Use Change Management to Improve Your Psychological Health & Safety Plan

Psychological Health and Safety (PHS) programming aims to create work environments that reduce the risk of mental harm and promote mental well-being. A comprehensive PHS program encompasses policies, procedures, training, prevention and support initiatives—all designed to build knowledge, skills and habits that positively influence the employee experience.

For PHS initiatives to be effective, they require a systems-based approach that considers factors such as work organization, workload expectations, equipment, and effective psychologically safe interpersonal interactions between peers, leaders, teams and customers.

They also require thoughtful change management to ensure that new policies, training and standards are embraced and integrated into the culture to obtain the desired outcomes and mitigate risk.

Introduction to the ADKAR Model

Developed by Jeff Hiatt, the founder of Prosci, the ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) model is an evidence-based change management approach that can support the successful implementation of any PHS initiative. This model highlights the importance and value of considering employee differences and varying needs with respect to awareness, desire, knowledge, ability and reinforcement.

Applying the ADKAR model ensures that change is adopted and institutionalized into the workplace culture, employees are engaged, and healthy habits are developed and sustained.

Here’s a brief overview of how ADKAR applies to PHS initiatives:

• Awareness: Recognizing the need for change. For PHS, this means understanding why mental health initiatives are vital for personal well-being and organizational success, highlighting the risks of neglecting psychological safety.

• Desire: Cultivating personal motivation and support. Employees are more likely to engage with PHS programs if they see clear benefits for themselves and the organization.

• Knowledge: Learning what needs to be done. Providing training and information on recognizing signs of mental health challenges, available resources and new procedures.

• Ability: Developing the skills and confidence to implement change. This involves practical application, coaching and hands-on support.

• Reinforcement: Sustaining change over the long term through feedback, rewards and ongoing learning, making psychological safety practices a permanent part of the culture.

Benefits of Applying ADKAR to PHS Initiatives:

• Helps employees understand and embrace new PHS strategies, reducing resistance and confusion.

• Builds motivation and desire to participate, fostering a supportive culture for mental health initiatives.

• Identifies and addresses knowledge gaps and needed skills early, preparing employees to implement change confidently.

• Uses targeted reinforcement to embed new practices into daily routines, ensuring lasting organizational change.

• Equips leaders with a practical framework to support their teams effectively throughout the change process.

Commit to Continuous Improvement by Taking a Plan-Do-Check-Act Approach (PDCA)

PDCA is an essential complement to the ADKAR change management model. Integrating PDCA into your PHS initiatives ensures employees are engaged and accountable, barriers are identified and removed, and activities that are not proving fruitful are adjusted and improved. Launching a PHS initiative without a thoughtful PDCA approach and change management plan can hinder your ability to maximize potential and impact. 

Integrate ADKAR into PDCA for Effective Implementation

Changing behaviour is never binary; it can take several months. This is why it is beneficial to have a structured approach that will consider employee differences and needs and set realistic expectations for the time and effort required for a PHS initiative to mature and have an impact.

When integrated with PDCA, ADKAR provides a practical framework for planning, implementing, evaluating and reinforcing actions and habits that support the PHS initiative’s targeted outcomes.

1. Plan (Awareness) - During planning phases, communicate the importance of PHS initiatives, building awareness about why change is needed and the potential benefits and risks of inaction. Set clear objectives aligned with organizational values, ensuring our employees understand the value of participating and embracing the PHS initiative.

2. Do (Desire) - Involve employees in implementation to foster enthusiasm and willingness to participate. Ensure employees understand what is in it for them, what good looks like and how the employer will support, reward, acknowledge, celebrate and follow up to measure and evaluate success.

3. Check (Knowledge and Ability) - This involves ensuring the initiative is doing what it was designed to do. Ensure the employees have the required knowledge, skills and abilities. The goal is to evaluate what was implemented and whether the initiative is achieving the targeted goals. This step requires checking participation levels and employee feedback, identifying gaps in knowledge or skills, promoting the value of practice and reinforcing learning through communication and recognition. 

4. Act (Reinforcement) - This step addresses capability gaps, provides additional training and supports skill development. It also anchors and refines practices and influences desired actions or behaviours to ensure the PHS initiative is on the right track.

Leveraging ADKAR within each PDCA phase can help employers ensure change management is embedded in your strategy—driving meaningful, measurable impact for all PHS initiatives. This systematic approach can increase employee buy-in, participation and adoption, reduce resistance and increase the opportunity for the PHS initiative to have the desired, measurable impact. 

Get to know the authors – Dr. Bill Howatt