Creating a psychologically healthy and safe workplace doesn’t have to start with a major overhaul. Sometimes the most significant impact comes from small, intentional shifts. Here are three practical actions you can take this week:
1. Ask better check-in questions
Go beyond “How are you?” to create more meaningful conversations.
Try: “What’s felt challenging lately?” or “What’s helping you stay focused right now?”
Why it matters: Thoughtful questions help surface early signs of stress, build connection, and create space for honest dialogue, key ingredients for psychological health and safety.
2. Clarify role expectations
Go beyond assuming your team is clear on what’s expected of them. Even high performers benefit from regular alignment and check-ins.
Try: “How clear are you about your role and what’s expected of you right now?” or “Is there anything about your responsibilities or tasks that feels unclear or out of scope?”
Why it matters: When expectations are clear, people feel more confident, focused, and less anxious about performance, especially during change or high workload periods.
3. Start including psychosocial risks in team discussions
Go beyond formal process and checklists, make psychosocial risks like role clarity, high job demands, or poor support part of your regular leadership conversations.
Try: “What’s making work feel harder than it should right now?” or “Is there anything getting in the way of doing your best work?”
Why it matters: Normalising these conversations helps surface early warning signs, builds trust, and supports a culture of prevention before issues escalate into stress claims, burnout, or disengagement.
To get more practical tips or tailored support, contact us.
