RPS at work: how to identify them and what actions can be put in place to prevent them?

Les psychosocial risks (RPS) are working conditions that are likely to harm the mental, physical or social health of employees. They result from the interaction between:

• Organization of work
• Professional relationships
• Individual abilities to deal with stress

There are generally six main families of RPS:

1. Stress : results from an imbalance between the requirements of the position and the resources available to meet them.
2. Internal violence : conflicts or tensions between colleagues or with the hierarchy.
3. External violence : aggressions or incivility from customers, users or partners.
4. The Mobbing : repeated acts aimed at degrading the working conditions or the self-esteem of an employee.
5. The sexual harassment : inappropriate behaviors with sexual connotations, which may be verbal, physical, or visual.
6. Suffering at work : includes phenomena such as burn-out, bore-out (boredom at work) or brown-out (loss of meaning).

These components, while distinct, can intertwine and amplify the negative effects on individuals and the organization.

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What factors favor RPS at work?

RPS don't happen by chance. They are often linked to several factors present in the work environment:

Organization of work :

• Excessive or poorly distributed workloads, which generate a feeling of overflow.
• Atypical or unpredictable schedules, making it difficult to balance personal and professional life.
• Uncertainty linked to a lack of clarity in the company's missions or strategic decisions.

Interpersonal relationships :

• Unresolved conflicts between colleagues or with the hierarchy, which can degenerate into permanent tensions.
• The lack of recognition of the work done, creating frustration and demotivation.
• Insufficient or poorly adapted internal communication, fuelling misunderstandings.

Physical environment :

• Difficult working conditions, such as a noisy, poorly lit, or poorly ergonomic space.
• Risks related to physical security (faulty machines, unsuitable workstations).

These factors, when they accumulate, significantly increase the probability of the occurrence of PSRs at work. Effective prevention therefore involves identifying them via a RPS audit and taking them into account in the daily management of the company.

How do you identify RPS at work?

Psychosocial risks (PSR) can often be detected through certain signals visible to employees. These signals, whether individual or collective, serve as early alerts for HR managers and managers in order to intervene in time.

The individual symptoms:

• Stress : Employees can show constant stress, visible by physical signs (headaches, muscle tension) or emotional signs (irritability, anxiety).
• Excessive tiredness : Persistent fatigue that does not go away after a night's sleep may indicate mental or physical exhaustion associated with RPS.
• Recurrent absenteeism : Frequent absences, especially for reasons of psychological health (burn-out, anxiety disorders), can be a strong indicator of RPS at work.

Collective indicators:

• High turnover : If a large number of employees leave the company, it can be a sign of a toxic or stressful work environment.
• Recurring conflicts : Frequent tensions or unresolved conflicts between teams or between employees and managers can signal problems in communication or in managing professional relationships.

The rapid identification of these signals allows proactive management of RPS.

What are the methods of evaluating RPS

In order to better understand the extent of PSR at work and to target the preventive actions to be implemented, several evaluation methods can be used:

The Diagnosis of RPS :

• Quizzes : Anonymous surveys, distributed to all employees, make it possible to measure their perception of the social climate and to identify stress factors at work.
• Individual or group interviews : Deeper discussions with employees or staff representatives help identify issues that are specific to each team or department.

Key indicators to watch :

• Sick leave : An increase in stoppages for psychosomatic reasons (stress, depression) should alert HR managers.
• Productivity : A decline in productivity or a decrease in work engagement may indicate a deterioration in workplace well-being and the presence of undetected PSRs.

These tools make it possible to obtain a global vision of the psychosocial risks present in the company and to take appropriate measures to prevent them.

What actions can be put in place to prevent PSR at work?

Step 1: Strengthen internal communication

Transparent and regular communication is essential to prevent psychosocial risks within the company. It makes it possible to make employees aware of the issues related to RPS and to create a climate of trust.

Informing and raising awareness about RPS : It is important to inform employees about what RPS are, their causes and consequences. Training sessions or awareness campaigns can be set up to better understand these risks.

Establishing spaces for dialogue and listening : Employees should feel listened to and supported. Communication channels such as regular meetings, suggestion boxes or individual interviews make it possible to collect their concerns and respond quickly to signs of discomfort.

Step 2: Adapt work organization

Work organization plays a crucial role in the prevention of PSR. A review of the organization can make it possible to reduce tensions and improve the well-being of employees.

• Distribute burdens fairly : It is essential to ensure that workloads are adapted to the skills and abilities of each employee. Repeated overwork can be a major factor in stress and exhaustion.
• Promote work/life balance : By adopting flexible hours, encouraging time off and respecting the right to disconnect, the company helps its employees maintain a healthy balance between their professional and personal lives, which contributes to reducing stress.

Step 3: Train managers and teams

Managers have a key role to play in the early detection of PSR. They have to be trained to identify distress signals and adopt caring management practices.

• Identify weak signals : It is important to train managers to identify early signs of stress or discomfort among employees, before they turn into more serious problems.
• Adopt caring and inclusive management : Managers should be trained in positive leadership practices, which encourage recognition, support, and active listening, while promoting diversity and inclusion in the team.

Step 4: Suggest support arrangements

Psychological and organizational support is crucial to help employees overcome the difficulties associated with PSR at work. Appropriate devices reduce the risks of burnout and suffering at work.

• Psychological listening cells : Set up confidential listening devices, such as psychological support units or helplines, allow employees to freely express their concerns without fear of stigma.
• Support for employees in difficulty : It is essential to offer concrete solutions to employees who feel in difficulty, whether it is coaching, readjusting their workload or personalized follow-up with mental health professionals.

These actions not only prevent PSR but also promote a healthy work environment, where employees feel supported and valued.

The benefits of effective PSR prevention

Improved well-being and mental health : the prevention of PSR allows employees to work in a healthier environment, where their well-being is taken into account. By reducing stress and promoting appropriate working conditions, employees benefit from better mental health, which reduces the risk of burn-out, anxiety and depression.

Better motivation and commitment : a work environment where psychosocial risks are actively taken care of stimulates the motivation of employees. They feel more listened to, supported, and valued, which promotes their commitment to the company. A motivated workforce is more productive, more creative, and more loyal to the company.

Reduction in the costs associated with absenteeism and turnover : the proactive management of RPS at work reduces absenteeism related to mental or physical health problems. In addition, a company that implements effective preventive measures generally has a lower turnover rate because its employees feel supported and safe. This reduces the costs of recruiting, training, and the disruptions associated with the departure of employees.

Improving the social climate and productivity : a healthy work environment without RPS promotes cooperation between teams, reduces tensions and improves interpersonal relationships. This creates a more positive social climate that is conducive to collaboration and innovation. At the same time, company productivity is improved, as employees are more focused, less stressed and better able to perform at their best.

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