Prevention
Primary Prevention
The aim of primary prevention is to reduce, control or eliminate the sources of work-related mental health problems. Thus, primary prevention strives to reduce the negative impacts of organizational risk factors on individuals. This type of intervention directly affects the work environment or work situation and, by that very fact, the organization as well as management and work practices. The following main prevention strategies are suggested:
| EXAMPLES OF PRIMARY PREVENTION STRATEGIES | |
|---|---|
| Hold regular team meetings | Team meetings provide an opportunity for discussion and thus to improve relations between employees and with their superior. They are also an occasion to recognize the work accomplished and efforts made. In addition, they provide an opportunity to recall and clarify each person’s roles and tasks, thus helping to reduce role conflicts and ambiguity. |
| Conduct an annual evaluation of employees’ contribution | The evaluation of staff can be an occasion to clarify the roles, responsibilities and powers of each person, thus decreasing the risks of role conflicts. It is also an opportunity to clearly define different expectations and to establish precise goals and objectives that reflect these expectations, thus reducing the risk of confusion and ambiguity. |
| Encourage a participative management style | The organization can decentralize the decision-making process and increase the level of participation of workers in decisions. This approach can have a positive impact on workers’ sense of belonging to the organization. |
| Recognize work accomplished | The recognition of workers’ and managers’ accomplishments is an important way to foster a healthy psychological balance. This recognition must be shown daily through simple and meaningful gestures. |
| Include workers in planning their career progress
| The organization can provide workers with the tools to identify their strengths, weaknesses, interests and career goals. In this way, they will be better equipped to manage their career progress. |
| Establish flexible work schedules | The organization can give workers more discretionary power over the management of their work time. This will make it easier for them to reconcile their personal life and work life. |
| Improve physical working conditions | Wherever possible, the organization can reduce to a minimum noise and heat levels, assess lighting, number of workers in a given space, supplies and equipment used, etc. These factors influence the work climate and environment and can, as a consequence, increase the comfort of individuals and their work performance. |
© 2010, Chaire en gestion de la santé et de la sécurité du travail dans les organisations,
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All rights reserved - Content managed by Modulo