What blog, editorial, or case study have you lately read regarding Mental Health At Work Programs Mediations? Did you find it of benefit? Because of what reason?.
Returning to work can be hard for individuals, both physically and emotionally. It’s important that employers demonstrate sensitivity, be professional and provide the support required for a smooth return. The Return to Work process is a vital element of managing absence and supporting your employees back to work. Traditionally in most countries in the Asia Pacific region, there has been a stigma associated with mental disorders. Whilst part of this can be linked to cultural and belief systems, it is also due to a lack of awareness and literacy around mental health issues. These issues are compounded by limited availability and access to mental health services and support, with the Asia Pacific region spending on average, less than the five percent of total health spending that the WHO recommends. Unlawful discrimination happens when a person is treated, because of a protected characteristic, in a way that disadvantages them. Discrimination may or may not be deliberate but either way, it usually cannot be justified. Not questioning a decision may be because an employee is scared of speaking out. Great business starts on the inside and it's your people who are fundamental to everyday working and growth. The healthier your team are, the healthier the business. But can you honestly say that you can spot the signs of workplace depressions on an individual basis? 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.
Perhaps you personally are convinced of the significance of employee wellness, but you wonder how to persuade the rest of your leadership team to prioritize well-being during a global pandemic. The benefit of taking care of your employees will outweigh the cost of doing so. People with mental health problems frequently suffer discrimination in the workplace and unemployment affects those with long-term mental health disorders more than any other group of disabled people. The most common diagnosable mental health problems are anxiety and depression, which often co-exist and are leading causes of long-term work-related ill health. Having a better understanding of how perceptions, attitudes and behaviors vary within the workforce may help inform employers’ approach to communicating messages and implementing mental health programs and policies. Organisations can make sure their employee benefits package provides support for
employers duty of care mental health today.
Psychological Demands
Organizational strategies focus on promoting systemic strategies that create a safe, supportive culture, free from stigma. For example, companies can train supervisors to recognize the symptoms of poor mental health among their employees and equip them with knowledge, skills and confidence to detect the signs and symptoms of emotional distress and confidentially refer them to employee assistance programs and other mental health resources (also known as “mental health first aid”). Work is an important element of the recovery model. Employment should be considered a key outcome at every level of the mental health system and included in people’s care plans as they move along the pathway to recovery. People with mental health conditions need to be confident that their employer will make any changes required by law so that they are not at a substantial disadvantage to colleagues without a disability. Workplace stress is becoming increasingly common - and increasingly serious. Work is the biggest cause of stress across the UK. This comes above money worries, relationship stress and health concerns. Your mental health strategy should align with your workplace’s mission, vision and values. It should have a clear link to short and long-term business goals. Consider having a key performance indicator (KPI) specific to employee mental health. This KPI should tie in to your company’s goals and strategies. For employers not investing in wellbeing initiatives,
how to manage an employee with anxiety can be a difficult notion to comprehend.
Each organization, employee and situation is unique, there is no one-size-fits-all approach. Employers should determine what solutions best fit your organization’s and employee’s needs through analysis. There is a strong business imperative for taking a caring, supportive approach to employee health and wellbeing, and also for recognising differences in individual needs. If it is not already offered, push for your company to offer a wellness program or wellness stiped at your workplace. This encourages employees to prioritize their wellness and incentivizes them to do the things that they need to remain healthy. Most organizations have turned to virtual tools to help remedy mental health issues. Many companies, such as Salesforce, have made meditation apps available to their employees. (Meditation app Headspace reported that interest from companies has increased by more than 500%.) Other organizations, including Zoom and Starbucks, have outsourced virtual therapy and counseling to emerging providers in that field, such as Lyra Health. Unresolved mental health issues may cause absence, loss of productivity and high staff turnover, and it is employers who bear the associated costs once they hit the bottom line. Organisations that take meaningful action to promote employee wellbeing will, therefore, enjoy a competitive advantage over those that don’t, or that merely pay lip service to it. Don't forget to send out proper internal communications around
workplace wellbeing support in your organisation.
Keep An Eye Out For Depression
Approximately 30% of the variation in service delivery outcomes at a team level is attributable to organisational climate, specifically, the quality of supportive leadership and people management practices. The majority of people want to discuss mental health at work. The work environment is known to have a significant impact on employee mental wellness, productivity, job turnover and overall profits. Leaders can influence a healthy workplace environment by having an open-door policy, keeping employees informed of developments, departmental changes, business goals, and policies. These provide direction, build trust, and reduce employee stress. The wellbeing of the whole work team is paramount, and employees who feel stable and supported, whatever their mental or physical health, will be more engaged, loyal and productive. Feeling emotionally drained or stressed at work is directly correlated to distractions in the work environment, lost productivity, and uncertainty about the future. But failing to manage this stress properly can result in total burnout or lead to serious mental health issues like depression and anxiety. And that’s only half the equation. These mental health issues can cause physical problems, like high blood pressure and chronic diseases. Subjects such as
managing employees with mental health issues can be tackled by getting the appropriate support in place.
Words matter when talking about mental illness. Make sure that the workplace is an environment that would encourage people to come forward and talk about mental health problems. A person’s mental health will change as s circumstances change and as a person moves through different stages of their life. Engagement is about recognising that employees, if they are to perform at their best, must be respected, involved, heard, well-led and valued. Making changes that have a positive impact on employees’ experiences at work are integral. Wellbeing should be at the core of our thinking about work and the workplace for the future. Clear policies on workplace adjustments and phased returns to work are crucial for reducing the length of mental health related sickness absence. Employee Assistance Programmes (EAPs), occupational health or psychological therapies can also contribute to a comprehensive support package for staff. Small businesses can access the free Health for Work Adviceline service provided by NHS occupational health services. Communication that emphasizes that leadership cares about concepts such as
workplace wellbeing ideas should be welcomed in the working environment.
Trust And Integrity Are Key Drivers Of Engagement
The ‘always-on’ work culture, which is particularly prevalent in the technology sector, hinges on deprived sleep, high-pressure environments, working across time zones, high attrition related strain, and more. It’s not uncommon for technologists to complain of burnout, work-related anxiety, and depression. To address these issues, ThoughtWorks employs a holistic approach that takes into consideration everything from people policies to learning initiatives to social awareness and sensitization efforts. Understanding some of the signs of poor mental health doesn’t mean you should make assumptions about what mental health problems your employees may have. Instead, use them as a way of noticing when you should check in and start a conversation about how your employee is coping right now. One of the single biggest factors that predict success is a stable desire to work. And critically, one of the challenges with our benefits system is that it forces or compels people to work, and through that, they’re not necessarily able to form a stable desire to work - resulting in mental health issues in many cases. Get extra insights appertaining to Mental Health At Work Programs Mediations in this
World Health Organisation page.
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