Hiring In-house Psychologists

Hiring In-house Psychologists

Psychology Paper: Should Companies Hire In-House Psychologists

Over the years, the work dynamics have shifted to accommodate the changing needs and requirements of the employees. The success of the company depends on the management's ability to engage the employees at all levels. Further advancements in technology, skilled labour, education and best practices have facilitated the increase in efficiency and productivity. According to Osborne & Hammoud (2017), interpersonal tendencies influence productivity due to improved employees' engagement. In this case, the demand for mental health services at the workplace is prevalent. For instance, Peter Drucker mentioned that from a long term perspective, the most critical scenario would be the change in the human condition. The workplace pressures, workload and family responsibilities have affected the work-life balance of the majority of employees. Thus, companies should hire in-house psychologists because mental health is no longer an option but a fundamental focus for many organizations.

Workplace counselling services is a human resource initiative that aims to address issues that affect employees. The objective is to ensure the workers attain holistic growth and progress in their work, life and family. The provision of access to free, confidential and in-house counselling services is a strategy that encompasses the employer's duty of care. As the organizations advocate for the well-being of every employee, it is imperative to provide onsite psychological resources that will help them manage their issues and become more productive at work (Nielsen et al., 2017). The in-house psychologists will work directly with the employees to aid them in finding solutions to their problems by developing ways to manage them.

Additionally, the in-house psychologists provide an empathetic, non-judgmental and accessible environment that gives the employees the freedom to find solutions. These are individuals who are conversant with the workplace environment that employees are exposed to daily. The goal is to offer their expertise in addressing the circumstances that cause emotional stress, job stress, life transitions and relationship issues. According to Sonnenstuhl & Trice (2018), organizations are hiring in-house psychologists because top-level management is not well-versed with mental health treatment programs. The hiring of in-house psychologists allows the psychologists to address the welfare of employees. Further, it contributes to the development of a practical business framework by highlighting the weakness and risk of the business. Hence in-house psychologists will aid in the selection of employees, conflict resolution, development of a robust organizational culture and adaptation training.

The benefits of hiring in-house psychologists in the Organization

An onsite psychologist is a helpful tool in the management of proper health among the workers. In handling stress, anxiety and other issues that affect performance, a psychologist will help the employees remain proactive and focused on their goals. First, onsite psychologists help boost workplace productivity. This is because employees who are stressed and overwhelmed by personal issues are less productive at work. In this regard, providing in-house services connects the workers with services that they might not seek on their initiative.

Next, these services are essential in attracting and retaining skilled workers. The human resource department advocates for the presence of in-house psychologists since it is a demonstration of the organization's ability to cater to their employees' overall well-being. The onsite healthcare makes it affordable and accessible. Besides, it is an attractive benefits package that appeals to new talent in the market. Finally, physical proximity to therapy services is the most significant advantage of onsite services in the organization. It eliminates the barriers and inconvenience an individual will undergo to find and see a therapist. Moreover, it provides an opportunity for people to engage in therapy now that it is deemed accessible in the organizational set-up.

On the other hand, it is also beneficial to employers since the increase in employee performance ensures productivity gains. Based on Navare (2008), the ability to provide the employee with effective coping mechanisms and addressing job-related stress improves the progress and growth of the organization. Further, the presence of in-house psychologists facilitates high employee retention rates and low absenteeism. This is because they are equipped with the relevant skills needed to handle various situations. In this regard, companies should hire the onsite psychologists to handle behavioral issues that affect individual and organizational progression.

The future of onsite psychologists

The environmental, technical, economic and social changes have changed present and future work dynamics. Organizational psychologists are essential since they contribute to various aspects of the work domain. For instance, they facilitate psychological assessments such as selection and recruitment, training and development of employee skills. Further, the psychologists use their expertise in leadership motivation and engagement, organizational change and workplace design. According to Navare (2008), the majority of companies acknowledge that onsite therapy would be integral as a people management tactic to aid the employees manage job stress and other personal problems. Consequently, the majority of organizations are integrating in-house psychologists as part of their strategic initiatives to guarantee productivity and longevity. Organizations are investing their resources by tacking mental health issues and boosting employee satisfaction.



Navare, S. (2008). Counseling at work place: A proactive human resource initiative.

Nielsen, K., Nielsen, M. B., Ogbonnaya, C., Känsälä, M., Saari, E., & Isaksson, K. (2017). Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis. Work & Stress, 31(2), 101-120.

Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), 4.

Sonnenstuhl, W. J., & Trice, H. M. (2018). Strategies for employee assistance programs: The crucial balance. Cornell University Press.

Published on: 5 Sep 2020

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