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Psychosocial Risks Awareness for Supervisors and Managers



Psychosocial hazards represent potential sources of harm within the workplace. They can manifest in diverse ways, involving aspects such as organisational structure, supervision practices, and the provided work environment and equipment. The management of psychosocial risks involves the identification of these hazards and the implementation of measures to reduce the extent of psychological harm experienced.


The existence of psychosocial hazards is not a recent phenomenon; they are observable in nearly every workplace, ranging from unreasonable workloads and micromanagement to a lack of opportunities for career development. However, with the increasing focus on mental health, employee well-being, and workplace culture in the Media, organisations are now under greater pressure to address these hazards. Therefore, this has relevance all the way down to the supervisor and manager level of all businesses.


To address this concern, Courtenell’s 4 hour Psychosocial Risks Awareness for Managers and Supervisors has been designed to provide supervisors and managers with the necessary knowledge and skills to identify, assess, and manage psychosocial risks within their teams, so they can address any deal with any occurrences and report to senior management for further risk management actions.




On completion of this training, participants should be able to:

▪ Define psychosocial hazards and explain their impact on the physical and mental health of employees!

▪ Identify common psychosocial hazards in the workplace.

▪ Identify common sources of psychosocial hazards.

▪ Explain the potential impacts of unaddressed psychosocial risks on employee health, well-being, and organizational outcomes. ▪ Demonstrate how to respond to a psychosocial incident, to diffuse the situation and report to management.

▪ Utilize tools and frameworks for evaluating the severity and potential impact of identified psychosocial risks.

▪ Understand the role of supervisors and managers in modelling appropriate behaviours and setting expectations around psychosocial well-being


Enhanced Employee Productivity: Understanding and mitigating psychosocial hazards can lead to a more engaged workforce. Employees in a supportive environment are more likely to be focused and efficient, contributing positively to the organization's productivity.

Reduced Absenteeism and Turnover: Addressing psychosocial hazards can result in lower absenteeism and employee turnover, reducing recruitment and training costs.

Improved Organisational Reputation: Demonstrating a commitment to employee well-being enhances the organisation's reputation, attracting top talent and fostering positive relationships with stakeholders.

Positive Organizational Culture: A focus on managing psychosocial risks contributes to a culture of inclusivity, respect, and well-being. This can enhance employee loyalty.

Compliance and Risk Mitigation: Training enables businesses to proactively identify and manage psychosocial risks, reducing the likelihood of legal issues related to workplace mental health and safety regulations.


▪ Increased Knowledge and Skills: Participants gain a deeper understanding of psychosocial hazards and develop practical skills to address them effectively.

▪ Personal Wellbeing: Participants can apply the knowledge and techniques learned to manage the people under their supervision.

▪ Better Communication and Empathy: Learning about psychosocial hazards and their impacts can foster greater empathy and communication skills among participants, enabling them to address sensitive issues more effectively and support their supervisory skills and actions.

▪ Improved Leadership Skills: The training will equip supervisors and managers with the skills to lead by example, demonstrating how to manage stress and support employees facing psychosocial challenges, thereby enhancing their leadership capabilities.

▪ Contribution to a Healthier Workplace: Participants having completed this course could play a vital role in supporting senior management’s efforts in maintaining a mentally healthy work environment, positively impacting the well-being of their colleagues and persons they manage.

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