Tell someone who cares

Tell someone who cares
By Paul Clifford

With Australians working longer and pressure in many workplaces intensifying there is a good chance you will periodically witness a colleague in distress.  The signs of distress are often subtle because most employees have become accustomed to disguising them, particularly when that distress amounts to feelings of depression or anxiety and if it results in tears.  Some emotions are considered more taboo in the workplace than others.  Thinking is certainly considered far preferable than emoting at work. 

However to expect that employees will be able to control their emotions at all times during the working day is fantasy.  Workplaces that do not provide some opportunity for employees to express their emotions in a safe and appropriate way are likely to find it emerge in other ways, some of which is likely to be destructive. 

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Wellbeing and Leadership: The obvious connection

Wellbeing and Leadership: The obvious connection
Written by Susan Crawford and Paul Clifford

As we outlined in our previous article on this topic, a risk management approach can and should be used to manage psychological injury risk within workplaces in the same way as we would use these systems to mitigate, track and respond to the risk of physical injury. By adopting a risk management framework we begin to take seriously and respond systematically to psychosocial risks that we know have an impact on performance, engagement and wellbeing.

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How to build resilience to trauma in the workplace: event review

How to build resilience to trauma in the workplace: event review
Written: Paul Clifford & Chris Barrell

Last week was Mental Health Week with Friday being World Mental Health day. In Australia we are certainly seeing the profile of mental health rising and this is a great step forward in normalising mental health conversations. While there have been some great activities hosted around Australia and Victoria (see Mental Health Foundation VIC), as well in the media with programs on the ABC as part of Mental-As, there have also been activities focused specifically on mental health in the workplace.  This included last Wednesday’s “Building Resilience to Psychological Trauma at Work Seminar.  Coordinated by FBG and 2CRisk, the seminar explored what organisations can do to better prepare their staff to manage potentially traumatic situations at work.

The review below was prepared by Chris Barrell, an Organisational Psychology Masters student currently on placement at FBG.  Here’s what Chris learnt from attending the seminar.

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Preventing psychological injury; the next workplace safety frontier

Preventing psychological injury; the next workplace safety frontier

There was a time when fire fighters, running into a burning building, would protect themselves from lung damage by placing a wet rag or handkerchief into their mouths. The standardised use of the breathing apparatus as personal protective equipment has dramatically controlled this risk.

There was a time when coaches sent concussed football players straight back out onto the football field as soon as they could stand up. Protocols around risk assessment, coupled with both reactive and proactive concussion management have begun to positively impact this risk.

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Wellbeing: In pursuit of sustainable engagement

Wellbeing: In pursuit of sustainable engagement

We’re told that employee engagement is the ‘holy grail’; the key to organisational success.  In workplaces all over the world, leaders are looking for ways to get more of it.  Plenty of research has shown the relationship between increased levels of engagement and superior financial and business performance.   However, there is evidence to suggest that engagement by itself is not enough.  Compelling research now suggests that organisations should be aiming for sustainable engagement.  Towers Watson’s research has shown that organisations with high scores on sustainable engagement achieve an average of 18% higher earnings growth compared to organisations that have high engagement alone.

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