17 Psychosocial risks
Poor Organisational Change Management
Change is constant and can bring positive results for organisations and workers such as increased productivity, clarity of role and work satisfaction. Change can also be challenging and can affect morale and engagement if it isn’t managed well.
Examples of poor organisational change management may include:
Insufficient consultation
Insufficient consideration of new hazards or performance impacts when planning for, and implementing, change
Insufficient support, information or training during change.
Not communicating key information to workers during periods of change.
Workers are more likely to embrace change when it is supported by consultation and effective communication, and this can improve health and productivity.
Impact of poor organisational change management
Poor change management can lead to psychological injures and other adverse health outcomes, as well as reduced productivity.
During change, it is important for organisations to focus on these key elements to help protect workers from psychological harm:
Consultation
Prevention
Early intervention
Recovery at and return to work
Leadership.
Explore other
psychosocial risks
Please note that the information on this page is based on guidance from Comcare’s psychosocial resources. Definitions, terminology, and regulatory expectations may vary by state, territory, or country. Each psychosocial risk has its own dedicated page, and ReFresh is designed to adapt to the specific regulations and frameworks that apply in your jurisdiction, supporting organisations operating across different regions worldwide.