Psychosocial Safety

Why Take The Business Risk Dashboard Survey

The Business Risk Dashboard survey is a crucial tool for identifying hidden psychosocial risks that may be affecting your workplace. It provides a clear and comprehensive overview of areas that need attention, from communication gaps to stress factors that could be undermining productivity and morale. By taking this survey, both you and your employees can gain valuable insights into the current work environment, helping you make data-driven decisions to create a safer, more supportive space. Understanding these risks early allows you to implement targeted strategies that prevent potential issues, reduce turnover, and foster a culture of well-being and high performance.

Psychosocial Safety Should Be a Top Priority

The landscape of workplace safety is evolving. No longer limited to physical hazards, a holistic approach now considers the mental and emotional well-being of employees. This shift recognizes that psychosocial safety—encompassing mental health, emotional resilience, and organisational culture—is as vital to business success as traditional safety measures.

As a decision-maker, your role is pivotal in shaping a work environment that not only attracts talent but also retains and nurtures it. This requires addressing the often-overlooked psychosocial risks that, if left unmanaged, can have far-reaching consequences for your business’s reputation, productivity, and bottom line.

The Cost of Ignoring Psychosocial Risks

Psychosocial hazards aren’t always visible, but their impacts are tangible. Research reveals that workplaces ignoring mental and social factors face higher rates of absenteeism, disengagement, and employee turnover. These issues don’t just harm your people—they hurt your business.

Why It Matters to You:

Stressed and disengaged employees are less productive. According to the World Health Organization, depression and anxiety cost the global economy an estimated $1 trillion per year in lost productivity.
Employees experiencing burnout, bullying, or harassment are more likely to take prolonged sick leave. This means not only higher costs in lost time but also added strain on other team members and more importantly strain on employees’ health
Toxic work environments drive away top talent. High turnover rates lead to increased recruitment costs, onboarding expenses, and loss of institutional knowledge.

In today’s competitive market, businesses that fail to create safe and supportive work environments will find themselves left behind. Conversely, companies prioritizing psychosocial safety are reaping the benefits of a more engaged, productive, and loyal workforce.

Building a Psychosocial Safety Culture: A Competitive Advantage

Addressing psychosocial hazards isn’t just about compliance—it’s about creating a thriving workplace culture that differentiates your business. Organisations that prioritize mental and emotional well-being see a range of advantages:

Higher Engagement and Productivity

A psychologically safe environment encourages employees to bring their best selves to work. When workers feel valued and supported, they are more engaged and motivated. Businesses with highly engaged teams are 21% more profitable than those with disengaged employees.

Attracting and Retaining Talent

Talented professionals seek workplaces where they feel respected, supported, and valued. Emphasising psychosocial safety enhances your employer brand, making you a preferred choice for top talent. Research indicates that workplace stress contributes to nearly a 50% rise in voluntary employee turnover.

Boosting Innovation and Creativity

Employees in safe environments are more willing to share ideas and innovate. When team members aren’t burdened by stress or fear, they contribute more creatively and feel more connected to your business’ goals. Encouraging open dialogue without the fear of judgment leads to higher-quality decision-making and problem-solving.

Compliance with Evolving Regulations

The regulatory landscape is shifting to include psychosocial risks in occupational health and safety guidelines. Staying ahead of these changes not only ensures compliance but also positions your business as a leader in ethical and responsible management.

Common Psychosocial Hazards and How to Address Them

Bullying and Harassment: Zero Tolerance Policies

Bullying and harassment create toxic work environments that damage morale and well-being. These behaviors are linked to increased anxiety, depression, and absenteeism. A clear, zero-tolerance policy on bullying and harassment, combined with accessible reporting mechanisms, is crucial.

Burnout and Overwork: Prioritising Work-Life Balance

Burnout doesn’t happen overnight, it’s the result of sustained stress, high workloads, and inadequate support. Addressing burnout means creating a culture where work-life balance is prioritised, workloads are manageable, and mental health days are normalised. Burnout can be mitigated by encouraging regular breaks, setting clear boundaries, and offering flexible work arrangements.

Lack of Support for Mental Health: Providing Resources and Training

Without proper support systems, employees facing mental health challenges may struggle in silence. Companies that invest in training managers to recognise signs of distress and offer mental health resources—such as counseling services, mental health workshops, and stress management training—are better equipped to retain their workforce. Investing in mental health yields return in productivity

Workplace Aggression: Promoting a Culture of Respect

Even low-level aggression, like sarcasm or eye-rolling, can erode trust and safety within teams. A respectful workplace culture is non-negotiable. Training programs on conflict resolution and communication skills, backed by consistent leadership behavior, foster environments where employees feel safe to express themselves without fear of aggression or hostility.

