Psychosocial risks (RPS) have a direct impact on employee health, quality of work life, and overall team performance. Proactively managing these risks has become a key priority for any organization committed to protecting its human capital.
This one-day RPS training provides you with essential tools to understand the different types of psychosocial risks, identify early warning signs, and implement appropriate preventive and corrective actions. You will explore practical methods to take action at both the individual and collective levels, helping reduce risk factors, strengthen resilience, and foster a healthier work environment.
By the end of this training, you will be able to actively contribute especially as a team leader to the prevention and management of RPS, while creating a workplace that supports engagement, well-being, and long-term performance.
Module 1: Defining Psychosocial Risks
Module 2: Legal Obligations, National Agreements and Legal Risks
Module 3: Challenges for the Organization and Individuals
Module 4: Situations Considered at Risk
Module 5: Identifying Key Stressors in the Workplace
Module 6: Implementing Practical Actions to Reduce Stress
Module 7: Analysis of Stress Reduction Techniques
Module 8: Preventing Burnout, Brownout and Boreout
Module 9: Preventing Harassment in the Workplace
Module 10: Types of Workplace Violence and Intervention Strategies
Module 11: Preventing RPS within Teams
Module 12: Developing and Implementing an Action Plan and Monitoring System
Psychosocial risks, also known as RPS, are no longer seen merely as a matter of employee well-being. Today, they are considered a strategic indicator of performance and long-term sustainability. A work environment marked by stress, tension or lack of purpose leads to decreased productivity, disengagement and increased absenteeism. Conversely, proactive management of psychosocial risks promotes innovation, talent retention and internal cohesion. Establishing a culture of prevention directly supports the company’s competitiveness and reputation.
RPS often stem from an imbalance between professional demands and the resources available to meet them. This imbalance may be linked to workload, lack of recognition or team tensions. Other factors, such as isolation, unclear objectives or unstable organization, can also generate psychosocial risks. The first step in prevention is to identify these root causes in order to implement an action plan adapted to each situation.
Preventing RPS is not limited to individual actions such as stress management or breathing techniques. It requires a structured organizational approach. Clarifying roles, improving internal communication and encouraging team participation help reduce psychological pressure. A balanced organization limits conflict and strengthens a sense of belonging. Creating regular opportunities for dialogue is essential to foster an environment where everyone feels heard and supported.
Managers play a crucial role in detecting early warning signs and implementing preventive actions. They must be able to identify unusual behaviors, understand sources of demotivation and support conflict resolution within their teams. RPS training provides them with practical tools to act effectively and adopt a constructive leadership style. Positive and assertive management is a powerful lever for preventing psychosocial risks and improving workplace well-being.
Psychosocial risks include evolving forms of distress such as burnout, brownout (loss of meaning) and boreout (boredom at work). These conditions affect employees at all levels and can significantly impact overall performance. Preventing these situations requires a deep understanding of psychological mechanisms and tailored prevention strategies. The training helps anticipate such crises through support initiatives, coaching and emotional workload management.
An effective RPS prevention strategy relies on the implementation of continuous monitoring and auditing systems. This approach helps track changes in workplace climate, measure well-being indicators and adjust actions over time. The objective is to embed psychosocial risk prevention into the company’s operational culture. With the right methodologies and shared best practices, organizations can build a long-term culture of workplace health and resilience.
What are psychosocial risks (RPS) in the workplace?
A psychosocial risk refers to a work situation that may lead to psychological, emotional or physical distress. It can arise from prolonged stress, lack of recognition or interpersonal conflict.
Why is it essential to prevent RPS?
Preventing psychosocial risks helps reduce absenteeism, improve employee engagement and enhance overall organizational performance.
What are the early warning signs of RPS?
Warning signs include increased irritability, declining motivation, social withdrawal or rising errors. Early detection is crucial to avoid burnout.
Are managers responsible for RPS prevention?
Managers play a pivotal role in detecting and preventing RPS. They must create a balanced work environment and intervene promptly when tensions appear.
How can an effective prevention strategy be implemented?
It is based on regular risk assessments, active listening, practical interventions and ongoing performance monitoring.
Is RPS training suitable for all organizations?
Yes, this training is designed for organizations of all sizes aiming to enhance workplace well-being and sustainably prevent psychosocial risks.
Monday to Friday
8:30 AM to 6:00 PM
Tel. 058 307 73 00
ITTA
Route des jeunes 35
1227 Carouge, Suisse
Monday to Friday, from 8:30 am to 06:00 pm.
