Are Psychosocial Hazards Present in Your Workplace?

In this episode, co-founder of The Leaders Lab, Dr. Michelle McQuaid, talks with Dr. Peggy Holman, an author, and consultant who employs dialogical practices to turn passivity into participation. Peggy shares the importance of taking a more human-centered approach with your team, by understanding that people don't work like machines. She helps us understand that organizations are living systems and that people within them need meaningful work and connections in order to consistently do their best work.

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At our core, we all have the same basic psychological needs for respect, value, and appreciation. Yet, the diversity in how, when, and where we would like these needs to be met can make the task of ensuring adequate rewards and recognition challenging. But regular informal feedback and formal development reviews can make all the difference. Find out how.

[00:38] Michelle and Paige discuss the research findings about how frequently workers report experiencing inadequate reward and recognition in their workplaces.\

[1.18] Paige and Michelle explore why lack of reward and recognition isn’t just about how much money people are paid at work.

[7.32] Paige shares how leader’s can recognise their people’s work using a simple informal THANK framework.

[22.00] Michelle shares how leader’s can use a formal development review conversation to provide appreciation and development opportunities for their team members.

We all have certain tasks we dread at work. Unfortunately, doing well in our jobs often hinges on our ability to handle these mundane tasks as proficiently as the more interesting ones. Despite our best efforts to make work more engaging, low job control can make tasks more tedious than they need to be, but five simple job crafting questions give us more freedom?

[00:39] Michelle and Paige discuss the research findings about how frequently workers report experiencing low job control in their workplaces. [2:34] Paige and Michelle explore why lack of job control isn’t just about having to do the things you don’t like at work. [9:19] Paige shares how leaders and team members can job craft to provide more autonomy at work.

When it comes to completing our work, we all want to do well. Succeeding, however, depends on us having a clear set of expectations and measurable outcomes that deliver value for our team, clients, and organization. Despite clear communication, the complex and dynamic nature of our work can result in a lack of role clarity, but could a dynamic job description template could deliver the flexibility we need?

[00:40] Michelle and Paige discuss the research findings about how frequently workers report experiencing lack of role clarity in their workplaces. [03:10] Paige shares why role clarity requires more than just a clear job description. [8:10] Paige explains how role clarity and accountability go hand-in-hand. [15:28] Michelle shares how a Dynamic Job Description Template can help leaders navigate the dynamic nature of work in their teams.

A never-ending to-do list with no breaks in sight, a lack of the right training and support, and long, irregular, and unpredictable working hours can leave people feeling anxious and overwhelmed. The risk of unachievable job demands can be hard to navigate, but what if a simple job demands journal made it easier to see and prioritize?

You'll learn:

[00:15] Michelle and Paige discuss the research findings about how frequently workers report experiencing unachievable jobs demands in their workplaces. [03:00] Michelle shares why the hazard of unachievable job demands is more than just having too much work. [8:00] Paige shares practical examples of how leaders are effectively minimizing the risk of unachievable job demands. [11:00] Michelle shares how the Job Demands Journal has helped her and other leaders navigate the dynamic nature of unachievable job demands in their teams.

To stay a part of the conversation and up to date with the latest research and evidence-based ways to supercharge safety for your people, visit us at www.theleaderslab.net.

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