Supporting a Diverse Workforce: Age-Inclusive and Equitable Practices

With an ageing workforce, businesses must adjust their policies to accommodate diverse needs. This might involve flexible schedules, skill development programs, or mentorship opportunities that leverage the experience of senior staff. Age-inclusive practices not only support older employees but also create a culture of respect for all.

Why Taking Action Now Makes Business Sense

The ROI on creating a psychosocially safe workplace is clear. Companies that commit to proactive measures experience tangible benefits:

Improved Productivity: Happy employees work harder and smarter. Organisations that prioritize employee well-being significantly outperform their competitors.

Enhanced Brand Reputation: Word-of-mouth travels fast. Businesses known for prioritising employee well-being gain a reputation as ethical and desirable employers, attracting both clients and top-tier talent.

Reduced Costs: Lower absenteeism, reduced turnover, and higher employee retention all contribute to significant cost savings. Investing in mental health not only benefits individual employees but strengthens the entire organisation.

Implementing a Psychosocial Safety Strategy

Creating a safer work environment doesn’t have to be overwhelming. Start by:

Evaluating Current Policies: Assess where your business stands. Utilise tools like HoweSafe’s Business Risk Dashboard to identify gaps in your current approach.
Investing in Leadership Training: Equip managers with the skills to recognise psychosocial risks and intervene early. Training should cover topics such as mental health first aid, conflict resolution, and effective communication.
Encouraging Transparency: Foster a culture of open communication. Employees should feel comfortable sharing concerns without fear of retribution.
Regularly Reviewing Progress: Psychosocial safety is an ongoing commitment. Use employee feedback, surveys, and key performance indicators to adjust your strategy as needed.

Transform Your Business—Start Today

Addressing psychosocial risks is more than a moral imperative; it’s a strategic advantage. Forward-thinking companies are leading the way, recognising that the key to sustained success lies in creating environments where employees feel valued, safe, and empowered.

Are you ready to create a resilient, thriving workplace that stands out in your industry? Prioritise psychosocial safety today and set the standard for the future.

Building a Safe, Connected, and Productive Workplace

The concept of workplace safety has broadened, stretching beyond the traditional focus on physical risks to incorporate mental and emotional well-being. At the heart of this expanded approach lies the notion of psychosocial hazards—factors within a workplace that may affect employees’ psychological health, social well-being, and overall ability to thrive. Unlike physical hazards that are often visible and tangible, psychosocial risks can be subtler, manifesting through work-related stress, poor communication, lack of support, or toxic interpersonal dynamics. Left unchecked, these risks can contribute to a culture of stress and discontent, ultimately impacting productivity and wellbeing.

Psychosocial hazards can take many forms, from excessive workloads to unclear job roles, workplace bullying, or a lack of autonomy. These risks impact employees on multiple levels. Individuals exposed to chronic stress or unhealthy social dynamics may experience symptoms ranging from irritability and exhaustion to more severe consequences such as depression, anxiety disorders, or burnout. Beyond emotional distress, psychosocial risks can also lead to physical symptoms, such as headaches, disrupted sleep patterns, and compromised immune function, all of which impair employees’ ability to perform optimally.

For organisations, the repercussions of unmanaged psychosocial risks are equally severe. When employees suffer, so does productivity. High levels of absenteeism, increased turnover, and reduced morale often follow when psychosocial risks remain unaddressed. The financial toll can be significant, with costs associated with lost productivity, recruitment, and training of new employees, as well as potential legal ramifications if mental health claims arise. Additionally, companies may see damage to their reputation, which can erode customer trust and impair the ability to attract top talent.

