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Programs & Services

Programs and Services

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Leading from the Inside Out
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  • "This program is great and well facilitated. I hope that more healthcare leaders can have the opportunity to participate in this kind of program."
  • "This is a good program and especially helpful to have other participants in the same field of work."
  • "I thought Callie did a great job at providing opportunities for everyone in the group to open, honest and to share their valuable experiences with others."
  • "Working with the other leaders was the most rewarding – to hear other leaders and their struggles and together coming up with self-care strategies to better cope with work-life balance"
Guidelines & Regulations

Guidelines and Regulations

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WorkSafeBC’s healthcare and social services planned inspection initiative focuses on high-risk activities in the workplace that lead to serious injuries and time-loss claims.
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WorkSafeBC is releasing a discussion paper with proposed amendments to the Current Rehabilitation Services and Claims Manual that guide wage rate decisions related to short-term and long-term disability compensation. Recommended amendments include: These changes may affect your claims costs. Click here to view the proposed changes and offer feedback to WorkSafeBC – The deadline is 4:30 p.m. on Friday, […]
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Get PSyched! - April 2024

Workload management and clear leadership and expectations

A workplace where there is effective leadership and support that helps employees know what they need to do, how their work contributes to the organization and whether there are impending changes.

Workload Management

Workload management refers to effectively allocating and distributing work tasks and responsibilities to maintain a manageable and sustainable workload for employees. It involves considering workload volume, complexity, time pressure, and available resources to prevent excessive or unmanageable work demands. The MHCC includes workload management in the national psychological health and safety standard due to its direct impact on employee well-being. Effective workload management prevents burnout, reduces stress and anxiety, and promotes a healthy work-life balance. Organizations can enhance productivity, boost morale, and minimize absenteeism and turnover by optimizing task distribution. Prioritizing workload management aligns with creating a positive workplace culture that values mental health.

Here are three practical ways frontline workers can contribute to effective workload management:

  1. Time Management and Goal Setting: Develop strong time management skills and set realistic goals. Break down larger tasks into smaller manageable steps and with achievable deadlines.
  2. Regular Check-Ins and Feedback: Talk to your supervisor about your workload and support you might need. Feedback goes both ways and is important for your organization to hear from you.
  3. Self-Care Practices: Prioritize self-care practices to manage stress and maintain overall well-being. Encourage breaks, engage in relaxation techniques and practice mindfulness. Taking care of oneself is crucial for sustaining energy levels and managing workload effectively.

Clear Leadership and Expectations

Clear leadership and expectations refer to the presence of effective leadership that provides clear direction, communicates expectations, and promotes a positive work environment. It involves setting realistic goals, providing feedback, and ensuring employees understand their roles and responsibilities within the organization. The proposed strategies include implementing regular huddles, a feedback process, and creating more inclusive decision-making environments.

Clear Leadership Expectations are crucial for:

  1. Guidance and Direction: Leaders clarify, reduce ambiguity, and promote purpose.
  2. Positive Work Environment: Clear expectations foster trust and collaboration, creating a positive workplace.
  3. Goal Alignment: Aligning individual goals with organizational objectives enhances efficiency and success
  4. Feedback and Recognition: Clear expectations effectively enable meaningful feedback and recognition contributions.
  5. Reduced Stress: Clarity reduces stress and anxiety, promoting psychological well-being.
  6. Enhanced Accountability: Well-defined expectations foster accountability, improving performance.
  7. Inclusive Decision-Making: Transparency in expectations creates an inclusive environment for decision-making.

Here are three ways frontline workers can contribute to clear leadership and expectations:

  1. Make It Visual: Ask for pictures, like charts or simple graphics, to show what's expected and how things work. These visual aids are like cheat sheets, clarifying things and giving you a real tool to understand better.
  2. Help Each Other Out: Team up with coworkers to help each other understand what's expected. Have open talks where everyone shares their thoughts and learns from each other. It's like being part of a friendly group where everyone understands things.
  3. Have a Say in Decisions: Speak up and participate in decisions in the organization. This could mean joining groups where frontline workers like you get a say in how things are done, like a town hall. This way, you feel like you're part of the team making important choices together.

Join us in implementing strategies to cultivate a balanced and empowered work environment.

