In this piece are an abundance of mouthwatering tips around the theme of Employer's Mental Health Programs Approaches.
An EAP is a benefit programme intended to help employees deal with personal problems that might adversely impact their job performance, health, and wellbeing. This includes issues such as relationship problems, money worries and other pressures. Support is available 24 hours a day, seven days a week, by telephone, although increasingly EAP providers are also providing their services through the internet. While it is a great step for organizations to offer trainings around mental health awareness, employees need to participate and learn in order to reap the benefits. Employees can also work to be more open-minded about the experiences and feelings of their coworkers and adopt behaviors that promote stress management and mental health. While increasing numbers of employers are beginning to address problems related to employee mental health at work, very few are currently addressing employee mental well-being by ensuring a workplace-wide proactive mental wellness attitude. Mental wellness focus guarantees a reduction of struggles that people face within their own minds. Severe and long-term anxiety is known to trigger our primal fight or flight mentality, leading to rash decisions, poor communication and further heightened stress levels. Instead of focusing on high-priority work, meetings and events, employees who suffer from depression may miss deadlines, mishear briefs and even seem less-dedicated to their job or the company. There are national awareness campaigns that your company could use to promote awareness of mental health issues and hold seminars or talks about mental health during these times. Mental Health Awareness Week is in May and World Mental Health Day is in October. During these times you could invite a speaker in to talk about mental health and encourage sharing of stories from people within your business. Frameworks such as Health and Safety Executive management standards for work-related stress can promote and protect employee mental wellbeing in an organisation.
The only way to know if your employees are afraid of speaking up — in other words, how psychologically safe or unsafe they feel — is to ask them. Anonymously, of course. Burnout is a gradual process. It doesn’t happen overnight, but it can creep up on you. The signs and symptoms are subtle at first, but become worse as time goes on. Think of the early symptoms as red flags that something is wrong that needs to be addressed. If you pay attention and actively reduce your stress, you can prevent a major breakdown. If you ignore them, you’ll eventually burn out. Organisations should address discrimination, support disclosure and value the diversity and transferable skills that the lived experience of mental health problems brings. Despite the fact that some companies still clearly foster environments where employees are afraid to ask for what they need, others have shifted to offering support for employees’ mental health and general well-being in recent years. 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.
Treat People As Individuals
Mental ill health covers a variety of different conditions, ranging from depression, anxiety and stress-related disorders to schizophrenia and personality disorder. In the workplace the primary manifestations of mental ill health are anxiety, stress and depression which, although they may not be caused directly by work, are frequently exacerbated by it. Regulations around workplace health have become increasingly sophisticated, moving from general health and safety legislation and working with disabilities to specifying employee health, wellbeing and mental health. Organizations have a vested interest in helping to prevent the onset of mental and physical illnesses and to promote recovery. The longer an employee is away from work due to illness, the less chance there is of a successful return to the workplace. Research shows that nearly 86 percent of employees treated for depression report improved work performance. And in some studies, treatment of depression has been shown to reduce absenteeism and presenteeism by 40 to 60 percent. A healthy workplace is one in which employees and their leaders actively work together to create a work environment that promotes and protects the health, safety and well-being of all employees. Creating a workplace environment that recognizes, acknowledges and promotes the importance of positive mental health is one of the most important things an employer can do to improve their organization. Similarly to any change that happens within organizations, discussions around managing employees with mental health issues need planning and implementing properly.
We have seen a growing awareness around emotional health, but slow progress in some areas. There is overwhelming evidence that work is generally good for mental health and wellbeing. Employees spend a considerable amount of time at work, so the workplace can be used to help change the health of workers. Using the workplace to drive important behavioural changes, we can head off problems and intervene early. At work, you may have a hobby you’d like to share or join in with colleagues on – a work cycling club, book group or crafting group can be a great way to share a skill with others. Problems with workload, support, or relationships with colleagues can worsen mental health and your employer has a duty to intervene. They may be able to review your work commitments or specific issues, but they can only do this if you let them know. There are a growing number of companies large and small, who are demonstrating a tangible commitment to employee mental health, often championing their own policies and programmes, whilst engaging with industry and voluntary sector led benchmarking. Thinking about concepts such as workplace wellbeing support is really helpful in a workplace environment.
Modify Policies And Practices
or complex. There is still a stigma associated with mental health problems, through a lack of understanding. We need to de-medicalize discussion around mental health because the most important factors are the preventative role of line managers and good people management. Support for everyone in the workplace is a matter of encouraging and nurturing communication and discussion. Even though the law protects employees, HR staff have a duty to make this explicitly clear so that potential employees don't hide a mental health problem through fear of discrimination. At the beginning of the recruitment stage, HR should say that adjustments will be made for disabled applicants, which includes any individual with mental health problems. These adjustments should also stretch to the ability to meet work schedules, something that will vary for candidates with mental ill health. When you ask someone about their health, isn’t it true that you’re thinking just about their physical health? Is being physically healthy enough to classify yourself as healthy? Subjects such as workplace wellbeing ideas can be tackled by getting the appropriate support in place.
A staff session on mental health and wellbeing is a good way to get colleagues together, share information and explore relevant issues. Increasing awareness can help to normalise the conversation about mental health at work. Internationally, the impact of mental health awareness-raising initiatives in the workplace is already proving overwhelmingly positive. A 2017 Deloitte study evidenced approaches across Germany, Canada, Australia, France, Belgium and Sweden which are empowering employers to implement interventions. Tthings like smarter work design and positive work cultures are key to preventing mental health problems, while promoting resilience and early intervention can both help minimise negative impacts and support recovery. Leaders can speak to the importance of mental health on all hands, in communications around benefits and during awareness months related to mental health. It’s important also to equip managers as many times they will be the person an employee is most likely to open up to about a challenge they are facing. To live means being exposed to a spectrum of experiences. Some moments are light and easy, and others are as dark as a black hole that could crush you. All of these moments are a part of life and come along with being human. Life works in shades of grey, so it’s crucial to look at mental health across this spectrum of experience. Discussing ideas such as how to manage an employee with anxiety is good for the staff and the organisation as a whole.
Overall Health Includes Mental Health
Be proud of who you are. Recognise and accept the things you may not be good at, but also focus on what you can do well. If there’s anything about yourself you would like to change, are your expectations realistic? If they are, work towards the change in small steps. Awareness of the scale and impact of poor mental health at work is increasing – in 2018, the Chartered Institute of Personnel and Development (CIPD) found that poor mental health was the most common cause of long-term sickness absence in UK workplaces and that stress-related absence had increased in nearly two-fifths of organisations (CIPD 2018), while a Mind survey found that one in ten employees rated their current mental health as poor or very poor. From a business perspective, it makes perfect sense to pay more attention to the health and wellbeing of your employees because when they’re happy and mentally well-balanced, they drive the success of your business. No business succeeds unless employees are invested in that success and performing to the best of their ability on a consistent basis. That’s how it works. But, it won’t work if you don’t pay attention to issues relating to mental health among your workforce in your workplace. Get supplementary insights about Employer's Mental Health Programs Approaches on this World Health Organisation page.