Psychosocial risk assessment and training, tailored to your industry and your organisation
We measure psychosocial risk in your workforce, then train your people on what the measurement actually found. Not a generic wellbeing module. Your data, your sector, your risk profile.
Built on the workplace psychology model that has held up longest
Four decades of international workplace psychology keep returning to the same balance: what the work demands of a person, against the resources that person has to meet those demands. Where demands run high and resources run thin, you get burnout, absence, turnover and psychological injury. Where resources hold, you get engagement and performance even under genuine pressure.
That balance is not the same in every workplace. In a gas plant it lives in rosters, isolation and fatigue. In a disability service it lives in occupational violence, emotional load and lone work. In a professional agency it lives in workload, client behaviour and role ambiguity.
So we do not hand you a standard survey and a standard workshop. We measure the balance in your setting, in your workforce's own language, and design the training around what the measurement returns.
The seven domains we measure
- Job demands, workload and work pace
- Role clarity, control and job security
- Support from leaders, supervisors and peers
- Recognition, reward and organisational justice
- Exposure to conflict, aggression and occupational violence
- Traumatic content and emotionally demanding work
- Physical environment, isolation and remote or lone work
A five step cycle you can show a regulator
Scoping and configuration
A structured intake with your leadership: sites, roster patterns, workforce composition, incident and claims history, current controls, and the leave and turnover you are already paying for. Your return on investment tool is configured to these numbers.
Measurement
Employees complete a short, confidential survey across the seven psychosocial domains, written for your industry. It takes minutes, not an afternoon, which is why people actually finish it.
Clinical interpretation
A practitioner reads the result, not a dashboard. You receive a written analysis that says where strain concentrates, which teams and roles carry it, what is driving it, and which controls are likely to move it.
Targeted training and controls
Training is then built on your findings and delivered to the groups that need it: leaders, supervisors, frontline teams. Practical, plain language, and matched to the hazards your own data surfaced.
Review and re measure
Every six months the plan is adjusted; every three months the workforce is surveyed again. Each cycle is dated and documented, which is what turns a wellbeing activity into a defensible risk management record.
Four things, every cycle
A longitudinal dataset
Quarterly measurement against the domains that matter for your specific workforce, building a clearer pattern the longer it runs.
A tailored return on investment tool
An Excel model configured to your organisation at intake. Reads return against the leave and turnover you already pay for.
A documented compliance record
Dated evidence of a proactive, reviewed psychosocial safety cycle: the strongest position to be in if a claim or audit arrives.
Training that follows the data
Focus shifts every six months as the evidence shows where strain actually concentrates. Built around your context, not ours.
The cadence
Every 3 months, a short survey. Every 6 months, an adjustment to the plan and the training focus. Think of the check in like the prompt to update your password: brief, routine, and the thing that keeps the system current.
The cost we sit beside
The Safe Work Australia median compensation cost of a single psychological injury claim, with a median 35.7 weeks lost per claim, nearly five times other injuries. This is the budget line the program is read against, not your wellbeing line.
Start with one measured cycle
Twenty minutes on the phone is enough to work out whether this fits your organisation and where it would start. No procurement process required.
Book the discovery conversation →