Workload management and clear leadership and expectations

Featured Resources

Use this listening exercise as practice when you're speaking with an employee (or employees) about change.
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Workload management and clear leadership and expectations

Videos

An introduction to Motivational Interviewing is a free virtual workshop designed for leadership across the healthcare sector.
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This webinar provides an overview of the principles of psychological first aid, including what collective care means and how you can help others responsibly.
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Workload management and clear leadership and expectations

Web links

A toolkit that shows how other health-care organizations have addressed psychological health and safety in their environments (includes links to practical tools and templates used in the sector).
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Assessment tools uniquely designed to help the health-care sector assess and mitigate psychological risk (includes a staff survey and organizational review).
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A public pledge from health organizations to show that they value the psychological health and safety of their staff and are committed to taking action on improving their work environments.
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Workload management and clear leadership and expectations resources

This webinar will provide you with a strategy for making it easier to participate in difficult conversations and respond to the difficult questions that often arise in healthcare settings. Exploring the VERS method (VERS: validate, explore, respond and share)
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One in five Canadians lives with mental health challenges. The hardest hit are employed Canadians in their early and prime working years.
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SafeCare BC's outreach services are crucial in helping our members in the health sector create psychologically healthy and safe workplaces. It follows a systematic process, aligns with the national standard, and provides customized solutions for your organization's unique needs. This proactive approach is essential for promoting employee well-being, preventing psychological harm, and ultimately enhancing productivity […]
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Psychological health and safety, often called workplace mental health, encompasses principles and practices to foster a supportive, respectful, and psychologically safe work environment.
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Organizational cultures, in general, are basic assumptions held by a particular group.
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 A healthcare workplace where staff are encouraged to care for their psychological health and safety.
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Workplace psychological safety is demonstrated when employees feel able to put themselves on the line, ask questions, seek feedback, report mistakes and problems, or propose a new idea without fearing negative consequences to themselves, their job or their career.
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Workplace psychological safety is demonstrated when employees feel able to put themselves on the line, ask questions, seek feedback, report mistakes and problems, or propose a new idea without fearing negative consequences to themselves, their job or their career.
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A healthcare work environment where staff can do their work with integrity while being supported by their profession, employer, and peers.
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A workplace where employees receive encouragement and support in the development of their interpersonal, emotional and job skills.
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Safety Topic
Balance
Work-life balance is a state of well-being where individuals can effectively manage their work, home, and community responsibilities.
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Achieving a good job fit means aligning employees' interpersonal and emotional competencies, technical skills, and knowledge with their designated roles.
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A workplace where there is appropriate acknowledgement and appreciation of employees' efforts in a fair and timely manner.
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Employees enjoy and feel connected to their work and where they feel motivated to do their job well.
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Civility and respect are based on showing esteem, care and consideration for others, and acknowledging their dignity.
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Protection of physical safety in the workplace, a key factor outlined by the Mental Health Commission of Canada (MHCC) in the national standard, focuses on safeguarding employees from physical harm.
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In the healthcare industry, teamwork is essential for providing quality patient care. However, promoting teamwork can be a challenge, the infographic bellow will share some tips on how to promote teamwork.
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CREW is Civility, Respect and Engagement in the Workplace. CREW was created to increase job satisfaction by addressing civility in the workplace after receiving negative employee satisfaction survey results.
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We explored the nature and severity of workplace bullying amongst care aides working in long-term care homes. Explore the infographic to see what we learned.
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Consider using the following kindness card templates to print and distribute around your workplace. They can be used to introduce the idea that kindness is contagious, to let team members know how much their work is appreciated, and/or to wish team members a great day. The cards are designed to be printed in a business […]
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In long-term care it is increasingly apparent that who is on shift is just as important as how many staff are on shift. Quality care is difficult to achieve when we do not routinely engage with one another in a positive, or civil, manner.
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The standard is a document that outlines a systematic approach to develop and sustain a psychologically healthy and safe workplace. It focuses on mental illness prevention and mental health promotion. The Standard is intended for everyone, whether or not they have a mental illness. The National Standard of Canada
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Resources and templates provided by WorkSafe BC to help employers and employees identify, address, and prevent bullying and harassment in the workplace. Resources include policy statement templates, FAQs, posters, and fact sheets.
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Language is not always intended to exclude a person or a group, but it may unintentionally have that effect.
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In Health Care incivility among coworkers/different shifts/departments can cause workers a great deal of stress and hostility in the workplace. There is a culture in healthcare that is a ‘sink or swim’ mentality rather than a working together and helping each other out. I have worked in healthcare for 27 years as a care aide.
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News Story
Enhance your psychological health
February 25, 2020
With LEARNING [SPACE], SafeCare BC aims to build a catalogue of courses that will help keep you healthy and safe – both physically and mentally. Today, we are pleased to announce the latest addition to our course catalogue, Enhancing Psychological Health, Wellness and Resilience. Developed by SafeCare BC and Dr. Joti Samra, R.Psych., CEO and founder of MyWorkplaceHealth, […]
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Home to more than 700 seniors, Abbotsford’s Menno Place offers a full range of housing and long-term care options—from independent living to residential complex care.
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We strive to empower those working in the continuing care sector to create safer, healthier workplaces by fostering a culture of safety through evidence-based education, leadership, and collaboration.
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