Employee Mental Health Programs

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It can be an incredibly scary step to open up about mental health as an employee, mainly because of the uncertainty of how it could be received by their employer. Those who are struggling may fear being judged or maybe even that they could be perceived differently on a professional level because of their mental health problems. A persons mental health will change as s circumstances change and as a person moves through different stages of their life. 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. Wellbeing is defined by the UK Department of Health as feeling good and functioning well, and comprises each individuals experience of their life and a comparison of life circumstances with social norms and values. Wellbeing can be both subjective and objective. Factors such as space management can considerably improve individuals wellness. Providing adaptable spaces that allow employees to have privacy can benefit overall performance and enhance productivity. Research studies provide strong evidence that companies with high levels of mental health awareness are more successful. According to research by University of Warwick, addressing wellbeing at work increases productivity by up to 12%. And, as reported in the governments Stevenson-Farmer Review of Mental Health and Employers in 2017, businesses that invest in mental health interventions report an average of 4.20 return for each pound spent.

Employee Mental Health Programs Approaches

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. Not questioning someone's logic or thinking can be because an employee is scared of speaking out. Tthings like smarter work design and positive work cultures are key to preventing mental health problems, while promoting resilience and early intervention can both help minimise negative impacts and support recovery. Despite the challenges, people in every industry have the right to discuss mental health at work. Your industry may be very progressive and forward thinking; or it may be traditional and immovable. Similarly to any change that happens within organizations, discussions aroundworkplace wellbeing supportneed planning and implementing properly.

Growth Development

Important aspects of mental health and wellbeing includes providing information and raising awareness, management skills to deal with issues around mental health and stress effectively, providing a supportive work environment, offering assistance, advice and support to anyone experiencing a mental health problem or returning to work after a period of absence due to mental health problems. The stigmas around mental health are lessening. But employees can still feel they must put their feelings on hold when theyre at work. Using your internal communications, you can create and promote programs that raise awareness and help improve your employees overall mental health. The reality is that mental wellness is much more than the absence of mental illness. According to the National Alliance on Mental Illness, one in five American adults experience mental illness, with one in 20 experiencing serious mental illness, which can be defined based on a group of specific diagnoses. oo many employees leave the labour market unnecessarily due to ill mental health. This can affect the individuals wellbeing, their family, their friends and the community. The workplace culture and systems of work are critical to supporting employees with mental health conditions - helping them to stay at work, or return to work quickly, and participate in meaningful and productive duties. Healthy employees can physically perform better because they have more energy. They are also more efficient and more focused. Subjects such ashow to manage an employee with anxietycan be tackled by getting the appropriate support in place.

Its well recognised that excessive or sustained work pressure can lead to stress. Occupational stress poses a risk to businesses and can result in higher sickness absence, lower staff engagement and reduced productivity. or complex. There is still a stigma associated with mental health problems, through a lack of understanding. Interventions and good practices that protect and promote mental health in the workplace include implementation and enforcement of health and safety policies and practices, including identification of distress, harmful use of psychoactive substances and illness and providing resources to manage them. A manager should also be prepared for a team member to come and talk to them about their mental health. This can be very difficult for both the team member and the manager, so it is vital that the manager stays calm and patient, is supportive and offers reassurance. Workplace mental health issues are often associated with stress. Exposure to high levels of stress at work can cause emotional symptoms such as depression, tearfulness, withdrawal, mood swings, loss of motivation or concentration and behavioural changes such as smoking, drinking, drugs, changes to eating or sleeping habits and nervous behaviour. An opinion onworkplace wellbeing ideasis undoubtebly to be had in every workplace in the country.

Positive Attitudes To Mental Health

Mental health has become a central topic around workplace wellness conversations. Though theres a lot of stigma around the topic, studies have found that workplace stress can negatively impact a persons well-being, productivity, mood, and behavior. Promoting health and preventing harm to mental health and wellbeing is important because its the law: leaders and workplaces are legally required to prevent harm to health and safety not to discriminate in employment on the basis of mental health. Unless youve been living on the set of Mad Men for the past decade, you know that workplace wellness has become a hot topic, and youve gained at least a cursory familiarity with some of the major factors that make a workplace a healthy place to be. The difficulties we have faced, personally, professionally, and in our communities in the last year will continue to linger and affect us going forward. If we are to proceed with health and strength, for ourselves and our businesses, it will be vital to adjust our expectations and habits to incorporate the tools and new patterns of open communication that have come from our common struggle. If your company currently doesnt have a wellness program for employees, now might be a good idea to start it. You can circulate wellness surveys to employees asking them for feedback on what a good wellness program means for them. Thinking about concepts such asmanaging employees with mental health issuesis really helpful in a workplace environment.

There are many reasons why mental health has become such a huge issue in the workplace today, but one factor is that many cases go unrecognised until they become severe. Whilst many employers are now primed to spot signs of physical illness, mental health problems can be more difficult to identify. Teams are made up of individuals and every team member sees the world slightly differently. Celebrate and welcome individual differences in outlook and approach - diversity within the team is key to creativity and the ability to experiment with new ideas. As an employer, its highly likely that at some point in your career one or more of your employees will experience mental health issues, such as depression, stress or anxiety. Each year, one in five adults in the U.S. will experience mental illness. Yet only one in three who need help will get it. As a result, many people will either miss work or will get less done on the job. The latter is known as presenteeism, when people go to work while struggling with physical or mental health issues. If you already have a mental health problem, maintaining paid employment can itself be a challenge: the usual pressures of work may sometimes make you feel worse, or you may feel that you cant be open about your condition to your supervisor or colleagues. However, with understanding and support from your employer, and a little bit of flexibility, work can be a positive experience. Communication that emphasizes that leadership cares about concepts such asemployers duty of care mental healthshould be welcomed in the working environment.

Flexible Work Schedule

Mental health disorders are on the rise worldwide, creating a crisis that goes beyond those who struggle and their families to affecting communities and society at large. In parallel, poor mental health a state of suboptimal functional performance is a growing concern for employers and employees. In many workplaces, a more traditional divide between the personal and professional persists, and lingering stigma keeps many people from even bringing up mental health with their colleagues or bosses. People are still afraid they wont get the job or get promoted if they talk about it. In order to be fully prepared to support your staff, first make sure youve established a positive, thriving culture that puts employee wellbeing first (and nothing less). A culture that supports mental health will not only determine how comfortable an employee feels about opening up with you about their struggles but could prevent them from ever suffering in the first place if the cause is work-related. You can check out extra details about Employee Mental Health Programs Approaches on thisHealth and Safety Executiveweb page.

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