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Understanding the Impact of Mental Health in the Workplace
Mental health issues are an integral part of overall well-being. When employees experience mental health issues and challenges, it can have a significant impact on their performance, relationships with colleagues, and even their physical health. Recognising the signs of mental health issues, such as stress, overwhelm, or burnout, is the first step towards addressing them effectively.
Statistics and Examples Relevant to the Wellbeing Staff of a Company
According to the World Health Organisation (WHO), 15% of working-age adults experience a mental health issue in any given year.
A report published by the Mental Health Foundation and the London School of Economics and Political Science (LSE) stated that mental health issues cost the UK economy at least £117.9 Billion annually.
A study by Deloitte found, that, like last year, only around one out of three employees feel their job has a positive impact on their physical (33%), mental (32%), and social (31%) well-being. Even more alarmingly, a significant percentage of employees say their job negatively affects their physical (33%), mental (40%), and social (21%) well-being.
A study by Gallup found that companies with highly engaged employees have 21% higher profitability than companies with low employee engagement.
Therefore, with such a high impact on the productivity of businesses, attrition and absence it is imperative that employers listen to their staff to provide a better work environment leading to an improved work culture.
Here are some ways in which this culture can be achieved.
Promote Awareness and Reduce Stigma
To create a supportive environment, companies should promote awareness to reduce the stigma surrounding mental health. Conduct workshops, seminars, or training sessions to educate employees about the importance of mental health. Share personal stories of resilience and recovery to humanize the experience and foster empathy among team members. Encourage open conversations about mental health and provide resources for seeking help when needed. Have a monthly wellbeing 121 session with each employee.
Example: Have a "Mental Health at Work" initiative which offers resources, training, and support to help employees manage their mental health issues. Create a culture where employees feel comfortable discussing their mental health and seeking help if necessary.
Foster a Supportive Work Culture
A supportive work culture plays a pivotal role in promoting mental well-being. Encourage teamwork, collaboration, and a sense of belonging. Recognise and reward employees for their contributions as this makes employees feel valued and engaged and this creates a culture of appreciation and gratitude.
Example: Some businesses already have “volunteer days or wellbeing days” where employees are encouraged to take a day off to focus on their well-being, personal growth, or volunteer work. This initiative not only promotes mental health but also reinforces the company's commitment to employee well-being. My previous employer had this and they were of great benefit to their staff and also raises the profile of your business in the community.
Implement Flexible Work Policies
The modern workplace is evolving, and so are the expectations around work-life balance, especially since COVID-19, employees are more likely to seek companies who promote wellbeing and health plans. Flexible work policies, such as remote work options, flexible hours, and compressed workweeks, can significantly reduce stress and improve the mental well-being of employees. These policies allow individuals to better balance their professional and personal lives. Reducing attrition, and absence and increasing productivity.
Example: Implementing better well-being practices and increased flexibility allows employees to design their workdays according to their needs, which has contributed to their high employee satisfaction rates and positive mental health outcomes.
Provide Accessible Mental Health Resources
Companies should ensure that employees have easy access to mental health resources, including Employee Assistance Programs (EAPs), counselling services, and mental health apps. Make sure that employees are aware of these resources and feel comfortable utilising them when needed.
Example: An EAP that provides confidential counselling services, legal assistance, financial consultations, and more to employees and their families is enticing to prospective employees. This comprehensive approach ensures that employees have access to various forms of support.
Encourage Physical Well-being
Physical and mental well-being are closely interconnected. Encourage employees to prioritise physical health through wellness programs, fitness facilities, or incentives for maintaining a healthy lifestyle. Physical activity has been shown to reduce symptoms of anxiety and depression. When someone feels physically drained, they are also mentally drained and vice-versa.
Example: Offering a wellness program that include fitness classes, nutrition guidance, and mental health support can be very productive for employees. This holistic approach to well-being addresses both physical and mental health needs.
Provide Mental Health Training for Managers
Managers are on the front lines when it comes to supporting employee well-being. Provide training for managers on how to recognise signs of mental health issues, have empathetic conversations, and refer employees to appropriate resources. Equipping managers with these skills are crucial for early intervention and support reducing the costs of absence.
Example: Training "Mental Health First Aiders" for managers is a must for employers. This training equips them with the knowledge and skills to provide immediate assistance to employees in crisis and connect them with appropriate resources.
Monitor Workload and Workload Distribution
Excessive workloads and unrealistic expectations can lead to overwhelm and burnout, a serious threat to mental health. Companies should monitor workloads and workload distribution to ensure that employees are not overwhelmed. Encourage open communication with employees about their workload and make necessary adjustments.
Example: Having regular 121s encourages employees to set realistic expectations and prioritise their work using their own software. This approach helps employees manage their workloads more effectively and reduces the risk of overwhelm and burnout.
On this World Mental Health Day, let us remember that our employees are our most valuable assets. Nurturing their mental well-being is not just a moral responsibility but also a strategic investment in the success and sustainability of our companies. By promoting awareness, reducing stigma, implementing flexible policies, and fostering a supportive culture, companies can create an environment where employees feel valued, understood, and empowered to prioritise their mental health. By taking these simple steps, we can truly make a profound impact on the lives of our staff members, promoting a happier, healthier, and more productive workplace for all.
If improving your own or your staff's well-being is something you want to improve, connect with us and let us chat.
Tony Gordon
Mindset Coach
https://www.changingyourmindltd.com
tonygordon@changingyourmindltd.com
https://linktr.ee/acdg1
I am a certified wellbeing practitioner and coach, helping my clients achieve their personal and professional goals. The essence of my work is to facilitate self-growth by helping you identify the core challenges and obstacles in your life, so that you can overcome them with confidence. I specialise in creating personalised plans and providing tools to guide you forward to achieve your desired goals.
