The world of work is constantly evolving, particularly when it comes to the psychological health of employees. By October 6, 2025, the obligation for employers to take psychosocial risks into account in their prevention plans will come into force. In view of this, companies are well advised to gradually prepare for the implementation of this prevention program by modernizing their internal policies and processes, starting now.
In today’s context, where employee engagement and retention rates are dropping considerably, and absenteeism and presenteeism linked to mental health issues in the workplace are on the rise, the labor shortage is well underway. On the other hand, the need to innovate rapidly and adapt to meet market pressures is ever greater, making it imperative to strike a balance between individual and organizational needs.
To this end, one of the winning strategies seems to lie in the care taken to cultivate psychologically safe workspaces. A pioneer in the field, Amy Edmondson defines psychological safety as “a team climate characterized by interpersonal trust and mutual respect, in which people are comfortable being themselves”. So, it refers to the ability to be oneself at all times, to be able to expose one’s vulnerability to others without fear of judgment or reprimand.
However, the prevention of psychosocial risks must not rest solely on the shoulders of management or human resources, but must become an intrinsic value shared by all employees of an organization.
Psychosocial risks at work, such as exposure to stress, harassment, workload or excessive pressure, work climate and recognition, can have serious consequences for employees’ mental and physical health. It is essential that each and every one of us recognizes our responsibility in preventing and managing these risks. That’s why creating a safe psychological environment can only be achieved through a shared responsibility between the organization and its members.
To achieve this, organizations need to put in place effective, structured strategies to foster a safe and healthy work environment. Staff training and awareness-raising on psychosocial risks in the workplace should be carried out at all organizational levels, to ensure a common understanding of the issues and the actions to be taken. However, in order to establish action plans that take into account the different realities of workplaces, and to measure the effectiveness of interventions carried out to mitigate risks, it becomes important to be able to equip ourselves with valid tools that can effectively measure the risks prevalent in teams.
Here are a few ideas for concrete action that may prove useful
First of all, it’s important to establish a short-, medium- and long-term vision for prevention. Because of their visible and influential role, executives and managers need to be equipped and supported in the process of addressing risk factors. Their contribution is crucial to ensuring that the approach is exemplary and consistent.
Work teams can also be trained in the importance of psychological health and the recognition of risks, both personal and organizational. In addition, to promote a safe and healthy work environment, it is clearly important to develop employees’ interpersonal and non-violent communication skills. Open dialogue on effective communication methods helps develop collective awareness and recognition of internal operating mechanisms.
Healthy communication is the cornerstone of managing the various psychosocial risks. The various human resources professionals are directly involved in promoting corporate culture, and their role is also essential in supporting managers and work teams in the reflection, planning and deployment of best practices.
Please do not hesitate to contact us if you have any questions or concerns. Let’s work together to create a safe and fulfilling working environment for everyone.
By Nancy Boisvert, Psychologist