SUMMARY: On the agenda is a series of presentation slides, facilitator guides and participant guides. It’s for trainers, team leaders, managers or others. Use it to pave the way for discussions and action aimed at developing a psychologically healthy and safe workplace. Each presentation is related to one of the factors described in Guarding Minds at Work that can impact psychological health and safety in the workplace. These factors have also been adapted for the National Standard of Canada for Psychological Health and Safety. Discuss these issues and develop plans of action to contribute to improved psychological health and safety for your team.
  1. Choose one of the factors listed alphabetically below. Then, use the Creating awareness facilitator guide, presentation slides, and participant handout to help facilitate the discussion. These factors have been identified, through a large body of research, as the main areas of concern related to psychological health and safety in the workplace. The Creating awareness workshop engages your employees in recommending potential strategies for improvement.
    1. The facilitator guide for each factor includes slide-by-slide suggested wording.
    2. The presentation slides and participant handout helps support productive and positive dialogue.
  2. Review the entire facilitator guide before you begin. You’ll get facilitation tips to help you engage employees in developing strategies to improve psychological health and safety for your team. And, you can customize the language for your audience.
  3. Book a minimum of one hour with your entire team to go through the presentation togetherand gather employee feedback. There’s sample invitation wording in the facilitator guide.
  4. Facilitate the meeting. The facilitator guide has information about preparation, materials you might need and alternative approaches to facilitating in specific situations. Facilitating team discussions is a separate resource with suggestions for dealing with challenges and engaging team members.
  5. Create a report from the feedback gathered in the Creating awareness workshop. Include the comments and ideas employees provided. Have the senior leadership identify the ideas they approve for implementation.
  6. For simple ideas, begin implementation along with measurements to evaluate the impact.
  7. For more complex ideas, develop a detailed implementation plan and timeline. You can use the Creating change workshop after the senior leadership review and approve the results of the Creating awareness workshop. Invite decision makers and those who will be responsible to execute the plan to participate in this session.
  8. Implement the plan.
  9. Analyze your results. Some measures might include:
    • Achievements
    • Challenges
    • Quality of work
    • Productivity
    • Employee satisfaction
    • Customer or client satisfaction
    • Input
    • Feedback and engagement
    • Accountability measures
    • Potential for long-term outcomes
  10. Bring your team together to discuss the results, make refinements and celebrate accomplishments.
  11. Repeat! Choose the next factor from the list below to work on and make On the agenda part of your team's continuous improvement process.

Note: If you’re using On the agenda in conjunction with Guarding Minds at Work, have the discussions after the Guarding Minds at Work survey results or organizational review. These are good opportunities to engage staff in developing solutions to identified concerns.

On the agenda resources by factor

Below you’ll find links to the sets of resources (facilitator guide, presentation slides and participant handout) for each of the psychosocial factors listed in the National Standard of Canada on Psychological Health and Safety in the Workplace and Guarding Minds at Work. A brief description of the factor can help you choose the team discussion that’s most relevant for your workplace.


Balance

A work environment where there’s recognition of the need for employees to be able to manage the demands of work, family and personal life.


Civility and respect

A work environment where employees are respectful and considerate in their interactions with one another, as well as with customers, clients and the public.


Clear leadership and expectations

Clear Leadership & Expectations are present in an environment in which leadership is effective and there is support that helps employees know what they need to do, how their work contributes to the organization, and whether there are impending changes.


Engagement

A work environment where employees feel connected to their work, co-workers and their organization and are motivated to do their job well.


Growth and development

A work environment where employees receive encouragement and support in the development of their interpersonal, emotional and job skills.


Involvement and influence

A work environment where employees are included in discussions about how their work is done and have input into decisions that impact their job.


Organizational culture

A work environment characterized by the shared values of trust, honesty and fairness.


Protection of physical safety

A work environment where management takes appropriate action to address physical hazards in order to protect the psychological health and safety of workers.


Psychological and social support

A work environment where the organization is supportive of employees' psychological health concerns and provides assistance as needed.


Psychological competencies and demands

A work environment where there is good fit between employees’ interpersonal and emotional competencies, their job skills, and the position they hold.


Psychological protection

A work environment where employees’ psychological safety is ensured.


Recognition and reward

A work environment where there is appropriate acknowledgement and appreciation of employees’ efforts in a fair and timely manner.


Specific areas of concern

This covers serious issues such as bullying, harassment, and discrimination. This particular workshop is intended for decision makers and those responsible for policy development in the organization.


Workload management

A work environment where assigned tasks and responsibilities can be accomplished successfully within the time available.