Organisational Psychology Services

Change management is more than making people happy with the change – it’s about realising the results and return on investment the organisation has set out to achieve.

Studies suggest that 70% of organisational changes commonly fail due to poor management of the human elements. In the short term, this results in money, time and people becoming wasted resources. Long-term and indirect costs of unsuccessful change include lowered morale, decreased confidence in leadership and increased resistance to change.

Our organisationally trained psychology team consults closely with organisations across Australia to customise the change management process, assist with the implementation of a structured change management model and provide continuous support and evaluation throughout the change.

We assist organisations to align their values and to develop their workplace culture. We do this by involving employees in a multi-layered Values Alignment Process. Our multi-layered approach, followed through consultation with organisations, enhances team effectiveness by assessing what motivates a team. The process involves:

• Developing an insight report.
• Facilitating a values alignment workshop.
• Developing a charter to align the team’s behaviours with organisational values.

At Altius, our Organisational Psychology Services help businesses across Australia enhance workplace wellbeing, engagement, and performance. We partner with organisations nationally to deliver tailored solutions that drive meaningful change.

Our expert consultants support businesses by:
✔ Enhancing leadership capability through coaching and development programs.
✔ Strengthening workplace culture and fostering psychological safety.
✔ Improving team dynamics and communication to boost collaboration and efficiency.
✔ Guiding organisations through change management to support business transformation.
✔ Conducting workplace climate assessments to identify opportunities for improvement.

By leveraging our evidence-based approaches, organisations can create healthier, high-performing workplaces that support both employee wellbeing and business success.

Organisational Psychology (also known as Industrial-Organisational or I/O Psychology) is the science of human behaviour in the workplace. It applies psychological research and principles to improve both employee wellbeing and business performance—creating workplaces where people and organisations thrive together. 

Think of it as a win-win: happier, healthier teams and stronger productivity, retention, and culture. After all, when employees feel supported, businesses see results—like lower turnover, higher engagement, and fewer burnout headaches. 

In practice, Organisational Psychology helps businesses: 
  ✔ Hire smarter – Use research-backed methods to find the right talent. 
  ✔ Boost performance – Refine leadership, development, and feedback processes. 
 ✔ Support wellbeing – Prevent psychosocial risks and help individuals and teams to thrive. 
  ✔ Shape culture – Fix harmful patterns, align with values and improve psychological safety. 
  ✔ Adapt to change – Navigate hybrid work and our ever-changing world of work. 

Whether it’s hiring the right people, developing talent, supporting wellbeing, future-proofing your culture or navigating change with confidence, PeopleSense: Psychology & Wellbeing by Altius Organisational Services team provide you the skills and tools to make work work better. 

Organisational psychology provides evidence-based strategies to create a workplace where employees feel motivated, valued, and fully engaged. Here’s how it works in practice: 

1. Strong Workplace Culture – Cultivate trust, openness, and collaboration so employees feel psychologically safe to contribute.
2. Strategic Job Design – Structure roles with autonomy, purpose, and opportunities for skill development.
3. Effective Communication – Ensure clarity, transparency, and alignment across all levels of the organisation.
4. Employee Involvement – Actively seek input and recognise contributions to foster ownership and commitment.
5. Wellbeing & Balance – Prioritise mental health, work-life harmony, and a supportive work environment.
6. Inclusive Culture – Champion diversity and belonging to ensure every employee feels respected and valued. 

By applying these principles, businesses can boost satisfaction, reduce turnover, and enhance productivity—creating a workplace where people thrive. 

A workplace psychologist supports organisations by assessing team dynamics, developing leadership skills, and improving workplace culture. Our Organisational Psychology Services in Australia provide evidence-based solutions.

HR consulting focuses on policies and compliance, while organisational psychology consulting addresses employee behaviour, motivation, and workplace mental health.

Organisational psychologists work alongside Employee Assistance Programs (EAP) to offer evidence-based strategies that enhance mental resilience, employee performance, and workplace satisfaction. They provide coaching, stress management training, and structured interventions for teams and individuals.

Great leaders and high-performing teams don’t happen by accident. They’re built—with the right strategies, trust, and a little science. 

Organisational Psychologists help leaders and teams thrive by: 

• Strengthening trust and communication – Helping leaders and team members communicate with clarity and transparency to strengthen collaboration.
• Boosting psychological safety – Creating environments where people feel safe to be speak up, take risks, seek feedback and stay engaged.
• Shaping positive workplace cultures – Supporting the development of values-driven, high-performing cultures where people feel valued and motivated.
• Navigating and resolving conflict constructively - Equipping teams to handle disagreements in ways that build understanding and sparks innovation.
• Preventing and managing psychosocial risk - Identifying and addressing workplace factors that impact mental health and wellbeing, reducing harm and supporting sustainable performance. 

They also equip managers with leadership skills, improve collaboration, and guide smart organisational change—backed by psychology, not guesswork.  This results in teams that communicate better, leaders who inspire, and workplaces where people actually want to show up. 

