The section Management Review and Continual Improvement (5) in the National Standard on Psychological Health and Safety in the Workplace states “The organization shall establish and maintain a process to conduct scheduled management reviews of the Psychological Health and Safety Management System. The review process should address the degree to which the goals of a psychologically healthy and safe workplace are being achieved.”
Management decisions made without reviewing the impact on psychological health and safety could reduce or end progress. Regular review and analysis of outcomes by senior management can support the process of continual improvement.
- Review of the psychological health and safety of the organization should occur at least every 2 years and include:
- An overview of initiatives and actions taken.
- The results of the evaluations.
- Ideas for corrective action.
- Approval of ongoing strategic direction.
- The management review process may also want to consider:
- The free Audit tool | PDF. Use this to see what’s needed for your organization to meet the requirements of the National Standard. The tool is not as thorough as a formal health and safety audit but is intended as a gap analysis tool. This can provide the organization with a baseline measurement of current status. It’s preferable to have at least one team member who is familiar with the auditing process.
- Use 20 Questions for leaders about psychological health and safety to talk about exposures to risk and areas for improvement. Read the questions and collect relevant data and policy information prior to the discussion.
- Make sure progress continues by including psychological health and safety in strategic and operational decisions made by senior management.
- Advice for ongoing improvement of the Psychological Health and Safety Management System should come from this review. It should feed back into the planning process for upcoming changes.
- Set measurable and specific instructions for how senior leaders are expected to contribute to psychological health and safety at work. Psychologically Safe Leader Assessment can help. Some suggestions include:
- Engage employees
- Make it safe for employees to come to you with concerns, even if you need to redirect to others for response.
- Host forums where employees can share ideas for improvements. This should include those who support positive psychological health and safety at work.
- Create a work and team space where everyone feels welcomed, respected, engaged, productive and valued.
- Develop a shared understanding
- Ensure all employees have a clear understanding of expectations and responsibilities.
- Ensure all employees understand the organization's mission, vision and values. Let them know how their work contributes to success.
- Ensure potential new hires understand and agree to align with the organization’s vision and mission. For those who do not agree, suggest your workplace may not be a good fit for them.
- Communicate with all employees about where the organization is in achieving its goals toward a psychological healthy and safe workplace.
- Lead by example
- Model positive self-care and work-life balance. This includes taking breaks and vacations.
- Be a champion for psychological health and safety. Make sure leaders at all levels of your organization do the same.
- Set a goal of taking breaks with direct reports or staff where possible. This can include lunches and team outings.
- Recognize team members who support the goals of psychological health and safety.
- Engage employees
*Developed with participants and organizers for Strategies for Success, presented by Workplace Wellness in Northumberland, Haliburton, Kawartha, Pine Ridge District Health Unit and Mindful Employer Canada.