What unequivocally is one truly special thing about the top Employee Mental Health Programs Mediations organisations that ensures they outshine the competition?
It’s estimated that 1 in 6 people will experience a common mental health problem each week, including depression and anxiety. 1 in 5 will have thought about taking their own life at some point, with 1 in 15 having made an attempt. There’s increasing scientific evidence that work itself can be beneficial for someone’s mental health, whereas unemployment or precarious employment can have a detrimental effect. Whether it’s playing games or just making time to chat, having fun with coworkers increases productivity and builds trust. It also relieves stress by forcing a cognitive shift in how stressors are viewed and creates a positive emotional response. Plus, laughter triggers relaxation, thus reducing stress all on its own. There is real misunderstanding with mental health. If you have someone with an addiction problem with drink for example, they can’t just put a drink down. It’s an illness. We don’t have the people in positions of power, from the government level and in certain businesses, who share the right understanding of mental health and mental illness. Voluntary health assessments can help employers better understand the mental health needs of their workforce by detecting symptoms of mental health disorders, such as depression and anxiety, and by measuring individual risk and assessing factors like stress. How can organisations support those who don’t want to share? These employees could have high levels of need and be at risk of self-harm or harming others if they are unable to access support. Often the most challenging thing for managers is knowing what to do when they recognise that someone is struggling or is increasingly becoming distressed. Managers who acknowledge the prevalence of mental health conditions in the workforce can significantly reduce sickness absence and incapacity for work through early intervention and support.
Healthy Minds is the name of American Express’ mental health in the workplace program. Healthy Minds shows how psychology can improve an employee’s well-being and performance. The program provides part-time counselors at each employee clinic. They also have a professional clinical psychologist to provide support to employees. 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. Bullying and psychological harassment (also known as “mobbing”) are commonly reported causes of work-related stress by workers and present risks to the health of workers. They are associated with both psychological and physical problems. These health consequences can have costs for employers in terms of reduced productivity and increased staff turnover. They can also have a negative impact on family and social interactions. Mental health problems affect everyday activities, and this can be particularly apparent when a sufferer is trying to complete the tasks of their job. Anyone with mental health issues may carry their symptoms into their line of work. Unlike physical issues that may not flare up during working life, mental illness is a battle that takes place constantly. Similarly to any change that happens within organizations, discussions around workplace wellbeing ideas need planning and implementing properly.
Engagement With One's Work
It’s apparent that when employees are given some flexibility over personalising their work environment, they’re happier and this research from the University of Exeter suggests they might be up to 32% more productive too. It’s a way to express personality and affirm shared identify. While nothing can replace trained mental health support providers, when employees and managers have a better understanding of the issues, they can provide meaningful support. Training HR practitioners and employees about ways to deal with their own and others’ mental health is a good starting point. Many employers still feel uncertain about their responsibilities around protecting employees set out in the Equality Act 2010 and using health questionnaires during recruitment, as well as how to make suitable reasonable adjustments for employees experiencing a mental health problem. Measuring well-being is beneficial in two broad ways. Firstly, the boards of companies can use the information from surveys to establish well-being leads and strategies, targeting those areas of staff well-being and engagement most in need. Secondly, for individual employees...feedback allows individuals to take positive action to improve their own health and well-being, driving up employee well-being as a whole. You may have a physical job like construction or teaching – you’ll notice if you are off sick because of injury or physical illness how quickly your mood starts to be affected by the change in activity level. If you work in an office it can make a huge difference to get out for a walk or do a class at lunchtime, or to build in exercise before or after work. An opinion on how to manage an employee with anxiety is undoubtebly to be had in every workplace in the country.
Employers should promote an open culture around mental health and increase organisational confidence and capability People always choose to belong. Belonging is a fundamental psychological need. The American psychologist Abraham Maslow put belonging second only to our need for food, shelter, and safety. Seven decades of academic research have yet to disprove that point. According to the National Alliance on Mental Illness, rates of cardiovascular and metabolic diseases are twice as high in adults with serious mental illness. Employers have a key role to play in supporting employees' mental health and wellbeing. The government has given increasing recognition to the importance of workplace mental health as have forward-looking employers who are creating strategies around workplace mental wellbeing. This change in emphasis has been supported by a number of trends, namely greater public awareness of mental health, increasing political interest in mental health and greater transparency around corporate responsibility. Mental health issues are common in the workplace. In the UK, almost 1 in 7 people experience mental health problems in the workplace. They also account for over 12% of all sickness absence days. Some common mental health issues are depression and anxiety. Don't forget to send out proper internal communications around managing employees with mental health issues in your organisation.
Involve Employees In All Aspects Of Workplace Decision-making
Employment advisers can work alongside therapists, providing information, advice, and guidance to help people suffering from mild to moderate depression and anxiety to remain at or return to work, or gain new work. There are many projects around the country that offer support both to employees who have experienced mental ill health and to employers. These projects have an excellent track record in placing people in employment and in supporting them to be effective in the long term. Employers should provide mental health tools and support and increase transparency and accountability through internal and external reporting. While it should never be required to discuss mental well-being at work, the simple act of checking in can make all the difference. Your colleagues may be going through more than they show (especially now, when home lives and work lives are so closely intermixed) and bottled-up feelings can lead to stress, burnout, and other mental health challenges. The earlier a manager becomes aware that a team member is experiencing mental ill health, the sooner steps can be taken to prevent it becoming more serious and provide support to help them during this period. For employers not investing in wellbeing initiatives, workplace wellbeing support can be a difficult notion to comprehend.
The employment relationship is not static—just like an organisation’s focus will change over time, the employee’s career and development needs will also change. Employees may require different levels of support and work adjustments at different times in their working life. As such, managers need to consider employees and their needs on an ongoing basis. Something as standard as getting out of bed, showered, dressed and in to the office on time can feel monumentally difficult for someone who's in the depths of a depressive episode. What's worse, is that - chances are - they're reluctant to talk about it for fear of 'keeping up appearances'. Rather sadly, it is these exact types of behaviours that lead management to believe that they are unprofessional and lazy. Unrealistic workloads lead to stress, which could make mental health issues worse. Encourage employees to use their breaks and paid vacation time. Businesses all over the world are thinking about how they can most effectively support the mental health of their staff. But despite growing interest and investment in workplace mental health initiatives in recent years, there is still so much we don't know about what works and what doesn’t. There is more that employers can be doing to support mental health among the workforce. In particular, more can be done to tackle the stigma associated with mental health problems, increase awareness, and provide adequate training for employees. Thinking about concepts such as employers duty of care mental health is really helpful in a workplace environment.
Confidentiality Around Mental Health
To help reduce the stigma around mental health, employees can share more of their own experiences with other co-workers when appropriate. Unless you feel very safe, this is more about sharing your humanness than getting into details — co-workers can’t substitute for mental health professionals. The future working world will be a diverse one, and mental health support will have to evolve to support these different working practices. It’s not enough for support to be purely in-person, for example, as many of us are more comfortable with the distance and relative anonymity of remote communication. It’s important for team members to feel empowered to instigate ideas and suggest mental health initiatives in their workplace — either way, one voice can make a difference. So, whatever your role or level of seniority, remember that each person in a company makes a difference and that you can be that voice to create a meaningful change in your company’s culture. You can check out additional intel appertaining to Employee Mental Health Programs Mediations at this Health and Safety Executive article.