• World health organisation

    Which blog, magazine, or dossier have you lately digested regarding Workplace Mental Health Programs? Did you find it valuable? How come?.

    There are very few workplaces in today’s economy in which resilience (the ability to manage challenge) is not a key asset and in which change is not a regular motif of organisational life. Workplaces and managers should be aware of evidence-based tools such as mindfulness and supporting physical activities that can support resilience. Equally, they should recognise that responsibility for this lies not just with the individual but also with the organisation. Although living in our “new normal” might have kept us physically safe and healthy, many employees feel burned out, isolated, languishing and unhappy. According to Gallup, 7 out of 10 individuals worldwide feel like they struggled and suffered in life throughout 2020, and a third of Americans are showing signs of clinical anxiety or depression. This means it’s more important than ever for companies to invest in their employees’ mental wellness. The culture of the workplace and the attitudes and behaviours of managers and colleagues are critical. It is important to remove stigma about mental health and its impact on work, as actual or perceived stigma from colleagues is toxic. When having mental health conversations with team members at work, be clear about why you’re bringing up mental health with a team member, so your intentions won’t be misinterpreted. Selecting recruits based on competence and/or potential, combined with realistic job previews, is therefore not only important for performance, but also for managing and supporting mental health. Realistic job previews provide potential applicants with information on both positive and negative aspects of the job. Mental distress that has not reached the level of a diagnosable mental disorder can still be a source of considerable suffering. It is possible that workplace factors may increase the likelihood of the occurrence of a mental disorder, make an existing disorder worse, and impede effective treatment and rehabilitation. On the other hand, a supportive work environment can reduce the onset, severity, impact and duration of a mental health disorder.

    Workplace Mental Health Programs

    Culture encompasses a company’s values and beliefs and sets the tone for an organization. It lets employees know what is considered acceptable behaviour and how to appropriately address issues. A negative work-place culture can cause negative health outcomes, hinder engagement, and result in poor productivity. It can also undermine the effectiveness of the best mental health programs. Mental health should be reflected in all relevant workplace policies and a plan for delivering better mental health should be in place, with clear actions that can be achieved and reported back on every six months / year. 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. Many people still assume that someone experiencing mental ill health won't be able to cope at work, but neither a diagnosis nor the severity of someone's symptoms predict their ability to succeed in a job. The vast majority of people who have experienced, or are experiencing, mental ill health can work successfully. For employers not investing in wellbeing initiatives, workplace wellbeing ideas can be a difficult notion to comprehend.

    The Economic Burden Of Mental Health Disorders Is Staggering

    Many workers are sceptical about raising mental health issues with their manager, particularly in a time when they are under severe pressure. Digital tools and products are an enabler of change and give businesses the opportunity for low cost, scalable interventions in the workplace. Whilst there is a wealth of good evidence on mental health at work, we still have many challenges and unanswered questions. Mental health problems at work are common. At least one in six workers is experiencing common mental health problems, including anxiety and depression. You might not be talking about it, because mental health is still a taboo subject. And many people feel scared and confused about confronting the issue at work. Many job applicants will be fearful of disclosing information relating to their mental health problems in a job application or at interview stage, because misunderstanding and prejudice about poor mental health is still widespread. Under the Equality Act 2010, job candidates are not required to disclose they have a mental health condition to their prospective employer. Nurturing the development of healthy work environments that promote the physical and mental well-being of employees is not only the right thing to do, but it’s a smart economic decision to improve productivity and competitiveness of firms, both crucial to help national economies combat poverty and achieve sustainable development. Organisations can make sure their employee benefits package provides support for Wellbeing for HR today.

    There should be regular catch-ups and one-to-one meetings in the workplace. Line managers should feel obliged to raise concerns with their immediate charges, and if the employee still isn’t prepared to admit anything is amiss, the issue should be raised up the line. There are many risk factors for mental health that may be present in the working environment. Most risks relate to interactions between type of work, the organizational and managerial environment, the skills and competencies of employees, and the support available for employees to carry out their work. Just as with racism, there's a difference between being non-toxic (talking about it and hoping for the best) versus being actively anti-toxic (doing tangible things to stamp it out). Employer action on mental health is intrinsically measurable. Increased transparency will go a long way to generating a culture of measurement and will enable the development of voluntary ranking schemes to help drive accountability and further improvement. When mental health is considered a chronic health condition affecting workers’ well-being and workplace outcomes, depression and anxiety are leading drivers of lost productivity. Given advances in assessment and treatment for depression and anxiety, it makes sense to examine how workplace policies and programs can support and sustain worker mental health. Similarly to any change that happens within organizations, discussions around workplace wellbeing support need planning and implementing properly.

    Honest, Open Communications

    The intersectionality of mental health and other dimensions of diversity should be top of mind as employers strive to create safe, inclusive workplaces. Employers must embed EDI in every part of their workplace mental health strategy and ensure mental health supports reflect the diverse needs of their employees. No organization or manager can force people to be friends. While this element may seem like the most difficult for an organization to influence, it may be the easiest. While both remote and in-person socializing is beneficial, in-person interaction has the greatest impact on mood. But that doesn’t mean you have to overdo it or that social connections have to drain time to be effective. Create regular opportunities for people to get to know one another through work. Then let human nature prevail. If you want your employer to understand your needs, disclosing your mental health problem may prompt your employer to treat you in a more constructive and supportive way. From a legal point of view, an employer only has to make adjustments for needs that they know about. Understanding some of the signs of poor mental health doesn’t mean you should make assumptions about what mental health problems your employees may have. Instead, use them as a way of noticing when you should check in and start a conversation about how your employee is coping right now. Moving away from a micromanagement leadership style to achieve results can help build employee confidence. Far from making workers sick, it can improve employee wellness by empowering them to make informed decisions based on the skills and expertise they have developed throughout their careers and lives. Thinking about concepts such as employers duty of care mental health is really helpful in a workplace environment.

    Often employees will not feel confident in speaking up about mental health issues, so a manager making the first move to open up a dialogue can be key. Regular emotional exhaustion is often the result of overstretching oneself in both work and life: trying to juggle too many things at once. Its common symptoms include extreme tiredness, irritability, a lack of concentration and a lack of interest in everyday activities. We’re now finding ourselves working in an era of hyper-connectivity, continuous change and disruption. Never before have humans had to adapt and manage our energy to both conserve our resources to prevent burnout but to also develop strategies to help us navigate this complexity to be at our best. Many employers now have positive policies on disability and equality at work and take a more positive view of mental health problems, which ought to mean that being open about your mental health is less of a risk. There are also laws in place to protect you at work if you are considered to be disabled because of a mental health problem. In recent years, there has been a growing emergence of work on workplace mental health, led by Business in the Community, the City Mental Health Alliance, Time to Change, Mental Health First Aid and Mind, amongst others. An opinion on managing employees with mental health issues is undoubtebly to be had in every workplace in the country.

    Building Skills And Knowledge

    Employer and employees have a joint responsibility to safeguard employees' mental wellbeing. Both managers and their teams should attend an MHFA training course in order to better understand how to support themselves as well as others. MHFA-trained teams are healthier and more resilient because team members are mutually supportive. How people are treated and managed on a day-to-day basis is central to their mental well-being and engagement, as well as the level of trust in the employment relationship. The behaviours of line managers will, to a large degree, determine the extent to which employees will go the extra mile in their jobs, are resilient under pressure and remain loyal to their organisation. A person’s mental health will change as s circumstances change and as a person moves through different stages of their life. One can uncover extra info appertaining to Workplace Mental Health Programs at this World Health Organisation article.

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