We conversed with no end of people regarding Mental Health In The Workplace Interventions and accumulated the following findings. I trust you find it descriptive.
We know that poor mental health has a huge impact on an individual’s life and those around them. Impacts can range from lack of sleep or panic attacks; difficulty in concentrating; and low confidence. This can lead to a downwards spiral, as an individual may withdraw from social situations and lose their support networks and structures at a time when they need them most. The relationship between work and mental health is at a turning point. 2020 and 2021 have tested us all in new ways and amplified employee expectations of holistic care from their employers. Business leaders are also increasingly recognizing mental health support as critical. Struggles with mental health can have a real, tangible impact – they can contribute to burnout, disengagement, loss of productivity and attrition. Mental health can affect worker safety. Even if no actual illness is diagnosed, it’s easy to imagine how a worker’s mental state might affect his or her ability to make good decisions and recognize potential hazards. The aim of Mental Health First Aid is to enhance understanding of mental health problems and how it can impact on individuals and society; to develop skills, motivation, knowledge and confidence in offering help to those with symptoms of mental illness; to guide you towards appropriate professional help Everyone should have the opportunity to work, whatever their mental health. Mental ill health is common and most of us will either experience it, have experienced it, or know someone else who has experienced it. Mental ill health touches us all and should not be a barrier to treating people fairly, with respect and understanding. If any employee is experiencing mental ill health at work, ideally they should feel able to raise this with their manager. Regular work planning sessions, appraisals or informal chats about progress are the kind of everyday management processes that provide neutral and non-stigmatising opportunities to talk about any problems they may be experiencing.
Mental wellness is worth the investment. For every $1 put into treatment for common mental disorders, there is an ROI of $4 in improved health and productivity (source: WHO). There’s no point in having support services available to your employees if they aren’t aware of them. These may be access to counselling, free gym membership, or mentoring schemes. Use all avenues of communication to ensure stakeholders know what’s on offer and how to access them. Unfortunately, even the best organisations can fall victim to gossiping, which keeps employees from speaking up. Recent research from Heads Together found only 2% of employees would feel comfortable talking to their employer about their mental health. People experiencing mental health problems need to know it will remain private when they speak up. According to the mental health charity Mind, at any one time, at least one in six workers are experiencing common mental health problems, including anxiety and depression. Poor mental health is costing UK employers between £33-42 billion a year. If you a private sector employer, the cost to you is an average of more than £1,100 per employee each year. For employers not investing in wellbeing initiatives, managing employees with mental health issues
can be a difficult notion to comprehend.Involve Employees In All Aspects Of Workplace Decision-making
Just as the workplace can promote good mental health through meaningful work, work can harm mental health through poorly designed jobs and exposure to workplace hazards and risks As an employer you have a legal duty to support people with mental health problems, according to the Equality Act 2010. This act outlines an employer’s responsibility to take steps to make sure a disabled person, suffering substantial long-term impairment, has the same access to opportunities that involve keeping or gaining employment as a non-disabled person. And this applies to mental as well as physical health. Consider offering informational sessions around identifying and addressing common mental health disorders. Employees may relate—or recognize peers who need support. Awareness is the first step toward a more inclusive employee culture. Regardless of whether an employee has a diagnosable mental illness or is just having an off day, your company shouldn’t shy away from offering help. A practical approach to mental health understanding at work has been incorporating scenario-based training when helping colleagues think about how to spot mental health problems in the workplace. Through this approach managers have been more engaged, instead of saying ‘just carry on with your job’, they’re being more understanding and supportive to colleagues. Good employees are worth investing in; take care of your team. After all, happy and healthy employees are productive employees. Even though it may not be easy to become an employee-centric company addressing workplace wellbeing support
it is of utmost importance in this day and age.
There’s no question that presenteeism is difficult to define and even more difficult to tackle. What we’re talking about here is not the kind of presenteeism that means people are staying at their desks longer than necessary in an effort to show how hard they are working - although that’s not great either. Not asking for feedback may be because an employee is scared of speaking out. Mental wellness isn't just a proven pathway to improve staff wellbeing and mental sharpness, but a trail to better leadership quality, improved employee engagement and productivity. Being mentally healthy is just a natural side product of a balanced inner domain. There’s now a much broader understanding and application of holistic health and wellbeing approaches in many workplaces. However, it's also clear that there's an implementation gap, with many organisations not yet embracing the health and wellbeing agenda to full effect. According to the Society for Human Resources Management, many employers are enhancing emotional and mental health benefits. Types of support can range from managing stress, to treating invisible disabilities such as anxiety and depression. Communication that emphasizes that leadership cares about concepts such as workplace wellbeing ideas
should be welcomed in the working environment.Using Organization-level Approaches
An estimated one in five American adults suffers from a mental illness, according to the National Alliance on Mental Illness. And yet, the topic of mental health can still feel taboo. Beat the stigma by speaking openly and candidly about mental wellness in the workplace. Share articles, resources, and books with your team. Then, keep the conversation going. Managing stress effectively is a crucial part of a preventative approach to supporting mental health in the workplace, and organisations need to develop an organisational framework for managing the risks to people’s health from stress. This should include carrying out a stress risk assessment as required by law. Wellbeing should be at the core of our thinking about work and the workplace for the future. Every plan to promote good mental health and tackle mental health problems requires a public facing commitment that people can buy in to and for which organisations can hold themselves responsible for. There are a range of personal, workplace and societal factors that need to be factored into the debate on workplace mental health. Organisations can make sure their employee benefits package provides support for how to manage an employee with anxiety
If you are worried about your mental health, or other people are expressing concerns, you may want to get professional help. If you work for a large organisation, they may have an occupational health service, where you can discuss worries about your health and problems you may be facing at work. Mental Health First Aid teaches managers and staff what to look for, do and say so you can do the right thing at the right time. Mental Health First Aid teaches people to identify and support colleagues at work who may be experiencing or at risk of a mental health crisis and connect them with the correct employee resources for help. We at Oxford CBT offer a Mental Health First Aid course. Collaborating on projects in large teams can be a source of stress for many employees. It can get frustrating and become tiresome if employees cannot track each other’s work or assess their contribution to a larger project scheme. Teamwork can be stressful – but it is inevitable part of work process. By enabling easy collaboration, you can optimize your employees’ wellbeing and decrease their stress levels. Potential workplace triggers for distress include negative relationships or poor communication and an unsupportive workplace culture or lack of management support. Employees might feel very happy to tell a colleague about a physical injury they’ve sustained, but when it comes to changes in their mental health, people can keep this to themselves through fear of being treated differently or judged. Similarly to any change that happens within organizations, discussions around employers duty of care mental health
need planning and implementing properly.Honest, Open Communications
It can be hard to talk about feelings at work. If you have colleagues you can talk to, or a manager who asks how you are at supervision sessions, it can really help. Identify someone you feel comfortable with and who will be supportive. You may want to think about what you want to disclose, who to and when a good time and place to do this could be. Offering an EAP benefit that allows employees to access a handful of therapy sessions for free is important. But, many companies don't spend enough time reminding employees that they should access these services. Have you felt over-stretched yourself both in and outside of work recently? Are you trying to juggle both a busy job with lots of social activities, hobbies, commitments like childcare, etc? You can get supplementary details regarding Mental Health In The Workplace Interventions at this World Health Organisation