What Psychological Hazards Can Sound Like at Work

“I am burnt out” is likely a statement you’ve heard from someone at work or maybe you have experienced burn out yourself at some point. Workers may express themselves in different ways, so it is essential to spot when certain psychological hazards may be presenting themselves.

Psychological hazards are conditions or factors that have the potential to cause psychological harm. According to the Canadian National Standard for Psychological Health and Safety, there are at least 13 psychosocial factors that can influence employee mental health. If not properly managed, these factors can become significant hazards. Identifying and understanding these factors is crucial for creating a psychologically safe workplace. One effective way to recognize these hazards is by actively listening to employee feedback about their workplace experiences.

Here are some ways psychological hazards may sound in the workplace.

This may be due to role ambiguity, role conflict and a lack of communication.

Why is addressing this important? When leaders are clear and supportive, employees feel more confident and less stressed about their roles leading to higher job satisfaction, productivity and better mental health overall.

Idea for Action: Have regular one-on-one check-ins with employees to clarify expectations, provide feedback, and discuss any challenges or questions they may have. In instances where casual or shift workers may not be familiar with their role or tasks, establishing a line of supervision is essential to maintain communication and clarity.

This can reflect the instability and unpredictability inherent in shift work and short-term contracts.

Why is addressing this important? The gig economy nature of the arts and entertainment industry can lead people experience worry and uncertainty, especially when there are cost of living demands at play. When people work under these stress factors, it takes a toll on their mental health and sense of stability. While gig work is a core feature of this industry, improving how this uncertainty is managed can lead to greater trust, retention and overall well-being for freelancers, contractors and short-term staff.

Idea for Action: In an industry where advance notice may not always be possible, clear lines of communication are key. Upcoming work and opportunities can be shared through a mailing list, messaging group or job board widely used by members of the sector. By creating and managing these methods of interaction with workers, greater trust and retention can be fostered. When feasible, offering longer-term contracts or recurring job opportunities can reduce uncertainty. Being transparent about scheduling and job prospects helps individuals in the industry feel supported.

This may be related to many potential hazards, including low levels of support or unfair decision making. 

Why is addressing this important? When employees experience trust, fairness, and respect in the workplace they are more engaged, collaborative, and motivated to contribute to the organization’s success.

Idea for Action: Workplaces can help with this by establishing clear policies against bullying, harassment and discrimination, and making sure those are consistently enforced and communicated to employees. Ensuring that relevant resources and external supports are available to employees can provide a framework of trust and care.

Workers in this sector often work long and irregular hours, including nights and weekends, which can disrupt personal lives and contribute to stress.

Why is addressing this important? Long and unpredictable work hours can severely limit time for rest, relationships and self-care, which are factors that are essential for mental wellbeing. Without enough opportunities to recover, employees are at greater risk of stress, burnout and fatigue. Addressing this issue helps protect workers from the impact of demanding schedules and high-pressure situations while also promoting resilience, employee retention and higher job satisfaction.

Idea for Action: Workplace leaders and production managers can help protect worker’s wellbeing by building in short, structured moments for recovery and reflection, especially following high stress or extended periods of work. This might include a brief conversation or meeting after a long day of shooting, festival load-in or back-to-back shifts to address any concerns and provide a space for people to share their thoughts and feelings. Promoting access to peer-based mental health supports such as Calltime Mental Health can help artists and staff maintain mental wellness.

At times, employees may feel undervalued or unfairly treated if their efforts are not acknowledged and appreciated appropriately and promptly. 

Why is addressing this important? Fair and timely recognition of workers’ efforts significantly boosts morale, job satisfaction and employee loyalty.  

Idea for Action: Implement a transparent recognition program that clearly defines how and when employees will be acknowledged for their contributions. Use a mix of recognition types—such as peer to peer and leader to employee recognition. Additionally, provide training for managers on effective recognition practices. Reach out to our consultant below to discuss free training on the basics of recognition and rewards for managers.

In work environments where time constraints and physical demands are present, workers are often expected to follow instructions quickly and without question. With physically demanding roles, there is an increased risk of injury. It is vital that health and safety practices are in place and workers are able to make decisions to protect their own safety.

Why is addressing this important: When workers feel that they have no voice in how tasks are carried out, they are less likely to speak up about potential safety concerns. This can lead to preventable injuries, near misses and opens up the risk of long-term physical strain. Cultivating a safety-first culture where workers are trained in safety practices, confident in their abilities and able to speak up with concerns is key to a healthy workplace.  

Idea for Action: Involving workers in decisions about how demanding tasks are approached is necessary in maintaining a mentally and physically safe environment.  Encourage open dialogue during safety meetings and empower team members to pause or adjust tasks if something feels unsafe. Creating a respectful environment where experience and safety awareness are valued helps reduce risk and improve both confidence and performance.

Actsafe offers a two-step service where a safety advisor will work to build a safety program. Find out more information here: Actsafe – Build Your Safety Program