EZ Flash/V/Mental Health In The Workplace Initiatives: The Reliable Guide
Recently I listened to a speaker about the applicableness of Mental Health In The Workplace Initiatives and would like to share what I noted from the experience with you in this blog post.
Get your organization’s senior leadership on board and develop a policy statement around workplace psychological health and safety. Ensure your organization’s leadership has identified a champion who will take responsibility for moving forward with activities related to meeting the policy statement. A health-focused culture in an organisation improves employee wellbeing and leads to higher job satisfaction and retention. The use of safe, respectful, and inclusive language is key to a psychologically healthy and safe workplace. In addition to talking about poor mental health, we need to talk more openly about what we can do to nurture our mental health, open up conversations about what it means to experience a positive state of mental well-being, and look after our mental health. Something that can lead to work-related mental health problems is when employees don't fully understand their role and responsibilities. or complex. There is still a stigma associated with mental health problems, through a lack of understanding. Although your employer is under a duty to ensure your mental health at work and is therefore responsible for assessing the risks you face and for implementing measures to safeguard your wellbeing, there is a great deal of advice available about how you can give yourself the best chance of mental health and wellbeing.
The importance of getting mental health in the workplace right is increasing – it is likely that larger businesses will actively seek to partner more closely with organisations in their network or supply chain that take a proactive approach to promoting and improving mental health, as it shows they are committed to the long term success of their business. Mental health becomes even more important in an era of constant change. As businesses undertake broader transformation initiatives, an employee’s wellbeing, including how valued they feel, is critical in helping achieve an organization’s broader change objectives. Harassment and bullying at work are commonly reported problems, and can have a substantial adverse impact on mental health. Being overwhelmed and overworked can also affect the quality of the work employees produce. Communication that emphasizes that leadership cares about concepts such as managing employees with mental health issues should be welcomed in the working environment.
- Mental Health Outcomes
It is natural that people will worry from time-to-time about work. Perhaps they were hoping for a promotion, or there are rumours of redundancy. Things like this could act as a trigger and set in motion a chain of events that cause mental illness. An employee who feels uncomfortable at work may stop working temporarily initially in terms of sick leave and repeated absence and if the conditions are not met to ensure a more positive environment when work is resumed, this could turn into longer term sick leave, or unfitness to work and/or the employee leaving for good. This absenteeism comes at a cost to the company. Many companies implement stress management programs — and that’s a good start. However, using surveys to improve mental health at work builds morale and shows that leadership cares. Certain features of the workplace can affect employees’ mental and physical health. These include demoralization, depressed mood, anxiety, burnout, etc. These factors increase the likelihood that an individual will experience increased stress, which in turn increases the likelihood of developing or worsening a mental disorder. Mental health in the workplace is top of mind for everyone these days. While a lot has changed about what we understand about mental health at work, and how widespread poor mental health is, it's worth taking a look at the basics. Don't forget to send out proper internal communications around employers duty of care mental health in your organisation.
Whatever our age, background or role in life, from time to time we all have problems, whether emotional, legal, financial or work related. Workplace stress is incredibly common, so it’s super-important that you nip it in the bud before it gets serious. As an employer, it’s highly likely that at some point in your career one or more of your employees will experience mental health issues, such as depression, stress or anxiety. Personality disorder is a type of mental health problem where your attitudes, beliefs and behaviours cause you long-standing problems in your life. If you have this diagnosis, it doesn’t mean that you’re fundamentally different from other people – but you may regularly experience difficulties with how you think about yourself and others, and find it very difficult to change these unwanted patterns. It can be tempting to invest everything in building self-esteem around work success. That often means that people with mental health problems give everything at work and are high achievers. It also creates a risk that when things go wrong, when mistakes are made, or when change is necessary, people may take it personally. For employers not investing in wellbeing initiatives, how to manage an employee with anxiety can be a difficult notion to comprehend.
- The Economic Burden Of Mental Health Disorders Is Staggering
It’s difficult to communicate well when we’re emotionally not feeling well. Poor mental health may lead to misinterpreting or over-reacting to colleagues. It may come across as speaking with a passive-aggressive tone, being a poor listener, or having a negative attitude. No one should have to face a mental health problem alone. Organisations should manage conflict effectively and ensure the workplace is free from bullying and harassment, discrimination and racism. By addressing mental health issues, businesses can improve the general wellbeing of employees, reduce absenteeism and presenteeism, lower staff turnover and increase productivity. Organisations should promote a culture of participation, equality and fairness that is based on open communication and inclusion. An opinion on workplace wellbeing support is undoubtebly to be had in every workplace in the country.
Even with the most robust preventative plans, it is likely some people will still experience mental health problems, for a range of factors, so it is also essential for every business to know how to provide support. This might include knowing how to spot the early warning signs, being confident to signpost colleagues to appropriate support, how to make adjustments to someone’s work or role, and ensuring there is a process to help people return to work smoothly after a sickness absence. Many employers have a general lack of awareness of how to promote good mental health for all, support someone with a mental health condition and where to start looking for external support. By focussing on how to build resilience at work at the individual level, you’re also creating a resilient organisation. Happy employees are engaged, motivated, and productive, able to adapt to changing and challenging circumstances and take the company with them. Create an accepting environment that encourages employees to speak up when workloads or personal pressures are causing mental and emotional stress. There are many benefits to this – smoother workplace operations, employee loyalty, work productivity and more. Give your employees the tools and appropriate pathways to follow, to support their mental wellbeing before a problem arises. Rather than solely reacting when something does happen. Mental wellness cannot be packaged into five neat containers and presented to a workforce of 500+ people who are all battling different stressors. It’s not always about people having an “off day” at work. According to a Mental Health America survey, 85 percent of workers say the workplace negatively impacts their mental state. What we find is that those who aren’t experiencing symptoms or situations that need clinical treatment are falling through the gaps of access to care. Organisations can make sure their employee benefits package provides support for workplace wellbeing ideas today.
- Be Vulnerable
By measuring psychological safety regularly, and by implementing active processes and habits to hardwire it into the machinery of the company, we can not only preserve the company culture, but more importantly, keep it healthy too. Long-term strategy development and the implementation of and adherence to a mental health policy can help ensure ongoing, consistent support of staff well-being. This can include training a group of volunteers in the workplace to become well-being champions, which gives them the opportunity to contribute to their workplace culture and be part of a meaningful shift in how colleagues support one another. While physical health-related metrics are promising, tackling mental illness in the workplace is lagging. This is a major challenge that needs to be addressed head on given the enormous burden of mental ill health at home and the workplace, aggravated by widespread stigma and discrimination of affected people. Uncover more information relating to Mental Health In The Workplace Initiatives in this Health and Safety Executive entry.