The subject of mental health in the workplace is becoming less and less taboo. Even so, it can remain unclear or misunderstood. Yet the subject concerns us all. For example, we all know, in one way or another, someone affected by burn-out.
At Pros-Consulte, a consultancy specializing in the prevention of psychosocial risks, we have a front-row seat to observe how companies are gradually opening their doors to our psychologists. The idea that an employee who feels good at work has an impact on the company's performance is gaining ground. But do you really know what a psychologist can bring to the company? What is his or her field of action?
First, let's take a look at the profession of psychologist. Then, find out how psychologists can help management, HR and employees improve the quality of life at work.
What is a psychologist?
To become a psychologist, you need 5 years of higher education, validated by a diploma. The psychologist has knowledge of the mental activities and behavior of individuals. This means they can decipher the attitudes and behaviors of an individual, or a group of individuals, to understand how they function.
The aim of psychology is to study human development and evolution, from birth (and even before) to death. In so doing, it contributes to his health, seen as an internal and external balance, the loss of which leads to pathology.
There are different approaches to psychology, and different specialties.
What about the occupational psychologist?
Occupational psychologists are specialists in their field. He or she is one of the multidisciplinary players in occupational health. According to the RNCP (Répertoire National des Certifications Professionnelles), the work of an occupational psychologist "focuses on the relationship between activity and subjectivity, individual and collective, collective and organization, with the aim of changing work and the conditions in which it is performed. His aim is to encourage subjective and collective dynamics and dialogue conducive to mental health in organizations. Its field is that of analysis and action in the field of prevention, to develop a quality of work conducive to the health of professionals. "
What role can a psychologist play in a company?
The psychologist's role is not to take the place of the support systems and other initiatives set up by management for employees. In fact, he is not a specialist in every job within the company. He is, however, an expert in business analysis and organization. This means he can analyze work activity, i.e. how work is done.
His approach focuses on work and organization. It analyzes the actual activity, as performed and experienced by workers. He adopts a posture of support for the various parties involved. It depersonalizes problems, tracing their causes back to the organization of work. In this way, through controversy about the way things are done, he puts workers back in the position of actors. By co-constructing with all stakeholders, it enables the development of avenues for transformation and consensual work rules. In other words, it's an agent of change.
The in-house psychologist must adopt a neutral, impartial stance. They are neither judgmental nor biased. Their profession also requires them to maintain the anonymity and confidentiality of all exchanges. He is bound by the professional code of ethics to maintain professional secrecy. As a specialist in human communication, he is also a facilitator of exchange, dialogue, listening and verbalization. He helps people and workgroups to express their feelings and experiences. It also seeks to understand the problems encountered, so that they can be resolved.
How can corporate psychologists help to improve employees' mental health?
The in-house psychologist can wear many hats. In fact, he or she can occupy a number of different roles, depending on the issues the company wishes to resolve. Their field of action is quite vast. They can analyze, audit, advise, train, support and even investigate.
He can help to improve certain work situations that he has identified as dysfunctional. For example, he can act as a mediator in the event of a team conflict, in order to repair the professional bond.
Conducting an RPS audit
At departmental or even company level, an occupational psychologist can carry out audits or diagnoses of psychosocial risks. The aim is to provide the company with a snapshot of the risks to which its workers are most exposed. Preventive action can then be taken.
Find out more about our RPS audit services
Providing advice
In addition, its advisory role means that it can offer its expertise to management and prevention staff in the implementation of preventive occupational health measures, providing advice and work analysis tools. He may, for example, be called upon to assist with reorganization projects. As a consultant, he or she may also be called upon to take part in working groups: psychosocial risk monitoring, drawing up or updating the DUERP (Document Unique d'Evaluation des Risques Professionnels), CSE, QVCT committee, etc.
Raising awareness and training teams
The psychologist can also organize, supervise and/or lead training and awareness-raising sessions for the entire management team. Themes related to psychosocial risks are varied. They can cover stress management, conflict management, psychosocial risk prevention, harassment awareness, etc. Some psychologists are also certified coaches. They can help managers and team leaders improve their managerial skills.
The psychologist can also lead workshops to analyze professional practices. The aim of these workshops is to encourage employees to think together. They discuss concrete problems encountered in the course of their work. The aim is to improve their day-to-day professional lives. They exchange ideas, best practices and solutions, which are then shared, enabling us to move forward together.
Conducting a harassment investigation
The psychologist can even take on the role of investigator, in the case of a harassment investigation. Employers are legally obliged to conduct an investigation in the event of a report of harassment. An occupational psychologist can be entrusted with the investigation. It should be noted that this type of intervention requires specific legal and technical training for the psychologist.
Providing individual and collective support
Finally, and this is probably his best-known role, the psychologist can provide individual and/or collective support. Any situation that can disrupt the work group and have a psychological impact on workers is of concern. This may involve professional trauma, conflict, harassment, reorganization or a difficult turn of events. It could be following the death of an employee or a workplace accident, for example. Or after physical or verbal aggression from users, customers or colleagues. Psychological support can be provided at a distance. The psychologist can be present by telephone, chat or videoconference, as is the case with the Pros-Consulte hel pline. He or she can also be present on-site, as part of a crisis unit.
A psychologist can therefore intervene in many ways within a company. As psychologists adapt to a fast-changing work environment, it's a safe bet that in the future we'll see the emergence of even more ways of supporting companies in their efforts to promote well-being in the workplace.
