Strategies for Prevention and Monitoring of the Work Climate

Psychosocial Risk Assessment

Effective prevention begins with diagnosis. You cannot manage what you do not measure.

Modern organizations must implement periodic and anonymous psychosocial risk assessment batteries.

These tools are not simple satisfaction surveys ("do you like coffee?"), but scientifically validated instruments to detect stressors, negative leadership levels and latent conflicts.

The objective is to identify "heat maps" or critical areas within the company where stress is increasing.

A preventive assessment makes it possible to intervene in a department with high stress levels before that stress mutates into harassment behavior among colleagues or from bosses to subordinates.

Training and Continuous Awareness

Ignorance is the breeding ground for violence. Many aggressors normalize their behavior because "it has always been done that way" or because they confuse leadership with rudeness.

Prevention requires a robust, ongoing training plan, not an annual compliance lecture.

Leaders must be trained in conflict management and empathetic leadership, and employees in fundamental rights and assertive communication.

Awareness-raising seeks to change the cultural "DNA" of the company, making it clear that respect is a KPI (performance indicator) as important as profitability.

An educated team is the first line of defense, as it is capable of self-regulating and stopping incipient toxic behaviors.

Monitoring of Indirect Indicators (Toxicity KPIs)

Often, harassment is not reported verbally, but manifests itself in numbers.

Smart preventive management monitors indirect indicators that suggest a toxic environment.

A sudden increase in turnover in a specific area, an increase in absenteeism due to nonspecific medical causes, or an abrupt drop in the productivity of a high-performing team are red flags.

Management must investigate these data with a forensic mindset: Why are people leaving this department? Why