harveyh
Beginner
Join Date: 4.5.2022
Posts: 16
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Posted: 4.5.2022 5:24:21
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What explicitly is one truly unrivaled element about the top Employee Mental Health Programs organisations that ensures they stand out from the competition?
Whilst there is a wealth of good evidence on mental health at work, we still have many challenges and unanswered questions. Managers must send a clear signal that mental health issues will be treated with compassion and that no one should ever feel reluctant to admit to problems out of a misguided fear of being judged. This can be reinforced by composing a mental health strategy and circularizing it around the workplace. Mental health should be reflected in all relevant workplace policies and a plan for delivering better mental health should be in place, with clear actions that can be achieved and reported back on every six months / year. Sometimes, it’s the little things in life that turn into big problems and unresolved personal or work issues start to impact our wellbeing. Employers must provide reasonable adjustments to people who are eligible, including people with a mental illness such as schizophrenia, bipolar disorder or depression. Identifying the right changes at work for you will reduce the impact of your health condition on your ability to work, and ensure you are getting the right support. This should also include planning ahead to agree arrangements in case you become unwell. Corporate wellness programs should teach employees effective ways for dealing with everyday stress, for example, by taking regular breaks, meditating in the morning or at the end of the day, or practicing a daily stretching routine. Any one of these strategies can help employees maintain a work-life balance, reduce negative thoughts, and calm frazzled nerves.
Around 264 million people globally, suffer from depression and from anxiety, and 450 million people experience mental or neurological disorders. A study in Korea found that 75 percent of those who attempted suicide, were living with more than one mental illness, and in Australia, the suicide rate amongst people with a mental illness is more than seven times higher than in the rest of the population. For a long time, talking about mental health was a taboo subject, and it still can be for some people. Talk about stress management, self-care and mental health in emails, meetings etc. If your employees trust that you won’t think they are “crazy” then they are more likely to speak up and receive treatment. An EAP is a benefit programme intended to help employees deal with personal problems that might adversely impact their job performance, health, and wellbeing. This includes issues such as relationship problems, money worries and other pressures. Support is available 24 hours a day, seven days a week, by telephone, although increasingly EAP providers are also providing their services through the internet. Poor mental health and stress can negatively affect employee job performance, engagement and communication — not to mention business results. Even though it may not be easy to become an employee-centric company addressing managing employees with mental health issues it is of utmost importance in this day and age.
Communicate More Than You Think You Need To
Employee mental health benefits offer additional support for those suffering from burnout, stress or depression. Effectiveness at work is has strong links to mental health and wellbeing; research has found that employers can see a 10% increase in performance by prioritising employee engagement and wellbeing. Don’t assume because someone has a mental health problem that they need to be off work and at home. Often this is the worst thing that could happen. One size doesn’t fit all, so be sure to talk through alternative options. A study done by the World Economic Forum, covering 25 firms with 2 million employees in 125 countries around the world, also shows that firms that champion workplace wellness are reaping significant benefits measured in terms of increased productivity, reduced cost of employee healthcare, and increased employee engagement that lead to reduced turnover. It is crucial that leadership in promoting better mental health comes from the top – from key decision makers, whether they are the chief executive, board members or members of the senior management team. Discussing ideas such as workplace wellbeing ideas is good for the staff and the organisation as a whole.
Remember that just because your work basket is piled with umpteen things to do, it doesn’t mean it’s realistic for you – or your boss – to expect you to be able to do them all. Think about how we talk about mental health today, the variety of terminology we have to name our emotions, feelings, thoughts, behaviors, and actions. We haven’t always had these terms of expression. What we use now is an evolution of and reference to the original terminology created in a clinical setting, that was eventually adapted into larger societal usage. The topic of mental health is becoming an increasingly big part of the workplace wellbeing conversation. Wellness programmes align employer and employee goals more closely. They show that employees in organisations with an established wellness culture are more than twice as likely to be engaged with its mission and goals. Mental health conditions are a leading cause of sickness absence in the UK (ranked after minor illnesses and musculoskeletal problems). More than 17.5 million absence days were attributed to stress, anxiety and depression in 2018 (ONS, 2019). Don''t forget to send out proper internal communications around workplace wellbeing support in your organisation.
Mental Health Disorders
It is important to understand the mental health requirements within your business so you can set meaningful objectives. The size of your business, along with such factors as the type of industry you work in and the services you provide will all affect the approach you need to take. Even though mental health remains somewhat of a sensitive topic in the workplace, it appears that employees want their employer to champion mental health and well-being. Because of the stigma attached to mental health, your employees might not feel comfortable talking to you about it. Look around right now. You might be able to understand better if someone hasn’t been performing well or if they look really ill. Be compassionate and ask them if they’re doing well. A simple “How Are You” might create a greater impact on them than you know. We will all be touched by mental ill health at some stage in our lives and some of us live with a mental health condition. Leaders and managers must build their levels of confidence around mental health issues to better include people with mental ill health in our teams, and to enable appropriate support of employees during illness and recovery. Perhaps you have a typically sociable employee who is withdrawing, or a colleague who usually eats substantial meals skipping lunch and working through. Noticeable changes in behaviour are a sign that something may not be right. Similarly to any change that happens within organizations, discussions around employers duty of care mental health need planning and implementing properly.
Employees still face stigma and discrimination through contractual agreements as companies can terminate your employment if you become “of unsound mind”, or a patient under any statute relating to mental health. Research has shown that although home working is both a necessity and a choice for many, it is also associated with increased mental ill-health; particularly if that homeworking is for more than three days a week. One of the most common psychological challenges of homeworking is that of boundary management. It is also important to acknowledge that being able to work from home is a luxury that many workers during this difficult time are not afforded. Managing and supporting mental health at work is important. In fact, only 14% of employees say they get mental health support. Posting videos from company leaders sharing mental health tips or sponsoring activities related to emotional wellness in the workplace can dramatically change the conversation simply by starting it. While the stigma around workplace mental health has reduced in recent years, the support on offer to workers across the mental health spectrum is typically limited. There is often a “one-size-fits-all” approach that fails to cater to the individual needs of every employee, and only focuses on mental wellness once a problem has already occurred, meaning only the past is ever dealt with. Instead, an approach which focuses on the past, present and future will help to prevent issues developing. Work is good for mental health but a negative working environment can lead to physical and mental health problems. Organisations can make sure their employee benefits package provides support for how to manage an employee with anxiety today.
Happy And Healthy Employees Drive Success
Promoting mental health in the workplace and supporting employees who have mental health issues or concerns is important because they can have a significant impact on an employee’s job satisfaction and work performance. The only way to create a culture for trust, integrity and healthy performance is to behave in a way that supports this. It is no good stating that you want people to achieve a good balance between work and home life, if you never leave the office or send e-mails over the weekend. Be a living advocate for the behaviour you want to see in others. Since mental health is a wide socio-economic issue, it would be important to look to and make use of management structures. We shouldn’t lose sight of what happens with high-level policy - for example, zero hours contracts can put real stress on people and enforce anxiety. You can find further info relating to Employee Mental Health Programs at this Health and Safety Executive page.
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