Actively encouraging your employees to take their full lunch break, finish on time and avoid checking their emails outside of their working hours will help build a balanced, people-first culture in which your team thrive. When excessive admiration (from employees) meets excessive control (from the company), the result can be a cult-like environment in which employees are afraid to speak out. Employees still face stigma and discrimination through contractual agreements as companies can terminate your employment if you become “of unsound mind”, or a patient under any statute relating to mental health. Sometimes a potential employee won't tell you about their mental ill health. Indeed, some people with mental ill health are too frightened of discrimination to apply for jobs at all. It is vital, therefore, that employers make every effort to create an environment where potential new employees feel able to communicate their individual needs and abilities. What if your people had the tools to make mental health and wellness support an integral part of their workday? How would that change employee engagement? What could it do for your organization’s productivity, and your ability to attract and retain talent? The rate of workplace discrimination on the grounds of mental ill-health is significant, and some employers are not doing enough to end discriminatory practices. The Equality and Human Rights Commission monitors and enforces equality legislation in England Scotland and Wales, and can take enforcement action in respect to workplace mental health discrimination.
Some questions that employers can ask about their mental health approach include: Does your organisation prioritise learning and development among its staff? Does your organisation run an annual staff satisfaction survey? And if so, does it ask about mental wellbeing in the workplace? Organisations and leaders need to take a proactive approach towards wellbeing and mental health in the workplace to ensure stakeholders are happy, motivated and productive. However it’s not about merely being more resilient and expecting employees to know how to be more resilient as individuals. It takes a concerted effort and a joined up strategy, which plays out at all levels of the organisation. Many employers know they are missing opportunities to intervene early when employees are struggling, as the stigma of disclosing a mental health condition is still a significant barrier to employees seeking support. If an employee has a mental health issue, it’s important their employer takes it seriously. For example, it’s a good idea to talk to the employee to find out what support they might need at work. Communication that emphasizes that leadership cares about concepts such as how to manage an employee with anxiety should be welcomed in the working environment.
Employers can increase access to confidential offsite services by purchasing telemedicine services for mental and behavioral health, either through their carrier or directly with a third party provider. Telemedicine is the use of telecommunications and information technologies to provide a range of healthcare services such as clinical care and health education. Returning to work can be hard for individuals, both physically and emotionally. It’s important that employers demonstrate sensitivity, be professional and provide the support required for a smooth return. The Return to Work process is a vital element of managing absence and supporting your employees back to work. If the workplace is not supportive to mental health concerns, it can trigger or exacerbate mental ill health, with anxiety, depression and stress-related disorders being the most common issues. Poor work environments, typically characterised by high demands, low levels of individual autonomy and poor support, can undermine the health and wellbeing benefits that 'good' work brings. In some cases the effect is toxic. Larger employers can and should ensure provision of tailored in-house mental health support and signposting to clinical help, including digital support, employer-purchased Occupational Health or Employee Assistance Programmes, or NHS services, amongst other sources of support. Wellbeing measurement has been delivered by expert practitioners and HR teams dating back to the 1980s. Yet HR teams are now better equipped with the skills and technology required to engage, measure and identify areas to act on insights gathered at scale. Organisations can make sure their employee benefits package provides support for workplace wellbeing ideas today.
he physical environment of your business may be impacting staff mental health. Do they work in an open plan office? Is it hard for them to concentrate with too much noise? What can you do about reducing noise and distractions? One of the best ways to improve employee mental wellness is by helping employees talk openly about mental health. Identifying the issue and letting it be an acceptable topic of conversation – removing the taboo around acknowledging work-related stress - can create progress by itself, helping employees realize they aren’t alone. While there are close links between mental and physical health and wellbeing, this report focuses on mental health and wellbeing in the workplace, and the need for dedicated strategies to be integrated in overarching human resources (HR) and health and safety policies. In reality, while employers are showing increasing enthusiasm and interest in the values represented by these terms, they’re also still grappling with its meaning and impact on employees and business outcomes. Creating a workplace culture that supports mental health and enables people to seek help when they need it is important for all organisations. For employers not investing in wellbeing initiatives, workplace wellbeing support can be a difficult notion to comprehend.
Strengths And Limitations
Talk therapy is a remedy for a reason. One of the most important steps you can take as an employer is to communicate with your staff at all levels, as people. Promote positive discussion around mental health and depression and let them know that it's okay to be not okay. According to a 2017 national survey by the American Psychological Association (APA), the workplace was reported as the third-leading cause of stress (61 percent), after money (62 percent) and the future of the nation (63 percent). Creating a culture of recognition and trust in the company is essential for professional communication and cooperation. In turn, this plays an important protective role in promoting and maintaining the employees‘ mental health. Clear policies on workplace adjustments and phased returns to work are crucial for reducing the length of mental health related sickness absence. Employee Assistance Programmes (EAPs), occupational health or psychological therapies can also contribute to a comprehensive support package for staff. Small businesses can access the free Health for Work Adviceline service provided by NHS occupational health services. We probably know at least one person that works through their lunch break or stays late most nights. Known as presenteeism, this habit isn’t uncommon. But, working yourself into the ground does you no good whatsoever. Even though it may not be easy to become an employee-centric company addressing employers duty of care mental health it is of utmost importance in this day and age.
Supporting mental health within your organization has never been more important. As well as helping you to build a positive working environment, a framework for managing psychological health and safety can help to improve your organizational resilience and enhance engagement, performance and productivity. Do you often feel exhausted, irritable, and find it hard to concentrate — but can still get work done and still feel like you are good at your job? Make open communication between all departments and levels a priority. Promote honest (but polite) dialogue in meetings and gatherings so that all employees feel like they have a say and know that they’re valued members of a bigger team. None of us are superhuman. We all sometimes get tired or overwhelmed by how we feel or when things don’t go to plan. Prioritising mental health and building resilience right now is the best way to get through the economic downturn. Open and supportive workplaces benefit everyone – employees, employers and the bottom line. Weathering the storm together puts an organisation in a strong position. Similarly to any change that happens within organizations, discussions around managing employees with mental health issues need planning and implementing properly.
Offering A Tailored Approach
By being initially proactive about starting mental health conversations, you will make it more likely that team members will in time approach you themselves when they’re struggling. As a record number of employees resign from their jobs for mental health reasons, it is clear that mental health is more than important — it is a business imperative. It's time for companies to not simply have honest conversations around mental health, but to take action to understand the barriers to progress, take deliberate steps to dismantle stigmas in order to effectively address the mental health challenges employees face. If you look after your employees’ mental wellbeing, then levels of engagement will rise and so will staff morale and loyalty, innovation, productivity and profits. Ignoring the mental health of your staff comes at a high price. And will only make problems worse. One can unearth extra details about Workplace Mental Health Programs Schemes at this World Health Organisation web page.
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