SUMMARY: Follow these easy steps to get started using On the Agenda to help facilitate discussions related to psychological health and safety.

On the Agenda is a series of videos, presentation slides and supporting materials that can help trainers, team leaders, manager or others 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 @ Work as those 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. Discussing these issues and developing plans of action has the potential to contribute to improved psychological health and safety for your team.

Follow these guidelines to help get started:

  1. Review the Introduction Presentation or watch the Video Overview and decide if you would like to also use either to introduce On the Agenda to your team.
  2. Choose one of the factors, listed below, to discuss with your team. This can be a factor that you want to celebrate as strength or one you wish to improve. 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.
    1. The Facilitator's Guide for each factor includes slide-by-slide suggestions, background information, descriptions and definitions to help you with each presentation.
    2. The presentation slides and video help to open a discussion for each factor and to develop a plan that works for your organization and team.
    1. Psychological Support - Guide Slides Video
    2. Organizational Culture - Guide Slides Video
    3. Clear Leadership & Expectations - Guide Slides Video
    4. Civility & Respect - Guide Slides Video
    5. Psychological Competencies & Requirements - Guide Slides Video
    6. Growth & Development - Guide Slides Video
    7. Recognition & Reward - Guide Slides Video
    8. Involvement & Influence - Guide Slides Video
    9. Workload Management - Guide Slides Video
    10. Engagement - Guide Slides Video
    11. Balance - Guide Slides Video
    12. Psychological Protection - Guide Slides Video
    13. Protection of Physical Safety - Guide Slides Video
    14. Other Chronic Stressors - Video
  3. Book time (1½ to 2 hours) with your entire team to go through the presentation together and to develop an action plan.

    Your meeting invitation email could be something like this: "We will be meeting on [date] at [time] in the [location] from [time] to [time]. The National Standard of Canada for Psychological Health and Safety in the Workplace has offered us a framework to improve workplace well-being. We want to have the healthiest work environment possible for our team. This meeting is the first of a series that will focus on using evidence-based guidelines to look at the workplace factors that impact psychological health and safety and to develop our own strategies."
  4. Facilitate the meeting. The Overview Manual provides facilitation tips and guidelines to assist those whose job does not usually involve facilitating discussions. It includes suggestions for dealing with challenges and engaging team members.
  5. Have follow-up meetings as appropriate with your team to confirm understanding and agreement for the implementation plan and timeline.
  6. Implement the plan developed by your team.
  7. Measure the results. Some measures might include achievements, challenges, quality of work, productivity, employee satisfaction, customer or client satisfaction, input, feedback and engagement, accountability measures and potential for long-term outcomes.
  8. Bring your team together to discuss the results and celebrate accomplishments.
  9. Repeat! Choose the next factor from the list above to work on and embed On the Agenda into your team's continuous improvement process.

Note: If you are using On the Agenda in conjunction with Guarding Minds at Work, the discussions would happen after the Guarding Minds at Work survey results or organizational review as a way to engage staff in developing solutions to identified concerns.