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In this post, we’ll take a look at what psychosocial safety actually is, its significance in the sector, and how organisations, leaders, and individuals can help create safe work environments. While this article typically uses the term employees, it is also relevant for volunteers and volunteer managers.

Understanding Psychosocial Safety

Before we begin, a couple of definitions may be helpful – “psychosocial” refers to the relationships between people in terms of their thoughts, behaviours, and social environment, while “psychological” specifically concerns an individual’s mind and thoughts.

When we talk about psychosocial safety, we mean creating a workplace free from discrimination, harassment, and other forms of negative behaviour that can cause significant psychological damage.

Safe Work Australia identifies numerous situations as potential psychosocial hazards. When these issues persist or multiple factors converge, they can lead to mental health problems such as anxiety, depression, or sleep disorders. Some of the issues include:

1. Job demands
2. Low job control
3. Poor support
4. Poor organisational change management
5. Inadequate reward and recognition
6. Poor organisational justice
7. Traumatic events or materials
8. Poor physical work environment
9. Violence and aggression
10. Bullying
11. Harassment, including sexual harassment
12. Conflict or poor workplace relationships and interactions

Why Psychosocial Safety Matters

Put simply, psychosocial safety matters because the health and wellbeing of people matters!

In addition, there are a wide range of reasons why psychosocial safety is important, not just for workers, but for organisations as a whole.

Employees who grapple with bullying, harassment, or other negative workplace behaviours often struggle to stay focused and meet expectations, leading to reduced productivity. Conversely, when employees feel valued, respected, and supported, their motivation and commitment to their work rise. This creates a win-win situation for both employees and employers.

Empowered and supported individuals and teams are more likely to innovate and deliver exceptional results. Fostering an innovative culture, including a healthy approach to risk, is only possible when employees feel safe to experiment, try new approaches, and learn from failures.

Organisations that prioritise their employees’ well-being and create supportive work environments build reputations as ethical and responsible employers. This reputation appeals to customers and stakeholders who value organisations that prioritise people.

Obstacles to Achieving Psychosocial Safety

Despite the clear advantages, several obstacles can hinder the achievement of psychosocial safety in our workplaces:

1. Lack of Clarity and Confusion: Unclear roles, vague task descriptions, and undefined expectations can create uncertainty and disagreements, hampering performance and standards.
2. Poor Visibility of Negative Behaviour: Subtle forms of negative behaviour, particularly in remote working conditions, can go unnoticed, making it challenging to detect potential issues.
3. Fear of Speaking Up and Retribution: Many individuals fear speaking up due to concerns about being perceived as overly sensitive or not being seen as team players. It’s often easier to leave an organisation than confront an unsafe environment.
4. Dismissal or Protection of Poor Behaviour: An informal culture that protects or dismisses problematic behaviour can stem from management’s lack of awareness or reluctance to address uncomfortable situations.
5. Lack of Time and Skills: Leaders may struggle to create psychosocial safety due to concerns about handling difficult conversations or lacking the necessary interpersonal skills.
6. Competition Over Collaboration: A culture of “win at all costs” can create stressful environments fraught with psychosocial risks.

Now that we know what psychosocial safety is, some of the hazards and obstacles that can lead to unsafe environments, let’s take a closer look at how leaders, organisations, and employees can all play their part in improving psychosocial safety.

How leaders can help improve psychosocial safety

1. Provide Clarity and Set Expectations: Clearly define roles, responsibilities, and expectations to reduce uncertainty and confusion within the team.
2. Foster Open Communication and Create Space: Encourage open dialogue and create channels for employees to express concerns or grievances without fear of reprisal.
3. Be a Role Model and Take Responsibility: Lead by example, setting the tone for expected behaviour and accountability within the organisation.
4. Promote Work-Life Balance Authentically: Promote work-life balance by supporting flexible work arrangements and discouraging excessive work hours.
5. Develop Skills and Capabilities: Cultivate skills such as active listening, feedback, trust-building, and coaching to create safe spaces for teams to address psychosocial risks.

How organisations can help improve psychosocial safety

1. Invest in Training and Development: Facilitate development opportunities for employees, including conflict resolution, emotional intelligence, and stress management training.
2. Increase Employee Confidence: Support individuals in voicing their challenges and needs, creating a culture where speaking up against inappropriate behaviour is encouraged and protected.
3. Listen to Signals and Respond to Warning Signs: Create spaces for employees to share their experiences, unveiling hidden issues and allowing the organisation to respond proactively.
4. Leverage Your Values: Align organisational values with expected behaviours, setting explicit expectations about what is not tolerated in the workplace.
5. Provide Support and Resources: Ensure employees have access to necessary resources and support tools for effective job performance.