Managing Psychosocial Hazards and Risks

Building a psychologically safe and inclusive workplace requires thoughtful, proactive management of psychosocial hazards. Here are several strategies to create a more connected and supportive work environment:

Foster a Strong Sense of Community and Belonging: Connection is a powerful antidote to many psychosocial risks. Encouraging employees to build relationships and engage in team-building activities fosters a supportive community. When individuals feel they belong to a team and are respected members of a community, they are more likely to feel engaged and motivated. Simple practices, such as organising regular team meetings, social gatherings, or collaborative projects, can help create a sense of shared purpose and camaraderie.
Assess and Raise Awareness: Managing psychosocial hazards is acknowledging them. Conduct regular surveys, focus groups, and assessments to gauge the workplace climate, social dynamics, and employees’ sense of belonging. Identifying areas where employees feel isolated or unsupported can help address underlying issues and guide targeted improvements.
Cultivate Open Communication and Supportive Leadership: A psychologically safe workplace is one where employees feel comfortable speaking up without fear of reprisal. This begins with leadership that models empathy and transparency, creating a culture where feedback is welcomed, and concerns are addressed. Training programs that equip leaders with emotional intelligence skills can enhance their ability to connect with their teams, fostering an environment of trust and mutual respect.
Encourage Work-Life Balance and Personal Well-Being: Ensuring that employees have time to recharge and maintain healthy boundaries is crucial. Companies can promote work-life balance by offering flexible working arrangements and manageable workloads. When employees are encouraged to take breaks, pursue personal interests, and prioritise self-care, they are better able to manage stress, remain engaged, and build positive connections within their teams.
Create and Regularly Update Policies on Workplace Conduct: Clear policies on harassment, discrimination, and bullying are foundational to a safe work environment. Equally important is the enforcement of these policies, ensuring that all employees understand and uphold values that promote respect, fairness, and inclusivity. Additionally, having resources such as employee assistance programs (EAPs) and mental health support systems shows a commitment to employee well-being and provides avenues for individuals to seek help when needed.
Implement Community-Building Initiatives: Supporting an environment of belonging may also involve creating structured opportunities for social engagement. Consider activities such as mentorship programs, cross-departmental projects, or volunteer days. These initiatives help break down silos, build relationships, and strengthen employees’ sense of connection to one another and the organization.
Continuously Evaluate and Adapt: Psychosocial risks are not static. They evolve over time as the workplace changes. Regularly assess the effectiveness of initiatives through follow-up surveys and feedback mechanisms to ensure they remain relevant. A workplace that values adaptability and remains responsive to employee needs is more likely to maintain a strong, supportive culture.

Take the Survey Now

Understanding and addressing psychosocial hazards begins with open dialogue and genuine engagement. Take the next step in fostering a more connected, supportive workplace by participating in our survey. By taking a few moments to reflect on your work environment, you’ll contribute to valuable insights that can help build a culture of belonging, prioritize mental well-being, and create a workplace where everyone feels valued and empowered.

Why Understanding Burnout Matters

In today’s demanding work environment, burnout is a real and rising concern that can impact not only your professional life but also your personal well-being. Burnout affects countless employees worldwide, often leading to decreased productivity, diminished motivation, and even serious health issues. Understanding your risk of burnout is taking control of your mental health and finding balance in the workplace.

Burnout isn’t simply about feeling tired after a long day—it’s a deeper state of emotional, mental, and physical exhaustion that often results from prolonged stress. If unaddressed, burnout can lead to more serious health concerns, affecting everything from job performance to personal relationships.

Why take this Survey:

Identify Early Signs: Recognize the symptoms of burnout before they escalate.
Increase Self-Awareness: Understand how your work environment and habits contribute to your stress levels.
Take Action: Empower yourself to make changes that improve your well-being and work-life balance.

Take charge of your wellbeing today.

The spiral down into mental unwellness

Ever know what it’s like to wake up in a cold sweat terrified about the day ahead? What about hiding in the bathrooms at work crying, feeling like it’s all too much? What about feeling that rising fear just because you know you have to go to work but you know you can’t make it, so you crawl back under your covers wishing the day would go away? What about standing in the shower feeling like a pit of despair is opening up around you and you don’t know how you’re going to struggle to stay out of it? Or feel sick at the thought of having to be brave and be part of something you don’t believe in?

Have you ever felt any of those things? I have. I hate to admit it, but I have felt them all.

Those moments can feel endless. Like there is no way out. I look back at those moments in time when I have felt untethered to something safe and secure. It’s at these times when we are at our loneliest, when we don’t feel like we belong. We don’t feel like anyone cares about us. These moments in time are our greatest moments of risk. We make bad decisions, we are more likely to get into an accident, we are more likely to have a headache, get a cold, eat too much, exercise too much, drink too much, stay on social media too long, self-destruct and escape. It’s at these moments we stop looking after ourselves and we stop looking after people around us. Accidents start to happen. Mistakes at work. Relationships break. We are present but we aren’t contributing. We are unwell.

