Frequently asked questions about workplace psychology
Individual consultation
Are consultations confidential?
Yes. Like all psychologists who are members of the Ordre des psychologues du Québec, we are required to adhere to strict rules regarding confidentiality and the protection of personal information. Depending on the nature of the mandate, the limits of confidentiality are clearly explained before the intervention begins, and informed consent is obtained before any feedback is provided to a third-party requester.
When should I consult an occupational psychologist?
It may be helpful to seek support when work significantly impacts your well-being, mental health, or daily functioning. This includes situations such as professional burnout, chronic stress, work-related distress, interpersonal difficulties, or during a major career transition.
Can I book a consultation even if my employer does not have a contract with you?
Yes. Our individual psychological support services are available to employees, managers, professionals, and entrepreneurs, even if they are not affiliated with a client organization. Consultations remain entirely confidential and independent of your employer. Certain conditions apply to the use of this service.
Organizational psychology
What is an organizational psychologist?
An organizational psychologist is a professional who specializes in human behavior in the workplace. They work with individuals, teams, and organizations to understand human dynamics, improve working relationships, support psychological health, and inform decision-making. Their goal is to foster sustainable performance for both the individual and the organization.
What is the difference between an organizational psychologist and an HR consultant?
An organizational psychologist holds specialized university training in psychology and a license to practice issued by the Ordre des psychologues du Québec. Their expertise is based on assessing, understanding, and intervening in human and psychological dynamics, particularly regarding professional life and organizational realities. An HR consultant focuses more on human resources management practices, processes, and policies.
What is the difference between an organizational psychologist and a clinical psychologist?
A clinical psychologist primarily addresses general mental health issues. An organizational psychologist specializes in matters related to work, teams, organizations, leadership, conflict, workplace psychological health, work climate, and organizational dynamics.
For organizations
Are your services tailored to SMEs?
Yes. We support SMEs, large corporations, public and parapublic organizations, non-profits, and First Nations organizations. Our services are tailored to the specific realities and resources of each environment.
Do you offer your services throughout Quebec?
Yes. Our team supports organizations, executives, managers, and employees throughout Quebec, either in person or remotely, depending on your needs and the situation.
When should you conduct an organizational diagnostic?
An organizational diagnostic is particularly relevant when your organization is facing a complex situation, a deteriorating work climate, challenges with employee engagement, persistent tensions, or when you want to better understand what is hindering performance before undertaking changes.
How do you know if a conflict requires mediation?
When a conflict persists despite discussions, communication becomes difficult, or the impact on the work environment becomes apparent, mediation can help restore constructive dialogue and prevent the situation from deteriorating.
How do I know if I am experiencing psychological harassment at work?
It is not always easy to distinguish between a conflict, a disagreement, or a situation of psychological harassment. When behaviors, words, or actions undermine your dignity or make your work environment toxic, it may be helpful to discuss them with a professional to get an accurate assessment of the situation.
How can you tell if your work environment is a cause for concern?
An increase in absenteeism, staff turnover, interpersonal tension, disengagement, or a loss of trust can all be indicators that a work environment warrants closer evaluation.
What does Bill 27 require of employers?
Bill 27 strengthens employer obligations regarding occupational health and safety, particularly concerning the identification, analysis, and prevention of psychosocial risks that may affect workers' psychological health.
Organizational psychologists