Did you know that it’s now a legal requirement for employers to consult with their people?
Leaders must take PROACTIVE steps to address psychosocial hazards and create an environment where employees feel psychologically safe and supported to speak up.
In fact, SafeWork Australia recommends that ‘externally facilitated focus groups’ are an effective consultation method to use to meet your legislative requirements as they are independent, impartial, confidential and informal.
Consultation involves sharing information, giving your people opportunities to express views, taking those views into account before making decisions on workplace matters, and advising your people of the consultation outcomes in a timely and appropriate manner.
More importantly, effective consultation provides Leaders with the insights they need to identify risks in the workplace and formulate effective control measures to mitigate these risks.
If your workplace is embarking on change, identifying psychosocial hazards, refreshing business strategy, or just keen to understand what your staff REALLY think on a particular topic, then that’s where we come in…..
Not sure where to start when it comes to Consultation?
Download our FREE guide to learn 4 EASY ways you can meet your consultation obligations now!
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.
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
Business Services Manager, Illawarra
Business Services Manager
“The way Awareness Co. approached consultation with our people from the perspective of care enabled our participants to come back to the workplace positive and hopeful about the future”
Business Services Manager, Illawarra
Business Services Manager
“The way Awareness Co. approached consultation with our people from the perspective of care enabled our participants to come back to the workplace positive and hopeful about the future”
Director WHS, Sydney
Director
“Having the insights from the focus groups is essential in translating feedback into targeted action. We would never have gained the deeper insights and lived experiences of the stressors in our workplace nor the genuine reflection of what our people were really feeling. Focus Groups now form part of our consultation strategy”
Director WHS, Sydney
Director
“Having the insights from the focus groups is essential in translating feedback into targeted action. We would never have gained the deeper insights and lived experiences of the stressors in our workplace nor the genuine reflection of what our people were really feeling. Focus Groups now form part of our consultation strategy”
WHS Manager, NSW
Manager
“Engaging an external partner to help us navigate the compliance requirements has lightened the load for our leadership team and given us the clarity we need to move forward in this space – thank you Anna & Kristy”
WHS Manager, NSW
Manager
“Engaging an external partner to help us navigate the compliance requirements has lightened the load for our leadership team and given us the clarity we need to move forward in this space – thank you Anna & Kristy”
Human Resources Manager
Manager
“Working within a not-for-profit that is aligned to social and environmental outcomes, it’s really important that we invest in outsourced services that provide genuine assistance to our strategy and provide benefit and continued learning for our people.”
Human Resources Manager
Manager
“Working within a not-for-profit that is aligned to social and environmental outcomes, it’s really important that we invest in outsourced services that provide genuine assistance to our strategy and provide benefit and continued learning for our people.”
Wellbeing Workshop
Participant
“The facilitator was engaging, knowledgeable and had a very calming presence. I feel empowered to use the tools and techniques I have learned during this course, especially around self-acceptance”
Wellbeing Workshop
Participant
“The facilitator was engaging, knowledgeable and had a very calming presence. I feel empowered to use the tools and techniques I have learned during this course, especially around self-acceptance”
Human Resources
Manager
“Working with Awareness Co has given us traction on key pieces of work over the last 12 months and I’ve seen the Consultants quickly build collaborative working relationships with our people”.
Human Resources
Manager
“Working with Awareness Co has given us traction on key pieces of work over the last 12 months and I’ve seen the Consultants quickly build collaborative working relationships with our people”.