%20(1).avif)
Accompaniment psychological aspects of employees: why is it important?
The work exposes everyone to psychological risks (or psychosocial risks) : depression, anxiety, stress, burn out, addiction,... When these situations occur, the support of a third-party professional in a neutral, confidential and sometimes anonymous framework makes it possible to regain healthy and balanced psychological health. In addition, it prevents the spread of suffering on colleagues and the work team. Indeed, since humans are naturally gifted with empathy, psychological illnesses related to work can have a contagious effect on all company employees.
In addition, it is an obligation of Labor Code (article L4121-1) to make every effort to protect the health of employees. If the employer has not taken adequate measures to limit psychosocial risks, the employer may be held responsible for the harm suffered by the employee concerned and ordered to pay the subsequent indemnities.
Thus, psychological support for employees plays a dual role in that it improves the quality of life at work in the company and allows the employer to justify the implementation of the necessary measures to ensure the physical and mental safety of workers.
Supported employees (on site, in office, by telephone)
.avif)
situations are resolved within three months after the support
.avif)
People recommend our services
.avif)
What are the steps to support an employee in psychological distress?
%20(1).avif)
- Understanding of the situation with the supervisory staff
- 1st diagnostic interview with the employee: listening, analysis and advice on the situation
- Formalization of the dedicated action plan: validation of a support action plan and choice of the psychologist best suited to the situation
- Psychological support: presentation of the action plan to the employee, carrying out 1 to 5 psychological interviews, by telephone or face to face (on site or in office)
- Follow-up and capitalization of the experience: quality monitoring carried out 3 months after the end of the support, measurement of the result of the support and feedback
- Results: The collaborator will benefit from personalized and adapted psychological follow-up, carried out by the same psychologist, for a period of 5 interviews.
More than 1100 organizations trust us, why not you?
The opinion of The expert
I no longer knew how to help this collaborator. The solution provided by QualiSocial seemed obvious to me and it worked very well. Everyone is thrilled: the employee, the team and the manager.
Remi J.
HR of an industrial site
Contact us
Our team supports you with tailor-made interventions, adapted to your challenges and your context. Whether it is an audit, a diagnosis, training or targeted support on psychosocial risks, we build a pragmatic, concrete and mobilizing approach alongside you.
👉 Fill out the form to be contacted again or contact us now on 01 73 11 28 27.
%20(1).avif)
In which cases to establish a psychological support at work?
Establishing psychological support at work can be essential in many cases, especially when the mental health and well-being of employees are at stake. Here are the main situations in which this type of support becomes relevant:
Professional crisis management
- Internal conflicts: In the event of tensions or conflicts within teams, psychological support helps to ease relationships and avoid negative repercussions on the collective.
- Layoffs or restructuring: these transition periods often generate intense stress for employees. Psychological support helps manage uncertainty and fear.
- Accidents at work: Injuries related to serious workplace incidents often require rapid treatment to prevent post-traumatic disorders.
Prevention or management of psychosocial risks (RPS)
- Chronic stress: when employees are under prolonged pressure (unrealistic goals, work overload), psychological support can prevent the onset of pathologies such as anxiety or burn-out.
- Burnout: psychological support is crucial to support an employee in a situation of professional exhaustion and to help him regain balance.
- Mobbing or sexual: in the event of harassment situations, individual support allows victims to verbalize their suffering and to rebuild themselves.
Support after major organizational changes
- Mergers or acquisitions: these changes often cause cultural and organizational upheavals, causing resistance or insecurities among employees.
- Introduction of new technologies: When employees have to adapt quickly to new tools or methods, this can generate stress or a feeling of incompetence.
Personal situations impacting work
- Personal distress: personal events (bereavement, separation, illness) can affect the performance and balance of an employee. Psychological support offers a neutral space to manage these difficulties.
- Addictions: When an employee faces addictions (alcohol, drugs, games), specialized follow-up can help him regain control.
Improving the overall well-being of employees
- QWL initiatives (Quality of Life at Work): psychological support can be integrated into a global approach aimed at improving well-being at work and at preventing the onset of disorders.
- Personal development: support can also allow employees to better manage their emotions, improve their communication or strengthen their resilience in the face of difficulties.
Exceptional events
- Pandemic or health crises: as observed during the COVID-19 crisis, the uncertainties and isolation associated with teleworking or unusual working conditions may generate an increased need for support.
- Natural disasters or collective accidents: these events can leave significant psychological traces, justifying appropriate follow-up.
.avif)
