Poor Support
Lack of support from peers or managers increases risk. Learn how to manage poor support hazards.
Inadequate support, including insufficient support from supervisors or other workers. Not having the resources they need to do the job or support work performance.
Poor support can be defined as a lack of adequate resources, training, or guidance to perform one’s job effectively. This can lead to feelings of stress, anxiety, and frustration, which can have a negative impact on employee health and productivity.
Addressing Poor Support refers to a workplace culture that encourages support from peers and direct managers, it also refers to having the right training and tools to complete the job well. Support can be a protective factor for staff and encouraging a supportive work environment from top down and bottom up can increase employee satisfaction and engagement. However poor support or a lack of of support in combination with other risks can create a psychological hazard if it is enduring.
Let’s Look at an Example
It’s Dan’s first week at a new job and he is not sure what is the correct process is for lodging a form for a client. He reaches out to his supervisor who tells him to ask his colleague. He asks his colleague who directs him back to his manager.
Dan has no one else to ask so submits the form as best he can. He later gets in trouble for submitting his form incorrectly, and this becomes an ongoing pattern. Dan notices there is significant conflict between his peers and managers, and is often getting different conflicting information as to what he is required to do. Dan starts to feel stressed while at work and notices he has gastrointestinal issues.
Risk Factors Of Poor Support
Some risk factors for poor support include:
- High workloads
- Lack of clear job expectations
- Lack of training or development opportunities
- Unsupportive or hostile work environment
- Lack of resources or tools to do the job
What Impact Can Poor Support Have On Employees
Poor support can have a number of negative impacts on employees, including:
- Increased stress and anxiety
- Decreased job satisfaction
- Decreased productivity
- Increased absenteeism and turnover
- Increased risk of accidents and injuries
How To Mitigate Poor Support At Work
There are a number of control measures that can be implemented to reduce the risk of poor support, including:
- Providing employees with adequate resources and training
- Creating clear job expectations
- Fostering a supportive and positive work environment
- Addressing any issues of bullying or harassment
- Providing employees with opportunities for feedback and input
Poor support is a serious psychosocial hazard that can have a significant impact on employee health and productivity. By implementing appropriate control measures, employers can help to reduce the risk of poor support and create a more positive and supportive work environment.
There are a range of recommendations for businesses looking to provide better support to employees
- Conduct a workplace risk assessment to identify any potential psychosocial hazards, including poor support.
- Implement appropriate control measures to reduce the risk of poor support.
- Monitor the effectiveness of control measures and make adjustments as needed.
- Provide employees with training on how to identify and manage psychosocial hazards.
- Create a culture of open communication and support in the workplace.
Hello 👋 I’m Joel the founder of Foremind.
Are you ready for simplified support & compliance?
.avif)
Answers to the frequently asked questions.
Still have questions?
Email us at enquiries@foremind.com.au and we'll get back to you quickly with a response
Foremind offers multilingual support, with professionals available in languages including Spanish, Portuguese, mandarin, vietnamese and Persian
All counsellors must apply to the role and are interviewed before added to the platform, must meet the criteria as per the below.- We employee counsellors, mental health social workers, mental health nurses and psychotherapists.- Qualifications in Counselling, Psychotherapy or Social Work, minimum Bachelor or Masters qualification- Minimum 3 years direct practice experience post graduation- Registration with appropriate body – PACFA Clinical registration, ACA level 2 minimum, Accredited Mental health Social worker or Clinical Social worker- Broad experience providing individual coaching, counselling and support for personal and work-related issues- How far reaching is your EAP? We have counsellors located in every major city in Australia.
What is the difference between counsellors and psychologists? 1. Qualifications & Training - Counsellor: Typically holds a Diploma or Master’s degree in counselling, or psychotherapy. Their training is focused on practical techniques for supporting mental health and well-being.- Psychologist: Requires a Master’s or Doctorate degree in psychology and must be registered with a AHPRA Their training includes clinical assessments, diagnosis, and therapy.2. Scope of Practice- Counsellor: Provides talk therapy and guidance for life challenges like stress, anxiety, work issues, and relationships. They help clients develop coping strategies but do not diagnose mental disorders.- Psychologist: Can provide therapy like a counsellor but also conducts clinical assessments, diagnoses mental health disorders, and uses evidence-based treatments like CBT (Cognitive Behavioral Therapy).3. Who Should You See?- If someone needs support for personal or work-related challenges, a counsellor is often enough.- If someone is experiencing mental health concerns, like depression, PTSD, or needs a formal diagnosis, a psychologist is more appropriate.
- Counsellors only offer f2f after the initial consult.- At Foremind, all face-to-face sessions must begin with an initial online session.- The initial online session gives your counsellor the opportunity to explain exactly how their face-to-face sessions work, what options are available, and to ensure everything is properly scheduled. This helps avoid confusion and makes sure you get the best experience possible.- For sales team info; @Dylan This is because our system currently doesn't allow therapists to list separate locations and availability for face-to-face sessions, and many of our counsellors offer in-person appointments only at specific times or locations.- For example, Skai near Byron Bay provides face-to-face sessions, but only on Thursdays and with enough advance notice to arrange space and travel.- F2F sessions also need a bigger time-buffer between so they cannot be booked back-to-back.- Availability for space -- First session is counted + information to book in counselling to allow make- F2f take 3 sessions to break through pleasing tendencies - therapeutic alliance - online