Designing work and roles to help employees thrive at work

This piece outlines three practical design actions to make work mentally safe: (1) good work-design (minimising hazards, aligning tasks), (2) role clarity (clear expectations, alignment of role to objectives), and (3) regularly monitoring workloads (manageable tasks, check-ins) — all aimed at reducing psychological risk at work.

Who it’s useful for:

Useful for team-leaders, HR/business operations professionals and anyone responsible for job-design and workload allocation who wants to create a safer psychological work environment.

How it can help:

• Offers straightforward, actionable steps for designing work in a way that supports mental health rather than undermines it.
• Helps link everyday operational practices (task design, roles, workload checking) with mental-health outcomes, making it less abstract.
• Can be used to audit existing roles and tasks: are they designed safely? Are workloads monitored? Is role clarity sufficient?

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