The cornerstone of a thriving business

(First published in WBM - Australia's Wine Business Magazine May/June 2024)

Imagine walking into your winery or place of work where the air buzzes not just with the hum of production, but with the palpable energy of a team that feels valued, understood and empowered.

Now, think of the opposite – a place where stress and confusion cloud the atmosphere more thickly than any early morning fog. The difference? Effective management of psychosocial hazards in the workplace. As regulations tighten across the country and the focus on employee mental health and wellbeing sharpens, employers must adapt, ensuring that the environments they create for their people remain both mentally and physically safe from harm.

Psychosocial hazards refer to any aspect of work design or management of work that significantly contributes to stress or psychological harm. Among the 14 psychosocial hazards identified in Safe Work Australia’s Code of Practice, four hazards relate directly to the way we design and manage work itself: lack of role clarity, unachievable job demands, low job control and inadequate reward and recognition.

Identifying and managing psychosocial hazards isn’t just a legal requirement – it’s an integral component of a workplace wellbeing strategy and the cornerstone of a thriving business.

As Jessica Hill-Smith shared recently in WBM about her commitment to the Yalumba culture, “Keeping people happy, connected and loving what they do is a huge priority. You want to ensure that people remain at the heart of what we do, because without them, you’re nothing.”

One of the first steps in creating a healthy work environment is enhancing role clarity. Have you ever found yourself wondering exactly what your job entails beyond your basic tasks? You’re not alone. In the wine industry where roles often overlap – especially in smaller operations – this confusion can lead to frustration and tension between colleagues about who’s responsible for what.

By defining and communicating responsibilities clearly through updated job descriptions and structured meetings, employers can alleviate much of this confusion and frustration. We highly recommend that employers establish regular one-on-ones to open up two-way communication, build trust and clarify any murky areas or unclear expectations within roles.

Balancing job demands presents another unique challenge, particularly in winemaking, where the rhythm of work fluctuates with the seasons. How do you keep your team engaged and stress-free through these peaks and troughs?

Forecasting and planning for busy periods such as vintage by bringing in extra hands when needed can help, as can engaging employees with training programs or new projects during slower times. This keeps everyone busy and helps maintain skill levels, ensuring that employees are ready and able when the next vintage comes around. Regularly checking in with your people to ensure they’re managing the demands of their job and feeling valued is the most effective approach in mitigating the risk of them feeling stressed or anxious about completing their work.

Increasing job control can also significantly impact employee satisfaction and productivity. Giving your team a bit of this freedom can really boost their morale. Where possible, allowing employees to make decisions about their work methods or schedules can provide a sense of control over their work-life balance. Introducing flexible working hours or remote work options can be a game changer in enhancing this sense of autonomy. Encouraging a conversation rather than a directive can go a long way in enabling a sense of autonomy and self-efficacy.

Finally, recognising and rewarding efforts is vital. Remember the last time someone gave you a pat on the back for a job well done? That feeling is invaluable and should be a regular occurrence in the workplace. Establishing clear performance targets linked to real rewards can motivate employees, and building a culture of feedback where positive reinforcement and constructive criticism are given regularly can help align your team with the goals and values of the business.

We’re regularly seeing in our work with clients that inadequate reward and recognition is the highest risk area to work design. Our licensed psychosocial assessment tool helps our clients to identify which of the hazards pose the most risk, enabling swift and effective mitigation strategies.

Remember, by focusing on clear roles, balanced demands, employee autonomy, and providing recognition for a job well done, you’re not only complying with the new regulations but also fostering a workplace where employees feel valued and engaged.

Why not start today? Take a look at how these areas are currently handled in your business and chat with your team about what could be improved.

In the next edition of WBM we will turn our attention to identifying hazards relating to social support and work conditions, and how you can take action to prevent an injury from occurring in your workplace.

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