Practical steps to help prevent someone sliding into mental unwellness

Community is one of the biggest protective factors for mental wellbeing. Research has shown time and again that as social beings we are designed to be part of a community, a tribe, a group of humans that we can call “our people”. Your perception about who genuinely cares for you is the critical component here.

This is where large workplaces tend to go wrong. There is an assumption that if enough money is put into a paid intervention then everyone will feel happy and connected but we all know that isn’t true.

Several reasons why some interventions for supporting workers at work to feel well doesn’t work:

The large majority of interventions paid for by employers are not evidence based. What you will see are organisations paying large quantities of money and not getting results.
People know when interventions are not genuine. This is really important because human instinct is so good that people know when they are being offered something that ticks a company box versus a company just doing the right thing.
Most interventions try to fix the “person” and rarely look at the “group”. If you don’t target the group dynamics, then you will struggle with the people dynamics.

I once worked at place that was insanely toxic. What made it worse was that life outside work wasn’t the best either so when combined it had a catastrophic impact on my health. What saved me at the time was the caring love and support of one person. This treasured friend instinctively operated on caring, kindness and connection. Every day for close to four years they would check in on me. Sometimes for a moment, sometimes for a walk at lunch. Somehow in their busy day they always found time to find me, to check in. To genuinely see if I was ok. They could see me struggling even when I couldn’t see it myself. I didn’t realise what they were doing at the time, but they created that one genuine relationship for me that helped me move forward.

Research has shown that having one person in your life who you genuinely care about and who cares about you is the biggest protective factor to reduce the feeling of pain. Other research found out that the reason we feel “pain” when we feel alone or rejected is because it’s firing the same brain centre as physical pain. It becomes a double whammy!

A genuine relationship protects you against the storm.

Genuine relationships act like umbrella’s in the rain so you can stay dry for a little while to sort yourself out and stay with you while the storm passes.

We recently ran a few surveys. We asked people in a few different industries, health, manufacturing, finance about what could your employer do to make you feel like you are appreciated and belong at work and overwhelmingly the answer was so Australian and so simple. It was – put on a BBQ or pay for us to have lunch together. People want to be allowed to be together to form genuine relationships that aren’t always about work.

For four years of the particular work place I was in, I could feel myself slowly moving from not wanting to get out of bed to bounding out of bed. I became excited to go to work, to get dressed, to wash my hair, to take care of myself again. I didn’t even know why at first but then it dawned on me that I loved showing up every day, not because of my job but because I knew someone would be happy to see me when I showed up and for that experience, I will forever be grateful. That moment in time showed me that genuinely caring about people created one of the best beginnings of a mental wellness intervention for me.

We need rethink how we as large organisations create community and connection. If your workplace is toxic, if your interventions aren’t working then maybe go back to the drawing board and remember all people want is to feel like they belong.

What can you do to help create genuine communities in your life or workplace?

For more information on how to create genuine communities at work to reduce risk contact us at www.howesafe.com or call Caroline +61 406 990 816 or email – caroline@howesafe.com

Thanks to a response a received after I posted the blog on Belonging, I decided to investigate the value of kindness. Someone had commented and said that “Kindness is underrated” and this led me to think about all the ways we can show kindness to each other. What I wondered was, how easy is it to be genuinely kind to one another? What are the aspects of kindness that we respond to best? From my perspective, one of the easiest ways to show kindness is through smiling so I decided to research the value of a smile.

Smiling is an underrated, critical, money saving act in the workplace

What do you think the cost of a smile is? When was the last time you could freely walk about your workplace, smile at people and know that they were genuinely smiling back?

Smiles are one of the most important social cues and one of the least expensive ones to give. Researchers have actually found that smiling will change the way a person will make a decision. One experiment found that people were willing to spend more money when a salesperson smiled at them.

Research also showed that “smiling” was seen to add value for people and that people were willing to forgo a monetary reward in favour of a genuine authentic smile. Imagine that! A genuine authentic smile being more valuable to someone than money. Crazy right, but true.

If you think about authentic smiling being more valuable than money, imagine how much money organisations could save in bonus payments if they genuinely and authentically smiled and cared for their people!

