Mental health of workers is a hot topic: tips
Since the outbreak, the pressure and stress on workers has increased significantly, and employers need to respond to this, as mental health has an impact on productivity and employee satisfaction.
Wellbeing at work is an important issue for all companies and one that requires continuous improvement. Recent statistics paint a worrying picture of the current situation. According to the UK Department for Work and Pensions, more than 20,000 people in the UK are absent from work every month due to poor mental health. HR News presents some tips for businesses to consider when it comes to wellbeing at work.
Support systems
With the number of cases of workplace stress or anxiety rising significantly by 275,000 since the pandemic, employers need to recognise the pressures they are placing on workers and provide them with appropriate and accessible mental health resources and support systems. Services such as counselling and stress management courses can be part of this effort, as can working with mental health experts.
Performance statistics
Employee performance data can be very useful in identifying employees who may be experiencing a decline in their mental health. If the company is tracking performance, time management and quality of work, it is important to view these as more than just a way of 'keeping an eye' on employees (particularly important for remote workers). If there is a decline in any of these areas, it may highlight that someone needs support rather than disciplinary action.
But this is difficult terrain to navigate and needs to be approached with caution; a report by the American Psychological Association found that just over half of employees observed by their employer typically feel stressed or stressed at work because of the observation. Make sure your employees understand that performance monitoring is meant to be a constructive tool, not a distrust-driven micro-management exercise, by communicating your goals to them.
Reforms for Mental Health
Businesses can transform their internal processes to better help their employees. This includes reviewing sick leave rules and benefits to better address mental health issues. Arrangements to allow employees to take sick leave without penalty have become commonplace in many companies. These days were created for cases where a person is physically able to work but emotionally or psychologically does not feel ready for the day.
Training for better mental health management
Leaders - and their ability to interact fairly and positively with co-workers - can be crucial in supporting those struggling with their mental health. In addition to learning to recognize the signs of mental distress, senior staff should work to develop caring strategies for managing mental distress. The rise in workplace absenteeism due to mental health problems highlights the need to understand the delicate balance between employment and mental health needs.
Creating a supportive culture
There is an ongoing debate on the internet about whether employees should disclose their mental health conditions to their employers. While many argue that this can only be a good thing, others remain concerned about how their employer will view them.
It is clear that a visibly honest and openly supportive workplace culture is essential in this day and age. Initiatives such as regular mental health awareness sessions, encouraging open conversations about mental health and removing the stigma around mental health issues within the workplace are essential. Overall, workers need to feel free to speak up and ask for help without fear of judgement or negative consequences.
There is still work to be done
The evidence is clear: the mental health crisis is not just a public health problem, it is also a workplace crisis that affects productivity and worker satisfaction. As corporate leaders and managers, we have a responsibility to adopt and support mental health practices that not only support employees in managing their mental health, but also contribute to a more dynamic, engaged and productive workplace.
This proactive approach is not a benefit, but a necessary step for leaders to create a thriving workplace in today's challenging times.
HR News
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