Employers have an obligation under the workplace Health and Safety act 2011 to do what is reasonably practical to eliminate or minimise psychological hazards in the workplace.
Mental Stress costs Australian businesses more than $10 billion per year.
To your organisation, the impact of a psychological stress claim is real with typical time off work from a stress related disorder being 14.8 weeks compared to 5.3 weeks for all claims.
What are Psychological Hazards?
Two of the main psychological hazards can be classified as Workplace Stress and Fatigue, we are going to take a deeper look at things you can do to manage these key drivers for employee burnout.
- Workplace Stress:
The Worksafe QLD website has some fantastic tools for staff to get some real data on the level of stress at your workplace. Click here to access
Encourage switching off!!!!
Constant round the clock communication, facebook, twitter, email on smart phones etc etc etc Argghhhhh!
Workers never get time to not think about work, work mates, work information and this contributes to burnout. Provide alternative non-work outlets for participation in healthy practice.
This year we are gathering a collective of manufacturing employees from Sth East QLD and summiting Mt Warning with our Get Back to Life program.
Take a critical look at hours
Many workers now spend > 40 hours / week at ‘the office’, and a recent study shows these workers are 6 X more likely to develop symptoms of burnout. If this is so look at a number of options available to you as the employer
What can you do?
- Suggest a work from home day every 2 weeks
- Encourage flexible hours where workers feel they have some control over their work
- Be absolutely clear about worker roles & responsibilities
The under-challenged employee
Often forgotten, the employees holding down monotonous jobs with no real opportunity for personal development. Eg: Administrative roles and services staff.
What can you do?
- Offer opportunities to contribute to the management plans
- Opportunities for further training and development
- Involve in critical tasks
Working with the team at Dupont, one of the big factors contributing to team culture and stress onsite was the lack of worksites celebrating success. This was particularly poignant in the manufacturing industry and it remains important for workplaces to highlight success that occurs outside of the production spectrum.
What can you do?
- Encourage team members to share stories of achievement in company newsletters or facebook sites
- Provide opportunites outside of work hours for employees to achieve something
- Safe & Healthy are now recruiting in Sth East QLD for the Get Back to Life program, summiting Mt Warning in September and sharing these stories with fellow colleague
Almost 40% of adult Australians suffer from some form of inadequate sleep. This leads to a recent report The typical Australian worker takes 6 days sick leave per year, a sleepy Australian worker takes 12 (Asleep on the job report, 2017)
There are numerous reasons why workers are tired on the job and this is a major risk factor for employee burnout.
- Poor rostering
- Long commutes
- Sleep Pathology
- New parents
- Shift Work
The best thing you can do is educate your workforce on how they can improve their sleep health and how they can access free sleep tests with their local GPs. Safe & Healthy can then consult them on the best way forward. We offer a 45 min seminar on sleep health and also a 30min training session for your frontline managers with our facebook live interactive seminar platform.
We look forward to improving the health of your employees and reducing the risk of injury by addressing this high risk factor.
Safe & Healthy