A genuine and authentic smile makes people feel like they are accepted

We all feel different levels of feeling accepted or rejected by people around us and that’s normal. Hopefully we all have the chance to feel loved and accepted but we can all recall those times when we felt rejected by people around us, either at work, home or other. It feels awful right. Interestingly, research found that people who knew what it was like to feel rejected were also a lot better at being able to tell the difference between a smile that was authentic and one that wasn’t. This realistically would mean that pretty much every adult knows the difference between an authentic interaction and smile and one that’s just pasted on for show.

Smiles that are not authentic are seen to negatively impact social behaviour and research showed that if someone gives you a fake smile there is a 70% – 80% chance you will reciprocate that insincere smile. If you feel rejected you are likely to return a smile that is fake because you might still need to put on a show for whoever you need to entertain be it work, home or in your community. Genuine smiles return genuine smiles and fake smiles return fake smiles and fake smiles instinctively make people feel worse.

5 reasons why smiling is important?

A smile is one of the most important social cues for people to make them feel accepted by the group
People will pay more attention to good social cues than to negative cues
A genuine smile is seen as a social reward
A fake smile will be picked up subconsciously and people will dislike it and respond accordingly
We make decisions based on our social cues. If we feel accepted, we respond better

So, the next time you think about putting on a fake smile, think about what it might cost you, your business, your home. People will know the difference.

Dale Carnegie, the author of How to Win Friends and Influence People wrote a poem about a smile.

“The Value of a Smile” Dale Carnegie

“It costs nothing, but creates much. It enriches those who receive, without impoverishing those who give. It happens in a flash and the memory of it sometimes lasts forever. None are so rich they can get along without it, and none so poor but are richer for its benefits.

“It creates happiness in the home, fosters goodwill in a business, and is the countersign of friends. It is rest to the weary, daylight to the discouraged, sunshine to the sad, and nature’s best antidote for trouble.

“Yet it cannot be bought, begged, borrowed or stolen, for it is something that is no earthly good to anyone ’til it is given away. And if in the hurly-burly bustle of today’s business world, some of the people you meet should be too tired to give you a smile, may we ask you to leave one of yours?

“For nobody needs a smile so much as those who have none left to give.”

Enjoy your week and remember to smile genuinely ?

How do you know you are safe? What is it about being safe, feeling safe, knowing you are safe that actually lets you know that someone has got your back?

man person cute young — Photo by Pixabay on Pexels.com

As far back as the industrial revolution we have seen the evolution of safety as a system. Back in the 1700’s the idea was that safety comprised of three essential domains, being technology, human and organisation. The concept was that if the technology, the people and the organisation was safe then logically it would follow that everyone would be safe. But how do you know humans are safe? Humans being emotional and complex beings are individually designed to feel safe based on their own experiences of the world around them. Instinctively humans are designed to want human connection and what we know from research is that humans have in common though is that instinctively they feel safe when they feel valued, heard and genuinely appreciated.

Safety is more complex than just the physical environment. For proper safety to occur you need three elements for humans. People need to feel that the physical space around them is safe to work in. The second is their own individual psychological safety and then the third space is the social space around them. Do they feel the people around them genuinely care about them? Do they feel that they are valued and loved? To date there is little to no work within the social safety space.

A few years ago, a friend of my son came over for dinner. It was a random mid-weeknight, and, on that night, he told me it was his birthday. I quickly went into the kitchen with my daughter and we quietly whipped up a birthday cake for him which my daughter then decorated with icing, candles and cocktail umbrellas. She thought it made the cake looks spectacular. It was only after we started walking from the kitchen through to the living room that we noticed each cocktail umbrella starting to catch on fire. By the time we got the living room each cocktail umbrella had exploded on the cake and we were left with a cake covered in cinders. It was a disaster.

But here is the thing. When we went out with the cake, my son’s friend, who was in his early 20’s got really emotional and said, “Thank you, this is the first birthday cake anyone has ever made me since I was 6 years old”. To me it was a disaster. To my daughter it was a hilarious moment in time and to him it meant to world that we cared enough about him to make the cake.

And this is where the concept of safety gets fun. From a physical safety perspective, it really was a disaster. there are no two ways about it. I was poised with the fire extinguisher make no mistake but from his psychological and social safety perspective he felt loved. To this day that young man still comes to the house and thinks of us as his family. All because we made a cake on a whim to recognise his birthday.

How much risk is your business under just because your staff don’t feel like they belong? How socially safe is your business?

For more information on social safety contact us at www.howesafe.com

Imagine your perfect day.

