Workplace Culture

Redefining Workplace Wellbeing: Insights from 2024 Psychosocial Summit

The 2024 Psychosocial Safety Summit in Brisbane was a gathering of transformative leaders, practitioners, and advocates, all focused on a vital mission: reshaping workplace environments to prioritise “Psychosocial Safety”. Unlike typical workplace safety discussions, this summit highlighted the comprehensive impact of psychological, social, and emotional well-being on organisational resilience and productivity. The sessions provided a clear roadmap for forward-thinking leaders, urging them to reimagine safety practices as foundational to the future of work. Here are the key insights that emerged:

Psychosocial Safety as an Essential Strategy for Success

A recurring message throughout the summit was the urgent need to elevate psychosocial safety from a supporting policy to a core strategy. In a world where mental health challenges and social issues are increasingly prevalent, workplaces that incorporate psychosocial safety as a priority are better equipped to foster innovation, employee engagement, and progress. Rather than seeing psychosocial health as a compliance box to check, today’s leaders should realise that it must be an intrinsic part of their culture, shaping how teams work, collaborate, and thrive.

Addressing the Hidden Toll of Physical Injuries

Emphasis on physical injuries usually carry psychological repercussions that, if unaddressed, hinder full recovery. For leaders, this shift in perspective means expanding workplace recovery programs to address both the physical and mental impacts of injuries. By acknowledging the interconnectedness of physical and emotional healing, organisations can provide more comprehensive support, ultimately leading to sustainable, fuller recoveries and a more resilient workforce.

Courageous Conversations as Catalysts for Change

The summit illuminated the importance of creating workplaces where challenging topics—such as domestic abuse, alcohol, and burnout—can be discussed openly and supportively. Foster “courageous conversations” that bring these often-taboo subjects into the open, making it easier for employees to access help without fear of stigma. This approach transforms the workplace into a space where employees feel safe to be authentic, which in turn builds a strong foundation of trust, transparency, and collective resilience.

Building Constructive Cultures: A Strategic Imperative

Another key takeaway was the importance of fostering constructive workplace cultures that actively support mental and emotional well-being. Measuring and understanding behavioral dynamics within teams can improve overall productivity and morale. By actively cultivating supportive, positive environments, organisations not only enhance employee well-being but also drive team cohesion, innovation, and effectiveness. The summit stressed that a constructive culture isn’t just beneficial; it’s transformative.

Representation in Safety Roles: Advancing Diversity and Inclusion

There is a critical role that diversity plays in workplace safety. Leaders recognised that promoting diverse voices—particularly women and marginalized groups—in safety roles brings fresh perspectives to tackling complex issues and promotes a culture of inclusivity. By supporting diversity in safety leadership, organisations can ensure a holistic approach to psychosocial health that resonates with the varied experiences of all employees, ultimately leading to richer, more effective solutions.

Reframing Burnout as a Structural Challenge

Burnout was highlighted as a symptom of structural and cultural gaps within organisations rather than simply an individual issue. Leaders were encouraged to view burnout as a signal of larger systemic issues—such as workload imbalances, lack of support, or insufficient mental health resources—that need addressing at the organisational level. This shift enables leaders to create more balanced, supportive work environments, reframing the workplace from a source of stress to a source of empowerment.

Intersectional and Trauma-Informed Approaches to Inclusion

The summit highlighted the importance of an intersectional, trauma-informed approach to workplace safety. By tailoring support to address the unique needs of marginalised groups, organisations can provide more effective, empathetic support. This approach not only strengthens employee engagement but also creates a truly inclusive workplace where all voices are valued and supported.

Investing in Psychosocial Safety: A Pathway to Long-Term Value

Investing in psychosocial safety delivers measurable returns. Beyond the human benefits of healthier, happier employees, psychosocial safety has proven financial rewards in terms of increased productivity, reduced turnover, and stronger employee loyalty. Forward-thinking organisations that invest in psychosocial safety find that it pays dividends in every aspect of the business, ultimately driving sustained success.

Why This Summit Matters to Today’s Leaders

The 2024 Psychosocial Safety Summit was more than an event; it was a call to action for organisations worldwide. Leaders can be equipped with a powerful understanding of the essential role psychosocial safety plays in shaping not only employee well-being but also organisational performance. As workplaces continue to evolve, the insights shared at this summit will be vital in creating environments that support mental, emotional, and social health—key pillars of a resilient, high-functioning workplace. For leaders who are ready to elevate their organisations, the summit offered a clear vision of a more compassionate, supportive, and ultimately successful workplace future.

