Management and RPS: what are the roles and duties of the manager in the prevention of RPS?

As a manager, you certainly hear about psychosocial risks (PSR). Know that managers are the first to be affected by RPS because of their particularly stressful job.

There is therefore a double challenge; both on a personal level and on a collective level since the effectiveness of your teams will be strongly impacted by these risky situations.

What is RPS?

• Stress, we are talking here about an imbalance between what we ask the employee to do and the resources he/she has to respond to it. Stress can last a long time and has a negative impact on the quality of work, motivation, mood, etc.
• From Mobbing or sexual violence, as well as verbal and/or physical violence, within or outside the company.
• Unhappiness, which results in a mismatch between the aspirations of the employee and his skills or his job/status in the company. Isolation and difficult interpersonal interactions are also present.
• The consumption of risky products, such as medications, drugs and alcohol, which is sometimes associated with work situations.

Management and RPS: what preventive actions can be taken?

1) Establish a clear framework and goals so that employees are not torn between what they think “should be done” and what they are “required to achieve” .2) Support from top management is essential. Training is important, but it is necessary to discuss managerial practices to be adopted.3) Identify risk factors within teams and internal resources to deal with them. The company's HR and health teams must be called upon for support.

3 simple actions that we recommend to managers to prevent psychosocial risks

— Take care of your own stress. It should not remain taboo because you are a manager.— Look for the best performance/well-being balance for your team and yourself.— Talk to your colleagues about best practices and the difficult situations you face.Discover our training courses for managers to prevent RPS.Here are suggestions for further enriching the article with additional parts that deepen the topic and enhance its attractiveness.

The role of the manager in the detection of RPS

A good manager is a careful observer of the dynamics of his team. Spotting weak PSR signals can prevent serious situations. Here are a few things to look out for:

• Behavioral changes : a formerly motivated employee who suddenly becomes distant, irritable or unmotivated.
• Decrease in performance : a decrease in the quality or quantity of work may indicate discomfort.
• Increase in absences : a growing absenteeism rate in a team can be a collective alarm signal.
• Isolation : employees who avoid interactions or withdraw into themselves.

Active listening and regular interviews allow these signals to be addressed in a non-intrusive and caring manner.Manager and corporate culture: building a climate of trustPreventing PSR also requires a healthy corporate culture and a climate of trust within the team. The manager is at the heart of this process:

• Encourage open communication : Encourage your employees to express their ideas, challenges, and needs without fear of judgment.
• Valuing the work done : Recognizing efforts and successes is an essential motivator.
• Encouraging work/life balance : Adopt a proactive posture by ensuring that workloads remain reasonable and by respecting rest periods.

A healthy work environment reduces sources of stress and increases employee engagement.

When and how should external resources be sought?

Some RPS cases require external support, especially when tensions are persistent or when the discomfort is widespread. Here's how to do it:

• Intervention of an expert in PSR prevention : Calling on specialists such as Qualisocial can provide a neutral perspective and adapted solutions.
• Awareness-raising through group workshops : Organize sessions on stress management, non-violent communication, or team building.
• Setting up a listening device : A confidential hotline, run by psychologists, can be a valuable support for employees in difficulty.

PSR prevention: a performance driver for the company

Beyond its role in protecting employees, the prevention of PSR is a strategic asset. It contributes to:

• Reduce the costs associated with absenteeism and turnover.
• Strengthening the attractiveness of the company : Talent increasingly favors companies that care about their well-being.
• Increase productivity : Fulfilled and committed teams are naturally more efficient.

By investing in mental health and well-being at work, businesses are strengthening their resilience and competitiveness.

The manager, a key player in the prevention of PSR

Managers play a decisive role in the prevention of PSR. They are role models, relays and protectors for their teams at the same time. To succeed in this mission, it is crucial that they be trained, supported and equipped. At Qualisocial, we offer concrete solutions to support managers in their role. Discover our dedicated training courses and our support resources to make PSR prevention a priority in your organization.