How employees can contribute to psychosocial safety

1. Prioritise Self-Care: Engage in self-care activities, including mindfulness and meditation, to recharge mentally and emotionally.
2. Build a Support Network and Ask for Help: Reach out to trusted friends, family, or colleagues for guidance and support. Don’t hesitate to ask for help when needed.
3. Monitor and Address Early Signs: Be vigilant for warning signs of burnout, such as chronic exhaustion, irritability, and decreased motivation, and take steps to address them.
4. Increase Self-Awareness and Self-Regulation: Question your biases, seek feedback, and be curious about how your behaviour affects others.
5. Set and Enforce Boundaries: Establish clear work-life boundaries and have the courage to uphold them, ensuring personal well-being and addressing psychosocial risks.

This article was originally published at BeRecruitment.com.au

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Whether you’re recruiting new volunteers, providing training, or managing day-to-day operations, the Volunteering Gateway is designed to support managers of volunteers. It’s easy-to-navigate and offers a wealth of curated resources to make your job easier.

The Volunteering Gateway has been designed with volunteer managers in mind, addressing the specific challenges people managing volunteers face every day. Here’s how it can help:

• Access templates, guides and research.
• Access training and improve your practice.
• Tap into new technology solutions and software.

Please click here to visit Volunteering Australia’s Volunteering Gateway.

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Navigating the Changing Volunteer Landscape

Traditionally, the majority of volunteers came from the 55+ age group. However, with an aging population and a shrinking volunteer pool, it’s time for volunteer services to adapt and plan for the future. The cost-of-living crisis further exacerbates this issue, making it increasingly difficult for organizations to attract and retain volunteers.

Why Gen Z is Key to Your Volunteer Program

Young people are more than just the future—they are a vital part of the present. By 2050, around one-quarter of Australians will be aged 65 and over. Now, more than ever, volunteer services need to shift their recruitment strategies toward engaging the next generation of volunteers: Gen Z.

Research shows that Gen Z is more environmentally and socially conscious than previous generations. They are eager to make a difference and actively seek opportunities to contribute to causes that resonate with them. How can palliative care services tap into this passion and incorporate it into their volunteer programs?

Engaging Gen Z: Key Focus Areas

To attract and engage Gen Z volunteers effectively, volunteer services should prioritize the following:

• Technology: Gen Z is tech-savvy. Look for ways to put their skills to good use.

• Flexibility: Unlike retirees, Gen Z often balances studies or full-time work alongside volunteering. Providing flexible opportunities—whether it’s occasional volunteering or short-term commitments—allows them to contribute on their terms.

• Impact: Gen Z wants to see the direct impact of their efforts. Clearly communicating how their time contributes to your organization’s mission—whether it’s supporting patients or assisting in palliative care services—is crucial for keeping them engaged.

• Diversity and Inclusion: Gen Z is selective about where they volunteer. They expect volunteer services to be inclusive and socially responsible, holding organizations accountable for their values and actions.

The Role of Engagement in Volunteer Retention

In a competitive landscape where multiple organizations vie for the same pool of volunteers, effective engagement can set your volunteer program apart. It’s important to remember that volunteers are offering their time freely, so recognizing and celebrating their contributions is essential to fostering loyalty.

Top 3 Strategies to Enhance Volunteer Engagement

1. Personalised Communication: Regular, meaningful communication is key to strong engagement. From birthday messages to celebrating milestones, personalisation helps reinforce the connection between volunteers and your organization.

2. Onboarding and Training: Comprehensive onboarding and training not only ensure compliance but also equip volunteers with the skills and knowledge needed to succeed. Integrating these processes into your volunteer management system can create a seamless experience.

3. Reward and Recognition: Recognizing the contributions of your volunteers should never be overlooked. Whether through certificates, personalised messages, or rewards for hours volunteered, showing appreciation—especially to Gen Z—can go a long way in fostering loyalty and long-term engagement.

As the volunteer landscape continues to evolve, so too must our strategies for recruitment, engagement, and retention. By focusing on the needs and preferences of the next generation, palliative care services can develop more robust and sustainable volunteer programs for the future.

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