Rethinking individual psychosocial risks: interview frameworks explored

High performance at work is inextricably linked to the design of the work itself, including the prevention of psychosocial risks. Focusing solely on individual resilience often misses the systemic drivers of risk that impact people's capacity to perform and thrive.

Improving psychosocial safety climate in an organisation of 100 employees could save roughly $180,000 per year through reduced sickness absence and presenteeism. (Becher & Dollard, 2016)

This event is part of the “Rethinking psychosocial risks” lunchtime thought-bite webinar series for business leaders, WHS, People and Culture, and HR professionals, moving beyond compliance to practical action.

In this ‘thought-bite’ 20-minute session, we’ll:

• Define clearer frameworks to understand the individual's role in psychosocial risk management, beyond simple coping strategies.
• Explore how interview frameworks can strengthen the understanding of individual psychosocial risks in practice.
• Distinguish between personal attributes and organisational factors when assessing individual risk exposure.
• Learn teh distinction between perceptions of hazards and the real impact of those hazards using Sandman's outrage model

We will follow this content with a 10–15 minute Q&A focused on practical questions and sense-making.

📌 Attendees will leave with the clarity needed to apply conceptual interview frameworks in conversations about individual psychosocial risk.

👉 This is Part 2 of our lunchtime thought bite series on individual psychosocial risk management, building towards deeper practical application.

Speaker highlights: