This text is part of the special World of Work section
Public administration managers are stuck between the rocks and the bark. On the one hand, citizens who demand efficient public services, on the other, employees under pressure, whose psychological health they must preserve.
Associate professor at the National School of Public Administration (ENAP), Nancy Brassard has given, since 2019, a course on mental health at work, intended for these managers. “This short course gave the right to one credit, but due to its great popularity, it was improved and now grants three credits,” she says. Obviously, managers feel the need to learn about this subject. I am also in the process of training a doctoral student, who will also be able to give this course. »
Since 2021, managers must adapt to the requirements increased by the modernization of the Occupational Health and Safety Act (OHSA). This introduces the notion of psychosocial risks. Elements such as manager support, workload or even psychological harassment are now considered risk factors that can lead to psychological health problems.
Employers must integrate these factors into their prevention program and their health and safety action plan, thus finding themselves on the front line of applying these new standards. “Many of them have had to train on the job and feel left to their own devices,” says Nancy Brassard. They want access to more detailed teachings. »
Protect psychological health
Managers must also deal with the rise of psychological health problems in their teams. The most recent data from theQuebec population health surveyfrom the Institute of Statistics of Quebec, reveal a strong presence of psychological distress among workers in education (30.7%), health care and social assistance (28.9%), and public administration (26%).
Nancy Brassard’s course helps administrators better understand what contributes to the deterioration of psychological health and mental health problems. The professor discusses ways to create an environment that reduces the prevalence of these risk factors.
In a context where entire sections of public services are struggling to recruit and retain their workforce, employers must also help restore meaning to work. Policy Horizons Canada, an organization that advises the federal government on its adaptation to change, notably published last September a comprehensive report on the creation of meaning and its importance for political leaders. Promoting an enriching employee experience and giving meaning to work are also at the heart of the most recent Human resources management strategy for the Quebec public service.
Tackle stress
At ENAP, associate professor of human resources management Maude Boulet helps the managers she teaches to detect and reduce the factors that generate excessive stress and risk causing professional burnout.
Unsurprisingly, she recalls that work overload constitutes one of the most important stress factors. “It can be quantitative, when we are completely overwhelmed, but it can also be qualitative,” she says. It happens when a person is given a task that is too complex for their knowledge, experience or skills. »
The professor presents several strategies to employers. Some are individual and concern the ability of managers and their employees to increase their resistance to stress and to better manage it. “But we cannot place the reduction in stress solely on the shoulders of workers,” warns Maude Boulet. The most important thing is to reduce organizational risk factors and create a culture of well-being at work. » This includes strengthening protective factors, such as social support from managers and colleagues, the distribution of tasks and employee autonomy.
Maude Boulet also invites administrators to take an interest in the individual perceptions of their employees. Not always easy, when some of them supervise teams of several hundred employees. They must use tools to survey the opinions and expectations of their workers, in order to base their approach on evidence.
“Not all employees have the same needs,” she recalls. Some are looking for more support, others want recognition or even a reduction in their workload. You have to know your workers. »
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