Neurologically, when we are experiencing chronic stress or psychological harm, eg toxic culture , high workload, bullying, harassment, lack of resources etc, our brains go into ‘flight or fight’ mode as a preservation mechanisms. The productive, innovation, problem solving parts of our brain shut down whilst this stress is ongoing. We can not absorb ‘new’ things in this state.

Trying to implement Wellbeing, without removing these chronic stress and psychological harm factors first, while our brains are simply still in ‘shut down’ mode from the stressors and harm and will not be able to ‘absorb’ the wellbeing initiatives long term. Effectively throwing away the efforts, time, money and other resources spent on wellbeing when harm is not removed first.

In essence, Psychosocial Risk Management for prevention and mitigation needs to happen FIRST, before any employee Wellbeing initiatives can have any lasting effect. Psychosocial Risk Management for Compliance also happens to stipulate ‘Risk Elimination’, which does not come from bullying, job demands, role clarity etc surveys.

At EnableOrg® we not only provide proficient psychological wellbeing within our software, we elevate it to wellbeing harm prevention with proactive solutions. And sustainable employee mental health.