The Critical Role of Psychosocial Health in the Workplace: Beyond Compliance, Toward Wellbeing

In today’s fast-evolving work environment, employee wellbeing isn’t limited to physical health or basic safety measures. It extends to the often-overlooked dimension of psychosocial health, which significantly influences a worker’s overall performance, satisfaction, and engagement. In an age where productivity is measured not only by output but by innovation, adaptability, and retention, organisations must proactively foster a supportive psychosocial environment. This article delves into the importance of enhancing psychosocial health in the workplace, exploring the tangible benefits for both employers and employees.

What is Psychosocial Health in the Workplace?

Psychosocial health is a holistic concept that addresses the intersection of psychological wellbeing and social functioning in individuals. In the workplace, it reflects how employees feel, interact, and function within their work environment. It encompasses factors such as emotional health, social connections, job satisfaction, and the ability to cope with stressors.

A thriving psychosocial environment isn’t just about preventing burnout or addressing mental health crises—it’s about empowering employees to bring their best selves to work, fostering resilience, building community, and ensuring that everyone feels supported.

The Business Case for Prioritising Psychosocial Health

Organisations that invest in psychosocial health don’t just improve employee wellbeing—they strengthen the foundation for long-term success. Here are some key reasons why promoting psychosocial health is essential for business performance:

Reduced Absenteeism and Presenteeism: Poor psychosocial health leads to employees calling in sick more often (absenteeism) or showing up without being fully productive (presenteeism). Both scenarios affect overall productivity and can cost businesses millions annually.

Increased Employee Retention: A workplace that promotes psychosocial health cultivates a positive culture, which helps retain talent. Employees are more likely to stay with a company that demonstrates care for their emotional and social wellbeing.

Higher Engagement and Productivity: Workers with high psychosocial wellbeing are more engaged, committed, and productive. They are motivated to go beyond their job descriptions because they feel valued and supported.

Compliance with Regulations: In many countries, managing psychosocial risks in the workplace is becoming a legal requirement. Staying ahead of regulations not only keeps companies compliant but also positions them as industry leaders in employee wellbeing.

Improved Innovation and Creativity: When employees feel emotionally secure, they are more likely to take creative risks, share ideas, and collaborate. Psychosocially healthy environments foster open communication, where innovation can thrive.

The Key Components of a Psychosocially Healthy Workplace

While creating a psychosocially healthy workplace requires a multi-layered approach, certain elements are critical to success. Here’s how companies can foster an environment where psychosocial health flourishes:

Effective Leadership and Communication

Leadership plays an integral role in modeling behaviors that promote psychosocial health. Managers must create an open dialogue where employees feel safe discussing their challenges and mental health without fear of stigma or reprisal. Regular check-ins, transparent communication, and empathy are key.

Tip: Train leaders to recognise signs of psychosocial distress and provide them with the tools to respond with compassion and support.

Work-Life Balance and Flexibility

Long gone are the days where a rigid 9-to-5 schedule was the only way to work. Offering flexibility—whether through remote work, compressed hours, or adjustable schedules—enables employees to manage personal responsibilities alongside their professional obligations, significantly reducing stress levels.

Tip: Implement flexible working arrangements where possible and encourage employees to take breaks and use their paid time off.

Recognition and Reward Systems

Acknowledge the hard work of your employees regularly. Recognition, whether monetary or non-monetary, goes a long way in boosting morale and fostering a sense of accomplishment. When people feel valued, their psychosocial health improves, leading to greater loyalty and productivity.

Tip: Create a structured recognition program that highlights not only achievements but also effort and collaboration.

Opportunities for Personal Growth

An environment that promotes continuous learning and personal development contributes significantly to psychosocial wellbeing. Providing opportunities for growth—whether through professional development, mentorship programs, or skills training—empowers employees to take control of their careers and personal lives.

Tip: Offer workshops on emotional intelligence, stress management, and conflict resolution to support mental and social growth.

Support Networks and Social Connections

Humans are inherently social beings, and workplace relationships play a major role in our overall sense of wellbeing. Encouraging teamwork, fostering camaraderie, and facilitating opportunities for social interaction can create a support system within the workplace that boosts psychosocial health.

Tip: Organize regular team-building activities, social events, and peer support networks to strengthen interpersonal relationships and build trust.

The Hidden Costs of Ignoring Psychosocial Health

Failing to address psychosocial risks can lead to hidden costs that slowly erode an organisation’s effectiveness and reputation. These costs include:

Increased Mental Health Claims: Employees with untreated psychosocial stress are more likely to experience mental health issues, leading to costly workers’ compensation claims and extended leave periods.

High Turnover Rates: A toxic work environment pushes employees away. Recruiting and training new employees is costly and time-consuming, draining resources that could have been better spent on maintaining a healthy workforce.

Low Team Morale: When psychosocial health is ignored, it affects the overall team dynamic. Neglect leads to lower morale, which stifles collaboration and lowers the overall energy within the organisation.

