As Canada’s wood products industry, particularly in British Columbia, continues to face disruption with mill closures and job losses, mental health and safety (PH&S) is more important than ever.
Despite the industry's struggles, there is growing awareness of the need to foster supportive and inclusive work environments.
Before we dive into practical strategies for prioritizing PH&S, it's important to understand the core features of the Guarding Minds at Work framework. The framework covers three key components — employee surveys, organizational reviews, and stress satisfaction scans — and provides a structured approach to assessing and enhancing PH&S.
Understanding the employee experience
Understanding employee experiences and stressors is essential to effectively addressing PH&S concerns. Insights gained from a stress-satisfaction scan reveal key factors influencing employee wellbeing. Statements about involvement in decision making, perceived effort, time pressure, mental fatigue, fairness and supervisory support provide valuable insight into the stressors and satisfaction present in the workplace.
Customization Initiatives
Armed with knowledge about employee experiences, companies and management can tailor efforts to reduce stressors and increase satisfaction. For example, addressing concerns about time pressure and mental fatigue through workload management strategies reduces stress and improves overall job satisfaction. Similarly, fostering a culture of fairness, respect, and recognition can boost employee morale and engagement.
Employee Empowerment
Empowering employees by involving them in decisions that affect their work acts as a powerful stress reliever. Management can promote initiatives aimed at increasing employee autonomy and decision-making authority, fostering a sense of control and ownership over their work. Regular feedback mechanisms and participatory decision-making processes can further enhance employee empowerment and well-being. A good example of an employee-led safety initiative is introducing a MOC (Management of Change) process that targets employees at different levels during the planning stages of workstation changes.
Strengthening supervisory support
Supervisory support plays a vital role in reducing workplace stress and promoting PH&S. Ensuring that supervisors, including safety managers who are part of the management team, have the skills and resources they need to effectively support their teams is paramount. Training programs focused on communication, conflict resolution and supportive leadership will enable supervisors to navigate difficult situations and provide the guidance and assistance needed to support their teams.
Monitoring progress and adaptation
Continuous monitoring and adaptation are essential elements of a strong PH&S strategy. Management teams should regularly evaluate the effectiveness of their efforts through employee feedback, stress satisfaction scans, and performance metrics. By staying vigilant to the changing needs of employees and adjusting strategies accordingly, organizations can foster a culture of resilience and well-being.
In the face of industry challenges, prioritizing psychological health and safety is not only a moral imperative, but a strategic imperative.
Armed with insights from employee feedback and stress-satisfaction scans, companies and leadership can develop targeted efforts to address stressors, increase satisfaction, and foster a supportive work environment. Proactive measures and continuous adaptation can help organizations weather turbulent times while protecting their most valuable asset: the well-being of their employees.
For more information, visit Guarding Minds at Work at www.guardingmindsatwork.ca.
Patrick MacDonald is the owner of Kootenay Safety Services in Cranbrook, British Columbia. He is a seasoned safety consultant with over 15 years of experience specializing in industrial manufacturing. He can be reached at patrick@kesafety.ca.
