Psychosocial risks or not?

I recently read an article that talked about the multitude of psychosocial risks being raised in Australia.

There are times where things feel uncomfortable at work, but the circumstances may not be unsafe.  Of course, real risks of bullying, discrimination, work stress, and harassment truly exist, and need to be addressed, but increasingly, people managers may find it harder in this landscape to identify what is a “genuine psychosocial risk” and what is a “normal workplace challenge”.

Some examples of a normal workplace challenge:

• Receiving constructive feedback (delivered respectfully and in line with best practices).

• Not feeling included in every social interaction at work.

• A colleague having a bad day and being a bit short (assuming it’s not persistent or targeted).

• Being left out of a non-work-related conversation (e.g., lunch plans, casual chats).

• A tense or awkward conversation about work differences.

• Having a performance discussion about areas for improvement.

• Being held accountable for work quality, deadlines, or responsibilities.

• Disagreeing with colleagues or leaders in a professional setting.

• Experiencing a change in company direction, strategy, or structure (when communicated and managed appropriately).

Of course, if there is any question over whether the above genuinely constitutes a psychosocial risk, talk to your HR representative or employment lawyer to get some guidance.

On a general level, we need to support managers and leaders correctly identify and respond to workplace challenges. Not every tough moment is a psychological hazard, but equally, we can’t dismiss challenges as ‘just part of the job.’ ⚖️ It’s all about striking the right balance, and “how” things are communicated.