Wouldn’t it be extraordinary if everyone who was looking for insight about Workplace Mental Health Programs Mediations found out what they were seeking?A mental health issue is not a sign of weakness; in fact it can be just the opposite. Determined, energetic, purposeful high achievers can be the most vulnerable, because they push themselves so hard. Winston Churchill, Isaac Newton, Charles Dickens and Ludwig van Beethoven all experienced mental health issues. Mental health struggles or mental illness can negatively impact work – and that’s why conversations and connection to resources are so important. When you’re open about the importance of mental health, you enhance your overall business reputation. The World Health Organisation defines mental health as: "A state of wellbeing in which every individual realises his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community. When we create workplace cultures where people can be themselves, it is easier for people to speak about mental health concerns without fear, and easier for them to reach out for help when they need it. Even so, the decision to disclose distress at work is not one people take lightly. It is vital that workplaces become environments where people feel safe to be themselves. As a leader, it’s not enough to say that you prioritize wellness and announce a few virtual wellness events or services via your intranet or in internal communications. Each manager, supervisor, and team lead has a responsibility to demonstrate the company’s commitment to well-being.
Team building and getting out of the office are great stress relievers, so planning regular social activities for all staff will contribute to better mental health. This could be anything that enables employees to leave work at the office and enjoy themselves - ask your team what they want! Work plays a strong role in our mental health and wellbeing. There is a Maori proverb that 'work brings health' and the Royal College of Psychiatrists claims that work is central to many people's happiness. While the workplace has the responsibility of duty of care to its employees and to create a workplace culture that helps people to feel respected and safe, each individual also has a responsibility to self-advocate for their needs, share when something is up, and ask for help when needed. You are an independent being who makes your own choices. Speaking up, and how you speak up, is your choice. Although you may feel that you offer generous pay and benefits — or that there is little you can do to change them — your employees may be suffering from financial stress that is ultimately affecting their health and performance at work. Offering employees financial advice and resources not only supports engagement, it shows that you care about their wellbeing. Discussing ideas such as
how to manage an employee with anxiety is good for the staff and the organisation as a whole.
Regular One-to-ones And Catch-upsAnyone can become upset and reveal to their workmates that they are human. But if you have a mental health problem you may have a particular need for a safe space to express your feelings. If you are going through a mental health crisis, whether or not it’s caused by work stress, it is likely to have an impact on you at work. We all have different preferences about the environment in which we’re working and it seems the more these preferences can be accommodated the better. For example, a study from Cornell University found that employees who were exposed to open office noise had increased epinephrine levels (also known as adrenaline – in other words, the trigger for the body’s fight-or-flight response). Often, the reasons for poor performance are not properly explored, even where a mental health issue is suspected, so the approach from managers or HR is only performance-based, when it should also recognise any health factors. This is sometimes driven by misunderstanding or prejudice, as poor mental health can be viewed as an ‘excuse’. Become an advocate for mental health at work. Before you begin, you might want to review the policies and practices currently in place to support mental well-being, so you can see the resources that feel most relevant. And your HR leaders may be open to new ideas—like starting an employee resource group, setting up regular mindfulness sessions, or actively suggesting pre-meeting relaxation time and regular out-of-office walks. How engaged a workforce feels, and how well it is communicated with, are critical factors in an organisations’ performance. Engaged employees are good for business as research repeatedly demonstrates a positive link between levels of engagement, and performance, productivity, staff innovation, customer service, staff advocacy, and absenteeism. An opinion on
workplace wellbeing support is undoubtebly to be had in every workplace in the country.
To create a sense of community and belonging, managers need to build opportunities for engaging with each other in the workday. Authentic, transparent, two-way communication should be a pillar in your employee engagement strategy. This way, your employees feel they are valued contributors in the organization’s journey. When we are pleased with the work we create, we are more likely to be enthusiastic about our careers and are less likely to be concerned about waking up early, commuting, deadlines, or meetings. The advantages are numerous, so why not incorporate more positivity into our daily life? All employees should be supported to reduce the potential to experience stress and organisational changes should be made when risks are identified that may lead to stress or other mental ill health. Employee wellness programmes are a solution for employers looking to give their staff the opportunity to improve both their physical and mental health. With mental health at the forefront of discussions around employee wellbeing, it's important that mental health is at the top of your agenda. Mental health is defined by the WHO, as a state of mental and psychological wellbeing in which every individual realises his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to his or her community. Mental health is determined by a range of socioeconomic, biological and environmental factors. Subjects such as
workplace wellbeing ideas can be tackled by getting the appropriate support in place.
Organizational CultureSpotting and addressing early signs of an issue can prevent it escalating. If employees raise an issue and managers are confident and capable of taking action, then early intervention is preferable. Although line managers should hopefully be able to spot the early signs of stress and mental health issues in their team members, employers should ensure there is someone who takes responsibility for line manages’ mental health and wellbeing too as this can be overlooked. It’s OK to be good at your job – when you feel stressed, it can be easy to forget your talents, or fall foul of imposter syndrome (where you feel like a fraud, or that you don’t deserve your successes). The Health and safety executive (Hse) estimates that every year around 1.5 million people experience a health problem that they believe to have been caused by their current or past work: stress being the largest cause of work-related illnesses. Unfortunately, many managers are still unaware of how to improve mental health in the workplace. Prospective job applicants are often reluctant to divulge problems. If you are an HR Manager, you need to possess the skills to recognize when an employee is undergoing a mental health situation and appreciate what can be done in terms of providing support. As more and more employees struggle with mental health, it’s important to debunk common myths, reduce stigma, and build the necessary skills to have productive conversations about mental health at work. If you don’t have the budget to invest in training, mental health employee resource groups are a low-cost way to increase awareness, build community, and offer peer support. Organisations can make sure their employee benefits package provides support for
managing employees with mental health issues today.
Talking about stress management, self-care, and mental health in meetings and in email communications can reduce the stigma associated with mental illness. When employees trust you won't call them "crazy" for having a panic attack or fire them when they're struggling with depression, they'll be more willing to seek treatment. And fortunately, most mental health conditions are very treatable. As most of the working population spend a majority of their time at work, the workplace provides a unique but often ignored opportunity to raise awareness about physical and mental health risks and to offer programs under benefit plans that guide and incentivize individuals to develop healthier behaviors. In turn, these programs can have a positive multiplier effect, as employees integrate health and well-being into the daily routines of families and communities. Good mental health is vital to business performance, because when staff feel happy and well cared for, they are more engaged, more motivated and more loyal. Once they establish trust, managers and teams can dream big together — not just about career goals and development but about life and overall purpose and wellbeing. Although there has been notable progress in organizations opening up the conversation around mental health and investing in well-being initiatives, the data still show a disparity when it comes to wider mental health support in workplaces. Don't forget to send out proper internal communications around
employers duty of care mental health in your organisation.
Communicate More Than You Think You Need ToNot only does work give us the money we need to live, but it also provides social contacts and support, keeps us physically and mentally active, allows us to develop and use skills, gives us social status, a sense of identity and personal achievement, and provides a way for us to structure and occupy our time. “Employee happiness,” “employee engagement,” and “employee wellbeing” are terms that often thrown around interchangeably. While they’re all related, they mean different things and imply different strategies. If employers take action on mental health then that action should be clear and easily understood by everyone. Making any action clear to everyone will show people which help and support works best. You can check out supplementary intel relating to Workplace Mental Health Programs Mediations at this
Health and Safety Executive link.
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