If I think about my perfect day, I will wake up to the smell of freshly brewed coffee knowing that I would be getting up stress free and well rested. My feet would hit the floor and I would happily grab my exercise gear and go for a run in the fresh air. My mind might wander to the few important tasks I had to complete that day, but my energy would be high, and I would be happy to tackle any task with enthusiasm. I would get back, shower, eat a nourishing breakfast. The kids would be organised, lunches made and happy to see me. Once everyone had left for work, I would enthusiastically head off to work knowing that whatever I did that day would have a positive impact on people. When I arrive at work, I would be greeted at work by cheerful faces of people who would genuinely care about me being part of the team. Someone might even ask if I wanted a coffee or pop by to see how my family was. I would work for two uninterrupted hours with no emails, no meetings, just productive work time. Then I would stop, have a snack, maybe go for a quick energising walk and then get back to my tasks. My work would enthusiastically boost my optimism about how good life is and at the end of the day I could reflect on how my work had contributed to the greater good. I would come home and be welcomed by a loving family. Eat a well thought through meal and engage in delightful banter across the table, welcoming the stories of everyone’s day. After dinner we would all clean the kitchen together and once that was done, I could shower, sit down, read a book and relax knowing that I could do it all again tomorrow.

How many of you get to have your perfect day?

Or does the day sometimes go like this – You get up feeling frazzled with a poor night sleep because you had to keep getting up with kids crying or the noises of traffic or sirens in the distance keeping you awake. Maybe the stress of work from the day before rendered sleep an unnecessary burden for your already tattered mind. The alarm goes off and you hit snooze, it goes again, and you snooze it again all the while hoping the alarm would just stop working all together so you could at least get more than 9 min uninterrupted sleep. You get up and the kitchen’s a mess, the bread has run out and there is nothing for lunches ready to go. You grab a 2 min shower, throw some makeup on, tie your hair back and run out the door. The trains are late, or the traffic is bad. You race into work but each step closer fills you with more dread. You hate the place; you hate the people, and your work feels like it’s sucking your soul out. When you get in people don’t make eye contact, no one says hello and so you sit in your allocated desk space which by now has become a hot desk making it even less hospitable than it was before that crazy cost saving fad started. You make your way through another day where few people speak to you other than in meetings. No one has asked you how you are. No one has checked to see if your child has recovered from the broken leg, they had that’s kept you up at night. No one has checked how you are getting on with your mum having recently moved into a nursing home and how you are managing the tenuous balance between being a parent, working and looking after your parents. You are exhausted. You’re tired and no one you work with seems to care. You head home at the end of a long day, making your way home with the throngs of traffic and grumpy people. You have to grab shopping on the way home, so you have something to cook dinner with. The family get home and grab food and sit and eat in front of the tv. Once they have finished they get up and leave and you are faced with cleaning the mess. You’re beyond tired so you grab a chocolate hoping that it will make you feel better. You want to sleep but you have just one load of washing to do. Then you realise that your child has a school project due in the morning and you need to stay up work with them on their project or sit there and complete it alone. You make yourself a cup of coffee, suck it up and get on with it.

What about that day? If you had to choose between each day, which one is the one that you relate to more?

While we strive for a perfect day, more often than not we find ourselves entangled in days that drain us. It’s the culmination of the days that drain us that create the most risk.

The human need to “belong” is more than a fanciful new vogue term being bandied about by clever marketing agencies jumping on the next wave of sales. Our research has shown us over the past few years that feeling like you belong, feeling that someone cares about you, knowing that you have someone at work or someone at home that genuinely “has your back”, is one of the most important protective factors for poor health, risk of lost time injury and poor productivity at work. Humans are social creatures that have an innate desire to be part of the “pack”.
We are surrounded by “packs”. If you think about it, you have your home “pack”, your “work” pack and your “community” pack. These are three critical “packs” that we need to feel like we belong to for us to feel cared for, loved, valued and safe. When we don’t feel like we belong to a “pack” or even a person we start to feel disconnected and lonely. We start to feel like we have no solid anchors around us. We know from research more and more that feeling like we belong creates social safety and we also know that social safety is still the least focused on area in workplaces.
So how connected are you to your pack? How can you create a better sense of belonging for yourself? How well do you know if your teams or staff feel like they belong? How much risk is your business under just because your staff don’t feel like they belong? How socially safe is your business?

For more information on social safety contact us at www.howesafe.com

Why Take The Business Risk Dashboard Survey