?

0x ROI
Seen in organisation that invest in psychosocial risk management
of all employed people in Sweden of working age reported facing risk factors for their mental well-being at work
Lost due to high employee turnover and sick-leave rates

Framework for successful PSRM

1. Approach – 1

To manage psychosocial risks at the workplace, your organisation should follow the same process applied to physical hazards.

2. Identification

Then, a detailed analysis of the current situation and correct identification of all psychosocial risks is crucial.

3. Prioritisation

A risk assessment and prioritisation helps determine which measures should your organisation implement first. Starting with an issue that is less prominent can actually backfire and make the employee feel not seen or heard, and even push them towards your competitors.

4. Change

To achieve the best results, organisations should use a combination of measures targeting all levels: employee, managerial, and organisational. Effective and consistent policies, procedures, and daily managerial practices are needed in order to support the change wanted.

5. Sustainability

Finally, as with physical hazards, psychosocial risk management needs to be done systematically and reviewed often. Maybe even more closely since psychological harm can be less obvious than physical harm.

By managing psychosocial risk regularly, your organisation will be more likely to identify an issue sooner, intervene before there is serious harm, and constantly improve your organisation’s well-being.