Steps to Proactively Enhance Psychosocial Health

Transitioning from reactive management of psychosocial hazards to a proactive approach that prioritises psychosocial health doesn’t have to be daunting. Here’s a step-by-step framework that can help your organisation get started:

Assess Current Workplace Culture

Before making any changes, evaluate where your organization stands. Conduct surveys, focus groups, and one-on-one interviews to gather insights about the current state of psychosocial health. Identify pain points and areas for improvement.

Develop a Comprehensive Action Plan

Based on your findings, create a detailed plan with measurable goals. This plan should outline initiatives that will improve psychosocial health, including leadership training, employee support programs, and adjustments to job design.

Regularly Monitor and Adjust

Psychosocial health is not a one-time project—it requires ongoing attention. Regularly assess the effectiveness of your initiatives through feedback and performance metrics. Be prepared to make adjustments based on evolving needs and challenges.

A Healthier Workplace for a Healthier Future

Ultimately, fostering psychosocial health in the workplace is about more than checking boxes or meeting legal requirements—it’s about creating an environment where employees thrive both personally and professionally. By making psychosocial health a priority, businesses not only fulfill their duty of care but also unlock the full potential of their teams, driving success, innovation, and sustainability.

Don’t wait for issues to arise. Take proactive steps to enhance the psychosocial health of your workplace today and build a resilient, engaged, and productive workforce for the future.

Insights from the 2024 Workplace Health & Safety Show: Building a Proactive Safety Culture for Lasting Impact

On the 23rd of October, we had a blast attending the Workplace Health & Safety Show in Sydney, a premier event bringing together safety professionals and innovators dedicated to advancing workplace well-being. The event offered an inspiring lineup of topics, insights, and tools designed to help organisations foster safer, healthier work environments. From risk management and psychosocial health to digital safety solutions, here are the key takeaways from the day—and how they can transform your organisation’s approach to safety and well-being.

Building a Safety Culture That Engages Everyone

Creating an engaged safety culture is crucial, and it starts with involving everyone—from leadership to frontline employees. The need for proactive safety practices that empower employees to participate in risk assessments and voice concerns. A genuine safety culture is not just about policies from the top; it’s about active engagement and shared responsibility.

Safety culture thrives on continuous engagement. Leaders should encourage open communication and make it easy for employees to share safety concerns. This fosters trust, accountability, and a shared commitment to maintaining a safe workplace.

Innovative Strategies for Managing Fatal Risks

Organisations must go beyond compliance when addressing fatal risks. This session explored how innovation, technology, and data analytics can help businesses anticipate and respond to high-consequence risks effectively. The goal is to build resilient systems capable of adapting to unexpected challenges.

A proactive approach to risk management helps identify hazards early, allowing organisations to implement safeguards that protect employees and reinforce resilience. Leveraging modern tools and analytics is key to preventing incidents before they happen.

Addressing Psychosocial Risks for a Healthier Workplace

The importance of managing psychosocial risks—such as high workloads, lack of managerial support, and offensive behaviors. Addressing these issues promotes an environment where employees feel respected and valued, positively impacting mental health and overall well-being.

Psychosocial health is as vital as physical safety. Developing programs that focus on workload management and respectful communication can reduce stress and foster a supportive workplace culture.

Cost Savings Through Early Intervention and Screening

Early intervention and screening for both physical and psychosocial risks can prevent minor issues from escalating. Identifying risks early on reduces absenteeism, saves costs, and supports a more engaged workforce.

Investing in early intervention tools and screenings is both a cost-effective and impactful strategy. Organisations benefit from reduced injury rates and enhanced employee well-being by addressing potential issues before they become critical.

Embracing Digital Transformation in Safety Management

Digital tools are reshaping how organisations approach safety. From incident tracking and analytics to real-time reporting, technology enhances safety compliance and minimises human error. This underscored the value of integrating digital solutions into safety protocols for improved efficiency.

Digital transformation in safety management offers valuable data insights and enhances transparency. Embracing digital tools makes it easier to track incidents, ensure compliance, and respond quickly to risks, setting a higher standard for workplace safety.

Elevating Machinery Safety Protocols

Machinery safety is foundational in protecting employees and reducing risk. Focus on regular training, adherence to safety protocols, and routine equipment checks to ensure that all machinery operates safely.

Maintaining rigorous machinery safety standards not only prevents accidents but also reassures employees that their safety is prioritised. Regular checks and training build a culture of safety awareness and responsibility.

Recognising and Celebrating Safety Champions

Recognising individuals who lead by example in promoting safety reinforces a culture of shared responsibility. Celebrating these champions inspires others and highlights the importance of collective commitment to safety.

Acknowledging safety advocates within your organisation can inspire others to take an active role in safety practices. By fostering a culture of recognition, businesses create a workplace where safety is a priority for everyone.

