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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. Employees may talk about psychological hazards in the workplace different ways. 

Psychological Hazards  

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 spot these hazards is by actively listening to employee feedback about their workplace experiences. Here are some ways psychological hazards may sound in the workplace. 

  1.   “I don’t know what I am supposed to be doing”- 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. 

  1. “This place is toxic”– 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:  Leaders can help with this by establishing clear policies against bullying, harassment and discrimination, and making sure those are consistently enforced and communicated to employees. 

  1. “I just can’t stop seeing it, over and over”-Frontline workers within the sector are at times exposed to traumatic events that causes harm. 

Why is addressing this Important? With timely intervention, employees will be less likely  to experience the negative effects of exposure to trauma such as burnout, compassion fatigue and PTSD. Supporting employees after such events fosters resilience, improves long-term job satisfaction, and reduces absenteeism. 

Idea for Action:  Leaders can take steps to reduce the impact of this hazard by having a formal or informal procedure for timely debriefing. It is recommended that debriefing be completed within 24-72 hours of the traumatic event. Care to Speak is a free peer-based phone, text, and webchat service that is available to employees within the sector for support and connection after being exposed to traumatic events.  

  1. “I am so angry, it just wasn’t fair”- 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 manager 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. 

  1. “Micro-managing is undermining my confidence”-Micromanaging and lack of autonomy can be related to ineffective supervision and leadership styles. 

Why is addressing this Important: Providing employees with autonomy and support enhances their engagement and job satisfaction. When employees feel trusted and empowered to make decisions, their motivation and overall satisfaction with their work significantly improve. 

Idea for Action: Promote a culture of empowerment by establishing clear, measurable goals and offering regular, constructive feedback. This approach helps shift the focus from micromanagement to collaborative performance improvement and personal development. 

ARE YOU READY TO IMPROVE YOUR ORGANIZATION’S WORKPLACE MENTAL HEALTH? 

Identifying hazards is a crucial step in fostering a psychologically healthier workplace. If you’re committed to enhancing your work environment, reach out to our Workplace Psychological Health and Safety Consultant for a complimentary consultation. 

References: 

Psychological Hazards Self-Assessment | BC Public Service 

What Psychological Hazards Sound like at Work | safe work australia 

13 Factors: Addressing Mental Health in the Workplace | Mental Health Commission of Canada