Psychosocial risks at work: how to identify them and what actions can be implemented to prevent them?

Prevention of psychosocial risks (RPS) at work to improve the well-being and mental health of employees

Psychosocial risks at work, a rapidly growing phenomenon

The pandemic and its consequences (widespread teleworking, organizational upheavals, restructuring plans, etc.) have seriously weakened the mental health of employees. According to DARES, we went from 1 in 12 people in a depressed state in 2020 to 1 in 7 in 2021.

Stress, anxiety, depression, professional exhaustion, workplace violence, harassment... All sectors combined, employees suffer from disorders related to psychosocial risks (PSR), which impacts the organization (absenteeism, turnover, work climate).

Taking action to better prevent PSR has become a strategic issue for all businesses.

10K

Workplace accidents in France linked to psychosocial disorders per year

300Billions €

This is the estimated cost of work-related stress in France according to IBET, i.e. 15% of GDP

60%

Lost working days directly attributable to PSR

Our expertise

Our method, developed with you

Identify

Early warning signs,

Assessing psychosocial risks

Our ergonomists assess the constraints of the position and offer adapted solutions to preserve the physical and mental health of the employee, in line with your legal obligations.

Analyzing the factors

We identify and deploy the necessary equipment or adaptations (furniture, digital tools, work organization), in a logic of sustainable inclusion and risk prevention.

Implement RPS prevention

We identify and deploy the necessary equipment or adaptations (furniture, digital tools, work organization), in a logic of sustainable inclusion and risk prevention.

Choosing the right tools

We identify and deploy the necessary equipment or adaptations (furniture, digital tools, work organization), in a logic of sustainable inclusion and risk prevention.

Manager training a member of his team in caring management to reduce RPS

Our solutions

Our tailored solutions

Counselling unit and psychological support for employees facing stress at work

Listening and psychological support unit

Permanence of a psychologist on site to support employees

Psychologist Permanence On site

Conflict management session and corporate mediation to reduce RPS

Conflict management and mediation

Discussion group to discuss well-being at work and prevent psychosocial risks

Talk groups

Support in crisis management after a traumatic event at work

Crisis management in the event of a traumatic event (death, serious accident...)

Contact an expert

Are you an HR manager within your company?

Our teams are here to help.

01 84 17 83 80

What actions can be implemented to prevent PSR at work?

Step 1:

Strengthen internal communication

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

Informing and raising awareness about PSR

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:

Adapting work organization

Work organization plays a crucial role in the prevention of PSR. A revision of the organization can reduce tensions and improve the well-being of employees.

Distribute workload fairly

Ensuring that workloads are tailored to 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 disconnecting, the company helps its employees maintain a healthy balance between their lives professional and personal, which helps to reduce stress.

Step 3:

Train managers and teams

Managers have a key role to play in the early detection of PSR. They need 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 need to 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 systems

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

Psychological listening cells

Set up confidential listening devices, such as psychological support units or
hotlines, allow employees to express themselves freely about their concerns without fear of stigmatization.

Support for employees in difficulty

It is essential to offer concrete solutions to employees who feel in difficulty, whether this involves 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.