For Australian managers, and the people accountable for them
The conversation is the control.
Psychosocial risk isn't managed in a policy document. It's managed by a manager who knows what to say, and has the confidence to say it. The Wise Call helps them prepare, practise, and keep a proper record of what they did.
Since Dec 2025Every Australian state and territory now has specific rules on psychosocial hazards. Employers must identify and control these risks like any other workplace hazard.
Surveys identify hazards. Courses inform people. Both matter. Neither shows that anything was done.
The gap is what a manager actually does in the room, on a Thursday, with someone who is struggling. That's the part The Wise Call is built for.
Emotional demands: a hazard in its own right under the Code, sitting alongside the workload.
One hard conversation
Three moves. Each one starts with a worry.
Most managers can tell something's wrong long before they know what to say. Getting it right comes down to three moves.
01
Hear it!
Notice the moment
“Is it even my place to say something?”
Most harm doesn't come from the conversation that went badly. It comes from the one nobody started. Hearing it means catching the moment, and making it safe for someone to tell you.
02
Handle it!
Respond with care
“What do I actually say? And what if it goes badly?”
Good intentions usually go wrong in the first sentence. Handling it means knowing what you're really trying to say, and having said it once before it counts.
03
Prove it!
Show it was done right
“Did I do enough?”
When it's questioned months later, memory isn't enough. Proving it means a clear note of what was raised, what you did and what happens next, kept where it belongs.
Every tool is built around the same question: what will you actually say?
01
Hear it!
When someone on your team raises something, it reaches the person who can act, and they see what happens next.
Hear ItLive
Raise it safely
A team member can raise a concern with you or with WHS, or talk it through with Ollie first. They approve a short summary before it's sent, and they're told each step after.
02
Handle it!
Learn how a good manager handles it, then get ready for your own conversation.
Learn
52 MomentsLive
Watch the course
Short illustrated lessons, each built on one real workplace moment. Browse every lesson free, and sign in when you want your progress kept.
Reflective coaching on psychosocial safety, in your own words. Pick the scenario closest to yours, or just start talking.
Is this about what happened on Friday?
Partly. I'd like to hear your side first.
AI RoleplayLive
Rehearse it in writing
Rehearse the conversation with the person you need to talk to, one message at a time, before it's real.
Voice rehearsalLive
Rehearse out loud
Real-time voice, with a partner who responds naturally. Say it out loud once before it counts.
03
Prove it!
Show the steps you took, in a record that's yours and that anyone can check.
Record of conversationAttested
File My InteractionLive
Keep a record
A debrief with Ollie and a record of the steps you took. Edit every word, and keep the PDF in your own systems, not ours. A verify page shows it hasn't changed.
Your coach
Meet Ollie.
Ollie is there for the person having the hard conversation. Not to judge it, and not to report on it. To help you get it straight in your head, then to play the other person while you practise.
Example conversation
One of my crew has gone quiet. I don't know if it's me, the job or something at home.
Good on you for noticing. That's the bit most people miss. Before we work out what to say, what have you actually seen change?
Our tools are built for the person having the hard conversation, not to monitor them. What a manager practises, prepares and reflects on stays private to them. Always.
We value your privacy.
We're not a vault. Records you create belong to you and go into your own systems. We keep only the little we need to make hard conversations work.
We equip your people.
Managers and employees get the knowledge, the support and an easy path to do the right thing. Your organisation keeps doing the real work of governance, and we help make it easier.
For organisations
The Code is now the standard you're measured against.
Since 1 July 2026, under section 26A of the Work Health and Safety Act 2011 (NSW), a business must follow an approved code of practice, including Managing Psychosocial Hazards at Work, or show that its own approach is as good or better.
The claims data shows why that matters.
When every route is closed, the conversation never happens.
38%of NSW workers compensation costs come from psychological injury, which is just 12% of claims.
$288,542average cost of a psychological injury claim in 2024-25, up from $146,000 in 2019-20.
DoubledThe number of psychological injury claims, in six years.
40%of workers with a psychological injury are still in the system after a year off work. For physical injuries, 88% are back within 13 weeks.
The Psychosocial Project: a business comicRead Chapter 1 free