At PeopleSense: Psychology & Wellbeing by Altius, we help you build a team that works with you, not just for you. 

Yes, workplace conflict resolution is a key part of organisational psychology. Our consultants work with companies to resolve disputes, improve team communication, and foster collaborative work environments. For structured mediation and dispute management, businesses can also access our Mediation & Conflict Resolution Services.

Yes! By assessing workplace climate, developing leadership skills, and enhancing team collaboration, organisational psychology helps businesses improve employee engagement and overall productivity. Our Workplace Ergonomic Assessments also ensure employees work in environments that reduce fatigue and boost performance.

Organisational psychologists design employee wellness programs that focus on mental resilience, work-life balance, and effective stress management. These strategies complement our Exercise Physiology Services, which provide physical rehabilitation and chronic disease management to support overall employee wellbeing.

Organisational psychologists play a crucial role in helping businesses manage workplace stress. By identifying the underlying causes of stress within the work environment, they design targeted strategies to address these challenges. This can include developing effective stress management programs, leading workshops on resilience and coping, and recommending adjustments to workloads or organisational structures. The goal is to equip employees with the tools they need to manage stress and foster a healthier, more supportive workplace, ultimately enhancing employee wellbeing and overall performance.

Organisational psychology is a powerful tool for Australian businesses—it transforms employee development and training into strategic drivers of success. Here’s how it works: 

1. Targeted Training Programs 
   Organisational psychologists design evidence-based training that builds the right skills at the right time—whether for current roles or future leadership pipelines.
2. Performance Optimisation 
   By analysing factors like motivation, job design, and workplace dynamics, they identify barriers to productivity and implement tailored solutions.
3. Employee Wellbeing & Engagement 
   Through structured insights, they uncover what truly impacts your team’s satisfaction, allowing you to address pain points and amplify what’s working.
4. Culture & Conflict Resolution 
   They align individual and organisational goals, promoting a cohesive culture while providing strategies to resolve conflicts constructively.
5. Leadership Development 
   Using data-driven assessments, they identify high-potential employees and create custom development plans—ensuring your leaders are equipped to drive business success. 

Ultimately, organisational psychology bridges the gap between employee potential and business performance. It’s not just about fixing problems—it’s about creating a workplace where people and productivity thrive. 

Psychological assessments are used to bring objective, evidence-based insight into decisions about people, teams and leadership so that development and support are better targeted.

For leadership, psychometric tools and 360 style assessments can identify strengths, blind spots and preferred styles, which then inform individual development plans and the design of leadership development programs. Altius highlights the value of psychometric assessments in leadership development, both for selection and for ongoing growth.

In a career transition, assessments help people understand their transferable skills, preferences and career drivers, which supports more confident decisions about next steps. 

Team alignment is the process of helping a team build a shared understanding of its purpose, goals, roles and ways of working so people can pull in the same direction.

Altius Team Alignment uses a structured, multi-stage approach. It usually starts with an initial consultation to understand the team’s context and challenges, followed by confidential one-to-one discussions with team members to gather honest perspectives. The information is analysed to identify common themes, which are then worked through in an interactive workshop where the team co-creates a practical team charter that captures values, expectations and commitments.

A leadership development program is a structured series of activities that builds a person’s ability to lead themselves, their team and the wider organisation effectively.

Altius Leadership Development Programs focus on key leadership competencies such as communication, building relationships, engagement and empowerment, managing change and strengthening resilience. They also cover leadership theory, workplace values and staff alignment so leaders understand both what effective leadership looks like and how to apply it in their own context.

These programs are a core part of Organisational Psychology Services and are designed to translate psychological insight into practical skills leaders can use in everyday conversations, decision-making and team management.

Leadership development programs are worthwhile when they are tailored to real organisational needs and support leaders to change how they behave at work, not just what they know.

Altius notes that effective programs help foster leaders who lay the foundations for healthy workplace cultures, communicate more clearly during challenges and support the development of resilient, effective teams. As leadership capability improves, organisations often see benefits such as stronger relationships, better engagement and more consistent performance.

Because Organisational Psychology Services look at leadership in the context of culture, wellbeing and work design, leadership development can also be used as a lever to address broader issues such as low morale, change fatigue or conflict within teams.

Leadership programs are developed by first understanding what the organisation and its leaders actually need, then designing learning experiences that build those specific capabilities over time.

Programs usually begin with a needs analysis that looks at current challenges, strategic goals and skill gaps. Content is then selected to cover both general management skills and interpersonal skills such as communication, feedback and relationship building. Programs are designed to run for long enough to allow practice and reflection rather than being a single event, and they use a mix of learning methods so different styles are catered for.

A strong leadership development program should be clear about what leaders are expected to learn and give them structured opportunities to practise those skills in realistic situations.

Altius Leadership Development Programs typically include:

• Core content on what makes a good leader, leadership theory and workplace values.

• Practical skills such as engaging and empowering others, communication, providing and receiving feedback, managing change and building resilience.

