Central to the TJMF Guidelines are the 13 workplace factors – elements required to safeguard employees’ psychological health.
WF1: Organisational culture
A work environment characterised by trust, honesty and fairness.
- All people in the workplace are held accountable for their actions
- People at work show sincere respect for others’ ideas, values and beliefs
- Difficult situations at work are addressed effectively
- Staff feel that they are part of a community at work
- Staff and management trust one another
WF2: Psychological and social support
A work environment where co-workers and supervisors are supportive of employees’ psychological and mental health concerns, and respond appropriately as needed.
- The organisation offers services or benefits that address employee psychological and mental health
- Staff feel part of a community and that the people they are working with are helpful in fulfilling the job requirements
- The organisation has a process in place to intervene if an employee looks distressed while at work
- Staff feel supported by the organisation when they are dealing with personal or family issues
- The organisation supports employees who are returning to work after time off due to a mental health condition
- People in the organisation have a good understanding of the importance of employee mental health
WF3: Clear leadership and expectations
A work environment where there is effective leadership and support that helps employees know what they need to do, how their work contributes to the organisation, and whether there are impending changes.
- In their jobs, employees know what they are expected to do
- Leadership in the workplace is effective
- Staff are informed about important changes at work in a timely manner
- Supervisors provide helpful feedback to employees on their expected and actual performance
- The organisation provides clear, effective communication
WF4: Civility and respect
A work environment where employees are respectful and considerate in their interactions with one another, as well as with customers, clients and the public.
- People treat each other with respect and consideration in the workplace
- The organisation effectively handles conflicts between stakeholders (staff, customers, clients, public, suppliers, etc.)
- People from all backgrounds are treated fairly in the workplace
- The organisation has effective ways of addressing inappropriate behaviour by customers or clients
WF5: Psychological competencies and requirements
A work environment where there is a good fit between employees’ interpersonal and emotional competencies and the requirements of the position they hold.
- The organisation considers existing work systems and allows for work redesign
- The organisation assesses employee demand and job control issues such as physical and psychological job demands
- The organisation assesses the level of job control and autonomy afforded to its employees
- The organisation monitors the management system to address behaviours that impact employees and the workplace
- The organisation values employee input particularly during periods of change and the execution of work
- The organisation monitors the level of emphasis on production issues
- The organisation reviews its management accountability system that deals with performance issues and how staff can report errors
- The organisation emphasises recruitment, training, and promotion practices that aim for the highest level of interpersonal competencies at work
WF6: Growth and development
A work environment where employees receive encouragement and support in the development of their interpersonal, emotional and job skills.
- People receive feedback at work that helps them grow and develop
- Supervisors are open to employee ideas for taking on new opportunities and challenges
- People have opportunities to advance within their organisation
- The organisation values employees’ ongoing growth and development
- People have the opportunity to develop their “people skills” at work
WF7: Recognition and reward
A work environment where there is appropriate acknowledgement and appreciation of employees’ efforts in a fair and timely manner.
- Immediate supervision demonstrates appreciation of employees’ contributions
- People are paid fairly for the work they do
- The organisation appreciates efforts made by employees
- The organisation celebrates shared accomplishments
- The organisation values employees’ commitment and passion for their work
WF8: Good involvement and Influence by staff
A work environment where employees are included in discussions about how their work is done and how important decisions are made.
- Staff are able to talk to their immediate supervisors about how their work is done
- People have some control over how they organise their work
- People’s opinions and suggestions are considered with respect to work
- People are informed of important change that can impact how their work is done
- The organisation encourages input from all staff on important decisions related to their work
WF9: Workload management
A work environment where tasks and responsibilities can be accomplished successfully within the time available.
- The amount of work employees are expected to do is reasonable for their positions
- People have the equipment and resources needed to do their jobs well
- Staff can talk to their supervisors about the amount of work they have to do
- People’s work is free from unnecessary interruptions and disruptions
- Staff have an appropriate level of control over prioritising tasks and responsibilities when facing multiple demands
A work environment where employees feel connected to their work and are motivated to do their job well.
- People enjoy their work
- People are willing to give extra effort at work if needed
- People describe work as an important part of who they are
- Staff are committed to the success of the organisation
- People are proud of the work they do
A work environment where there is recognition of the need for balance between the demands of work, family and personal life.
- The organisation encourages people to take their entitled breaks (e.g. lunchtime, sick leave, annual leave, parental leave)
- Staff are able to reasonably meet the demands of personal life and work
- The organisation promotes life-work harmony
- Staff can talk to their supervisors when they are having trouble maintaining harmony between their life and work
- People have energy left at the end of most workdays for their personal life
WF12: Psychological protection
A work environment where management takes appropriate action to protect employees’ psychological safety.
- The organisation is committed to minimising unnecessary stress at work
- Immediate supervisors care about employees’ emotional wellbeing
- The organisation makes efforts to prevent harm to employees from harassment, bullying, discrimination, violence or stigma
- People would describe the workplace as being psychologically healthy
- The organisation deals effectively with situations that can threaten or harm staff (e.g. harassment, bullying, discrimination, violence, stigma, etc.)
WF13: Protection of physical safety
A work environment where management takes appropriate action to protect the physical safety of employees.
- The organisation cares about how the physical work environment impacts mental health
- People feel safe (not concerned or anxious) about the physical work environment
- The way work is scheduled allows for reasonable rest periods
- All health and safety concerns are taken seriously
- Staff asked to do work that they believe is unsafe, have no hesitation in refusing to do it
- People get sufficient training to perform their work safely
- The organisation assesses the psychological demands of the jobs and the job environment to determine if it presents a hazard to people’s health and safety