Psychosocial hazards can create stress.

Prolonged or severe stress can cause psychological and physical harm.

This involves a complex interplay between physical, emotional, and psychological factors.

  • A first response to any trigger / stress is an emotional response which can include feelings of anxiety, worry, fear, frustration, anger, or sadness, depending on the nature of the stressor and your individual coping mechanisms.

  • If we cannot regulate our emotions, the body's stress response system, known as the "fight-or-flight" response, is activated. This involves the release of stress hormones, primarily cortisol and adrenaline, by the adrenal glands. These hormones prepare your body to handle the perceived threat by increasing alertness, heart rate, blood pressure, and energy production.

  • Stress can also impact your cognitive functions and psychological well-being. It can affect your ability to concentrate, make decisions, and think clearly. Persistent or chronic stress can lead to mood disorders such as depression or anxiety.

  • People often engage in specific behaviors as a response to stress.

    Behavioral responses to stress at work can vary widely among individuals based on their coping strategies, personality, and the specific stressors they face. Here are some common behavioral responses to stress in the workplace:

    Increased Absenteeism: Some individuals may respond to workplace stress by taking more sick days or absenteeism. They may feel overwhelmed and believe taking time off is the only way to cope.

    Decreased Productivity: Stress can negatively affect concentration and focus. Employees may find it challenging to complete tasks efficiently, decreasing productivity and work quality.

    Procrastination: Under stress, individuals might delay tasks or engage in procrastination. They may feel overwhelmed by the workload or lack motivation, making starting or completing projects difficult.

    Withdrawal and Isolation: Some employees may withdraw from social interactions at work. They might avoid colleagues, meetings, or team activities due to stress and a desire for solitude.

    Negative Interactions: Stress can lead to irritability and frustration, causing employees to have conflicts or negative interactions with colleagues or supervisors.

    Reduced Engagement: High-stress levels can reduce an individual's engagement and commitment to their job. They may feel disengaged, demotivated, or disinterested in their

Emotional regulation is key to managing psychosocial hazards, which in turn manages the physiological, psychological & behavioral response.

Why most measures don’t work.

Even when the terms most employees use to describe exposure to psychosocial hazards are all affective or emotional states, most measures implemented deal with Behavioural, Physiological, or Psychological responses, ignoring its root cause - The Emotional Response, .

We cannot leave our emotions at the door anymore.

See Why

For over a decade

We have been helping clients regulate psychosocial hazards such as bullying, sexual harassment., anxiety, depression, post-traumatic stress disorder (PTSD) & achieve emotional well-being,