• Focus on staff alignment so leaders know how to connect team efforts to organisational goals.

• Opportunities to explore real workplace scenarios and apply new skills, rather than only discussing concepts.

• Tools that support self-awareness, such as structured reflection and feedback, so leaders understand their impact on others.

These elements allow a program to support both immediate behaviour change and longer-term shifts in how leaders think about their role.

Leadership development programs are most successful when they are closely tied to the organisation’s reality and when learning is supported back in the workplace.

Altius highlights several common reasons programs fall short, such as poor alignment with actual needs, programs that are too brief, reliance on a single learning method and a lack of psychological safety for trying new behaviours. Addressing these issues means:

• Building content around clearly defined skill gaps and strategic priorities.

• Allowing enough time for practice and consolidation rather than one-off sessions.

• Using a variety of methods such as workshops, small group discussions, job-based projects and reflective activities.

• Creating a supportive environment where leaders can experiment, receive feedback and adjust without penalty.

When leadership work is linked with Organisational Psychology Services, insights about culture, wellbeing and team dynamics can also be fed into program design, which increases its relevance and impact.

An effective leadership development program brings together clear goals, well-chosen content, varied learning methods, and strong follow-up.

Key components include:

• A needs analysis and defined objectives, so it is clear what success looks like.

• A focus on core capabilities such as people leadership, communication, decision making and managing change.

• Multiple learning modalities, for example, facilitated workshops, real work projects, peer learning and reflective activities.

• Built in opportunities for practice and feedback so leaders can refine new behaviours.

• A supportive climate in which managers encourage participation and reinforce the use of new skills on the job.

• Mechanisms to review progress and adjust the program as needs evolve.

Success is measured by looking at both what leaders have learned and how that learning shows up in behaviour, culture and business results.

Combining several types of evidence, such as pre- and post-assessments or structured feedback to track changes in leadership capability, as well as input from participants and their managers about how conversations, decision making and team dynamics have shifted over time.

Organisations can also monitor changes in indicators such as engagement, turnover of key talent, performance outcomes or safety metrics where leadership plays a clear role.

As a participant, you can gain a clearer understanding of your leadership strengths, more confidence in how you work with others and practical tools for handling the challenges you face at work.

Altius Leadership Development Programs are designed to help leaders build self-awareness about their impact, strengthen communication and relationship skills, and become more effective at leading change and managing complexity. Over time, this can make it easier to support resilient, high-performing teams and to connect everyday decisions with the bigger picture for the organisation.

Many leaders also report benefits in their own well-being and career clarity, as they gain language for their values and preferences and a clearer view of where they want to grow next.

Outplacement services are employer-funded programs that support people who are leaving an organisation, usually due to restructuring or redundancy, to move into their next role or life stage with more confidence and practical support.

Altius Career Transition service offers outplacement support for employees facing involuntary career changes or transition to retirement. It helps people deal with the emotional, psychological and practical impacts of change by providing guidance, resources and tailored support from registered psychologists and organisational consultants.

Support can include help to identify transferable skills, prepare resumes and cover letters, plan job searches, improve social media profiles, practise interviews and access counselling when needed. This combination of practical and psychological support not only helps individuals move forward, but it also helps organisations live their values and protect their reputation during periods of change.

Outplacement services for redundancy are a specific form of career transition support offered when an employee’s role is no longer required, and they are leaving the organisation.

In this situation, Altius Career Transition service focuses on helping impacted employees manage the stress of job loss and prepare for whatever comes next, whether that is finding a similar role, changing direction or beginning to plan for retirement. The service includes practical tools such as job search assistance, resume and cover letter support, social media enhancement and interview preparation, along with counselling and other supports tailored to the individual.

Because the service is delivered by experienced psychologists and organisational consultants, it is designed to address both the emotional impact and the need for concrete action, which benefits employees as well as the organisation’s culture and employment brand.

Outplacement services help employees transition to new jobs by giving them structure, tools and emotional support at a time that can otherwise feel quite uncertain.

Through the Career Transition service, Altius supports people to understand their strengths and transferable skills, clarify what they want from their next role, and create application documents that present them clearly to potential employers. The program also provides job search assistance, guidance on using professional networking platforms and interview preparation so that candidates can present themselves with confidence.

Outplacement services and career coaching both relate to careers, but they are used in different situations and with different primary goals.

Outplacement is usually initiated and funded by the employer when roles are being made redundant or when there is a significant organisational change. The focus is on helping people who are leaving the organisation to cope with the change, understand their options and secure new work or move toward retirement. Altius Career Transition service is a structured outplacement offering of this kind, delivered by psychologists and organisational consultants with experience in workplace change.

Career coaching, on the other hand, is often sought by individuals or supported by employers as part of ongoing development rather than just at the point of exit. It tends to focus on building performance, planning career steps and navigating opportunities within or beyond the current organisation. In practice, someone who has participated in outplacement may later seek separate career coaching once they are settled in a new role and ready to think about longer-term development.