Where mental health is indeed discussed much more loudly and prominently than in the past, the last few years still witness something of a misunderstood and oft-ignored issue in the workplace. As businesses drive toward creating more inclusive and supportive environments, the case for tackling mental health could hardly be more compelling.
Since mental health problems are sometimes referred to as an invisible challenge, they may badly affect employees’ well-being, productivity, and the general health of organizations. The paper explains why mental health at work matters and provides case studies, along with a set of guidelines on how to develop a supportive working environment.
The Place of Mental Health in Employee Performance
Mental health can be described as a person’s well-being, which includes the emotional, psychological, and social aspects affecting a person’s thinking and behaviour. In the workplace, good mental health is crucial for several reasons.
1. Productivity and Performance:
Mentally healthy employees are more beneficial to the organization, as they are productive, actively participating and highly motivated.
In terms of stress management, communication skills or relations with their colleagues, they are ready and prepared.
2. Employee Retention:
Promoting mental well-being at the workplace can increase employees’ contentment and organisational loyalty.
By this, the HRM can increase the commitment of the employees to the organization and reduce turnover rates.
3. Reduced Absenteeism:
It also results in absenteeism and presenteeism, which is costly to organisations as affected employees work while sick due to mental health-related disorders.
Such cases can be minimized if mental health is checked and treated before it degenerates into worse conditions.
4. Positive Workplace Culture:
Enhancing mental health can help to maintain a proper organizational climate that will encourage the employees to embrace a healthy and productive working environment.
It will also improve collaboration as well as creativity all in a bid to make the employees have a higher level of job satisfaction.
Real-Life Examples:
To demonstrate the impact of mental health initiatives in the workplace, let’s look at a few examples:
1. Bell Canada:
Bell Let’s Talk is a campaign by Bell Canada that was created to fight the social prejudices of patients with mental health issues.
This campaign comprises of requirement of training of managers on matters regarding mental health, and the provision of resources regarding mental health in addition, there shall be separate funds created for the promotion of mental health programs.
Therefore, Bell has experienced the employees’ improved engagement and more frank discussion of mental health problems.
2. Google:
The mental health schemes provided by Google include counselling that is offered within the organization’s premises, a mindfulness program, and mental health days.
These studies have played their part in positive workplace practices in reducing stress and promoting the employees’ work-life balance.
3. Unilever:
Currently, Unilever has put in place a global mental health program known as the Lamplighter which entails; mental health sensitization training, mental health support with free counselling services, and measures in support of work-life balance.
The company has said that their worker turnover, lateness and sick days have been cut and their dissatisfaction lowered.
Training on the Sensitivity for Supporting Colleagues
Organizations can take several steps to address mental health and create a supportive work environment. Organizations can take several steps to address mental health and create a supportive work environment:
1. Raise Awareness and Reduce Stigma
Awareness of the problem and sharing of information regarding mental health is the first step that can be offered to employees.
This can be done by using Awareness Creation Campaigns, Workshops, and Open Forum or any other related means.
Inviting the leaders to openly discuss their stories can also contribute to the awareness of the problem within society.
2. Provide Access to Mental Health Resources
Employers should provide information concerning the existing EAPs and counselling services and the hotlines that enable mental health demands to be met.
Such resources have to be easily retrievable and publicized frequently so that employees can avail support when needed.
3. Train Managers and Leaders
Thus, much depends on the managers and leaders to ensure that employees’ mental health is promoted and maintained.
Training for faculty and staff supplying them with information on how to detect symptoms of mental health problems, how to talk to the student in need and how to help, can do wonders.
4. Promote Work-Life Balance
The recommendation to avoid burnouts which contribute to poor mental health is to have a healthy work-life balance.
This can range from working more hours in shifts and being able to work from home, encouraging people to rest, have time off, and even take a vacation.
Another necessary component is making sure that employees do not have to complete tremendous amounts of work each day, which is unlikely to happen.
5. Create a Positive Workplace Culture
Another reason why workers’ mental health is affected is because of the workplace environment that may be respectfulness, diversity, and support.
Cohesion may be achieved by promoting workers’ cooperation and rewarding performance while promoting team identification.
6. Implement Stress Management Programs
Organizing programs to cope with and manage stress like mindfulness training, yoga sessions and wellness workshops can benefit the employees in managing stress.
7. Regular Check-Ins and Feedback
The other way of encouraging employees is holding daily or weekly, bi-weekly or monthly meetings so that every employee feels important and his or her input is considered.
These meetings involve employee freedom to speak out concerning mental health troubles, and for their managers to be of help.
8. Provide Mental Health Days
Permitting workers to take mental health days would be beneficial to them as they assist in avoiding burnout.
It should be stressed that it is helpful to adopt the idea of mental health days in general and allow employees to take them, this will contribute to improving the health of the workplace.
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Conclusion
It turns out that it is not enough to discuss mental health at work only as a moral issue, the fact is that it has become a business need.
Since organizations are now expanding the role of mental health in their companies, the integration of efficient measures aimed at helping the personnel can contribute to a set of positive consequences and effects, such as increased productivity, lower rates of truancy, and more.
Increasing awareness, giving access to resources, training leaders, addressing work-life balance, and developing a healthy culture make mental health issues visible and help employers create a healthier workplace and increase employees’ productivity. Do not forget to follow us on Instagram.
