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Prevent and control psychosocial risks

A purpose

« There is no need to wait to act together, if we want it, to put man at the center of the model and business concerns ». NASSE and LEGERON report conclusion - 12/03/2008

In these uncertain and delicate times, this phrase  hits the nail, doesn’t it ...

A definition as a statement

Psychosocial risk is at the intersection of individual, collective and institutional levels. "There's risk every time a human being is considered and used as a cog without the possibility to develop or to express, being isolated, having to refer to himself (...).

There are major psychosocial risks when employees feel they can not act on anything that happens to them, "said Philippe Davezies in Santé & travail (N.63, July 2008, p.28-30)

SYNÉTHIQUE'S methodology

The APAR method :

  1. Audit / Diagnostic
  2. Plan d’action / Action Plan
  3. Accompagnement / Coaching & training 
  4. Résultat / Results (Measurement & sustainability)


« Back

Objectives and goals...

  • Prevent psychosocial risks
  • Decrypt and (re)orient the roles of all actors

On the strategic and economic levels

Visibility and consistency of ongoing and emerging projects, communication and local information on decisions – the key choices - the use of material and financial resources, role of each, meeting deadlines, ...

On the relational and collaborative levels

Relationship with peers and with all staff, individual or collective participation in the business life  (proposals and sharing constraints), signs of fatigue or lack of motivation (isolation of collective work), returning partners internal and external, gradual disappearance of time usability, progressive disappearance of casual moments and progressive installation of deleterious work atmosphere - aggression, relational violence, broken relationships, ...

On the human resources level

Adequacy position / person / mission / skills, work stoppages, repetitive 'intensive' training days or RTT - eg to be protected from situations that have not been subject to internal regulation - repeated requests for mobility, turnover of employees and managers, investment in the heart of the business and increase of the degree of involvement on project managers, etc.

On the organizational and managerial levels

Visibility of the roles and functions of each employee, recognition / valuation / appraisal and potential development arbitration, critical situations, decision-making, consultation and dialogue, trustful relationship with the deciders, ...

3 headlight training modules
for 3 goals and for 3 specific publics

1. Psychosocial risks policy : What to decide (and why ?)

Directors, business leaders, CODIR, agents, …

2. Psychosocial risks policy : What to implement ? (from analyse to action and piloting)

HR Directors, HR, employees…

3. Psychosocial risks policy : What to do on daily basis ?

Operational managers, supervisors and managers...

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