Poor Support

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.

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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.