Conclusion: Shaping the Future of Workplace Health and Safety

The Workplace Health & Safety Show 2024 was a reminder that creating a safe workplace is an ongoing journey. By addressing both physical and psychosocial risks, adopting digital tools, and fostering a proactive safety culture, organisations can create environments where employees feel respected, motivated, and secure.

Safety is an investment in both your people and your business’s future.

Optimize Your Workplace Safety Today

As demonstrated at the Workplace Health & Safety Show, there are numerous ways to enhance workplace safety and well-being. Whether it’s fostering a safety-first culture, leveraging technology, or prioritizing psychosocial health, each effort contributes to a stronger workplace. Contact us to learn more about practical strategies to elevate your organisation’s safety standards and create a lasting impact on workplace well-being.

Office@howesafe.com

www.howesafe.com

+61 2 8044 4990

The Reality of Workplace Injuries in Australia

Workplace safety in Australia has come a long way, but the latest statistics show that there’s still significant room for improvement. In 2023 alone, Australia experienced 200 worker fatalities, with vehicle incidents and falls from heights being the most common causes. Despite advances in safety measures, industries like transport, construction, and agriculture still pose the greatest risks for workplace injuries and fatalities. This highlights the critical need for continuous improvement in safety protocols and increased awareness of workplace risks.

According to the 2024 Key Work Health and Safety Statistics, Australia work-related injury rate of 3.5%— is a third of the global average of 12.1%. However, this statistic is far from reassuring when you consider the reality that thousands of workers are injured on the job each year. In 2023 alone, Australian businesses saw over 139,000 serious workers’ compensation claims, with long-term recovery and substantial costs becoming the norm. Even more troubling, mental health-related claims are climbing, now making up 10.5% of serious claims and requiring an average of 37 weeks off work—a testament to the mental toll of current workplaces requiring every business in any industry to focus on both physical and psychological safety.

Key Areas of Risk

The latest data identifies several key areas of risk that businesses should prioritise :

Vehicle Incidents: These accounted for 42% of all worker fatalities in 2023. Companies involved in transport, agriculture, and construction must implement stringent safety measures around the use of heavy machinery, trucks, and other vehicles.
Falls from Heights: With 29 worker deaths in 2023, falls from heights remain the second highest cause of workplace fatalities, particularly in construction. Regular safety training and the use of fall prevention equipment are crucial in mitigating this risk.
Mental Health: The growing number of claims related to mental stress highlights the need for mental health initiatives in the workplace. Stress management training, counseling services, and fostering a supportive work culture are key strategies to prevent these claims

What Can Businesses Do?

Addressing these risks is not just about compliance; it’s about creating a workplace where employees feel secure and valued. Here are some steps businesses can take to minimize hazards and improve safety:

Prioritise Vehicle Safety Training: In industries that rely on transport and machinery, regular vehicle safety training should be mandatory. Encourage workers to engage in continuous learning and adopt technology that monitors driving behavior and provides real-time feedback.
Invest in Comprehensive Fall Prevention Programs: Ensure that workers have access to the latest fall-prevention gear and conduct routine safety audits to identify potential fall hazards. This is especially critical in construction, where falls are a leading cause of injury.
Support Mental Health with Accessible Resources: The rise in mental health claims highlights the need for comprehensive wellness programs that address mental health. Provide access to counselors, encourage open dialogue, and promote work-life balance to reduce stress and support employee well-being.
Regular Safety Audits and Ongoing Training: Safety is an ongoing commitment, not a one-time checklist. Regular audits can help pinpoint potential risks, while ongoing training keeps safety protocols fresh in employees’ minds. Use interactive and engaging training materials to make safety procedures relatable and memorable.
Embrace Safety Technology: From digital dashboards that track safety incidents to wearables that monitor worker health, technology can provide a critical edge in keeping workplaces safe. Real-time data can help identify patterns, allowing businesses to address risks before they result in injury.

Building a Culture of Safety

True workplace safety extends beyond merely complying with regulations; it’s about actively engaging with employees to foster a culture that prioritizes their wellbeing. From using innovative technologies to implementing flexible schedules and creating programs that support mental health, businesses have a wealth of opportunities to enhance safety in the workplace.

Workplace safety isn’t just about compliance—it’s about creating an environment where every worker can thrive. By proactively addressing key areas of risk, businesses can not only prevent accidents but also create a culture of care and responsibility that benefits everyone.

If your organization is ready to enhance its workplace health and safety practices, HoweSafe offers comprehensive tools and resources tailored to your industry’s unique challenges. Contact us today to explore how we can help you create a safer, more productive workplace for all.

Now is the time to invest in the safety and wellbeing of your employees, ensuring that your business is a place where they can thrive every day.

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?