Workshops & Events

Consultation

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How do we do this?

Our independently facilitated Focus Groups allow participants to connect in small, team building/group exercises in a safe, inclusive environment. This allows us to prompt discussion through evidence-based, positively framed questions and gain feedback, insights and opinions that will ultimately identify current workplace stressors, priorities for strategic action planning, improve culture, work practices, systems, and so much more! Why waste time guessing what your people are thinking when you can get real insights now….

SafeWork recommend using an external provider as part of your consultation strategy.

Let’s talk!

Our free 30-minute consultation will help you discover:

What’s involved in managing psychosocial hazards at work
The risk management process
Your obligations under the Code of Practice specific to YOU!
Your goals when it comes to hazard identification, consultation and creating a culture of care and safety for your team.
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Do You Know What’s REALLY Going On In Your Workplace?

What it’s like managing psychosocial hazards WITHOUT consultation with your people
 VS
What it’s like managing psychosocial hazards WITH consultation with your people (In the words of our CLIENTS)
Non compliance > “I can sleep at night knowing that I have taken action in my workplace that complies with SafeWork’s Code of Practice”
I have to be ‘smart’ to understand all this psychosocial hazards stuff > “Psychosocial hazards in the workplace isn’t confusing. It actually makes sense now that I have someone explain it to me in a way that I understand”
All of that updated WHS legislation and requirement is for the HR Manager, not me > “As a Team Leader, I now actively manage the psychosocial hazards that exist in the work my people undertake and have controls in place. This still blows my mind that it is my responsibility – I always thought that it was HR’s role”
I cancel team meetings with my people until I’ve got on top of my current projects > “I’ve reintroduced our weekly team meetings and my team are loving it. I’m actually excited about the projects we are working towards – I’d wish they’d given us training on this when I became a leader especially knowing how much this impacts the wellbeing and performance of my team”
Overwhelmed with where to start > “Research/planning + action. Previously, I’ve been an absolute academic when it comes to changes in workplace legislation and making a plan to implement. By actually talking to our people in focus groups the priorities and actions are now aligned with the needs of our people because we asked them what the stressors were!”
Not starting because I’m frozen by analysis paralysis > “I’m so excited to do this! Now that I’ve started making changes to the way I lead my team– I want to keep building on this. Before my team participated in a focus group, I knew I wanted to do better but had no idea where to start but from the insights they provided, I have a plan.”
My Team and I are comfortable and performing well > “My team and I have had meaningful conversations about our wellbeing, projects and workloads. I learnt that they want to be part of a new project that has just been announced and want some more goals!”
What it’s like managing psychosocial hazards WITHOUT consultation with your people
  • Non compliance
  • I have to be ‘smart’ to understand all this psychosocial hazards stuff
  • All of that updated WHS legislation and requirement is for the HR Manager, not me
  • I cancel team meetings with my people until I’ve got on top of my current projects
  • Overwhelmed with where to start
  • Not starting because I’m frozen by analysis paralysis
  • My Team and I are comfortable and performing well

VS

What it’s like managing psychosocial hazards WITH consultation with your people (In the words of our CLIENTS)
  • “I can sleep at night knowing that I have taken action in my workplace that complies with SafeWork’s Code of Practice”
  • “Psychosocial hazards in the workplace isn’t confusing. It actually makes sense now that I have someone explain it to me in a way that I understand”
  • “As a Team Leader, I now actively manage the psychosocial hazards that exist in the work my people undertake and have controls in place. This still blows my mind that it is my responsibility – I always thought that it was HR’s role”
  • “I’ve reintroduced our weekly team meetings and my team are loving it. I’m actually excited about the projects we are working towards – I’d wish they’d given us training on this when I became a leader especially knowing how much this impacts the wellbeing and performance of my team”
  • “Research/planning + action. Previously, I’ve been an absolute academic when it comes to changes in workplace legislation and making a plan to implement. By actually talking to our people in focus groups the priorities and actions are now aligned with the needs of our people because we asked them what the stressors were!”
  • “I’m so excited to do this! Now that I’ve started making changes to the way I lead my team– I want to keep building on this. Before my team participated in a focus group, I knew I wanted to do better but had no idea where to start but from the insights they provided, I have a plan.”
  • “My team and I have had meaningful conversations about our wellbeing, projects and workloads. I learnt that they want to be part of a new project that has just been announced and want some more goals!”

Testimonials

Here’s what others have to say