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Scholarly article

Psychosocial Risks in the Workplace – for Managers and HR

Performance at work

How is it that certain employees are motivated, focused and efficient at work, while others struggle to complete their jobs? Why do some teams soar to new heights while others seem to go round in circles?
Performance in the workplace is a product of motivation, and the willingness and the ability to perform. And the employees’ skills, personal characteristics and living situation play a pivotal role in this.
But the framework conditions are just as important. Conditions can be created at the organisational and management level which have a motivating effect, prevent stress and promote cohesive collaboration. The organisation of work and an appreciative working atmosphere are of key importance.
Conversely, psychosocial risks arise in the event of poor organisation of work, a lack of self-management by employees and an unfavourable social context. These can manifest themselves through stress, burnout, or breaches of integrity, such as bullying or sexual harassment. The consequences of this are psychological and/or physical problems, poor performance and absences due to illness.

Stresses and
resources

When job requirements match the employees’ skills, employees will be motivated and confident to work toward the company’s goals.
However, if there is a discrepancy between the requirements and skills, then the employees are either overburdened or underchallenged. Both can cause stress. And in the long run this has a demotivating and even harmful effect on health.

Here are some tips on how to keep an eye
on your employees’ stress levels:

Job
  • Amount of work: Your employees’ constitutions vary. Not everyone can do the same amount of work in the same amount of time. Be considerate of that.
  • Time and deadline pressure: Make sure that the jobs are achievable in the time provided.
  • Amount of information: Your employees need complete and clear information to tackle jobs independently.
  • Delegation of jobs: Unclear or contradictory work assignments unsettle your employees. Make sure employees know what the objective is and how to get there.
  • Interruptions and disruptions: These are devastating to efficient work organisation. Disruption doesn’t mean a welcome little chat between colleagues. Interruptions demand attention – your employees must then refocus on the task they were initially doing.
  • Incomplete jobs: We all like complete assignments. If possible, define job components from A-Z.
Job role
  • Responsibility: Taking responsibility can increase the self-esteem of employees. But only if there is a balance between the autonomy and responsibility for results.
  • Role conflicts: Are there employees in your company who only take on customer complaints? Or others who have to present a permanent smile – even when they’re not feeling well? These emotional stresses can cause role conflicts. Make sure such employees can also perform tasks where the role has a positive aspect.
Social context
  • Collaboration: When assembling a team, make sure the members not only fit together professionally, but also as people. Encourage mutual support and collaboration. React early if you notice any stress.
  • Communication: Genuine appreciation, recognition and thanks motivate your employees and have a positive effect on the working atmosphere. Always remain constructive when criticising – and praise good performance.

Reduce stress and
build up resources

You can reduce stress and build up resources with targeted measures at the organisational and management level. For example, periodically review the job and role descriptions together with your employees. Also, define realistic targets and review them regularly. Look for early warning signs: irritation, sarcasm or a lack of motivation usually stand for stressful team situations. Address problematic behaviours such as breaches of personal integrity or conflicts early on.

Movis Counselling

You can get your company fit for the market with organisational measures. However, your employees are still crucial for success – their skills, knowledge and commitment can make a big difference. Promote employee fitness: invest in a healthy organisation of work and good working atmosphere. The Movis Counselling team will be happy to support you in this.

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