What exactly do you know about Mental Health In The Workplace Interventions? Well, conceivably after seeing this article, you'll understand a lot more.
Just over three quarters (78%) of people with a mental health condition require some support during the first six months in work. This falls to 35% after 12 months and 18% after 24 months. Some people will require time unlimited support to sustain work. When employees experience low self-esteem, they become more vulnerable to feelings of stress, rejection, and failure. Emotionally healthy individuals, however, know how to be gentle, kind, and loving with the way they view themselves. Teaching self-compassion and giving employees the tools to help their self-esteem recover can provide a big boost to their emotional health, which in turn makes them more productive employees. Mental health interventions directly targeting symptoms of depression and anxiety through knowledge and skills building are slightly effective at reducing the symptoms of depression and anxiety, but not general mental health. Companies can lead by destigmatizing mental health as a topic and also taking a broader view of the company’s role. We can redefine mental health by focusing on solutions that help employees flourish personally and professionally, in addition to providing support and access for clinical care for those most in need. We all have different preferences about the environment in which we’re working and it seems the more these preferences can be accommodated the better. For example, a study from Cornell University found that employees who were exposed to open office noise had increased epinephrine levels (also known as adrenaline – in other words, the trigger for the body’s fight-or-flight response). It’s important to recognise that an employee’s performance or behaviour can be affected if they are experiencing a mental health problem.
While improving support for employees with a pre-existing condition or those suffering a period of mental ill health is crucial, recognising that we all have varying states of mental wellbeing at all times is equally important. There is an additional cost to employers that results from staff not being engaged and enthusiastic, which extends wider than presenteeism. At a time when there is a national focus on productivity the inescapable conclusion is that it is massively in the interest of both employers and Government to prioritise and invest far more in improving mental health. The UK can ill-afford the productivity cost of this poor mental health. There’s no need to reinvent the wheel—look at what others are doing for health and wellness in the workplace and build your plan accordingly. The terms ‘pressure’ and ‘stress’ are different. If pressures exceed an employee’s ability to cope, they may experience feelings of stress. But pressure can also drive personal growth. Coping habits and their personality are also factors. Well-designed, organised and managed work is good for us. However, poor job design, work organisation and communication can easily drive work-related stress Don't forget to send out proper internal communications around how to manage an employee with anxiety in your organisation.
Everyone has mental health, and everyone is likely to experience issues, problems or challenges throughout their lifespan that may negatively affect their mental health. 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. Our experience at work contributes heavily to our thoughts, emotions, and feelings, which contributes to the quality of our overall mental wellbeing. Naturally, people who experience a toxic work environment have poor mental wellbeing, which translates to poor decision-making, communication, team work, leadership, and overall productivity. When an employee is thriving in their career, their “live for the weekend” mindset fades or disappears altogether. The drop in mood from Sunday to Monday is essentially cut in half. These employees are more productive, creative and innovative because they find their work intrinsically rewarding. Mental health problems can cause stress. Someone might find coping with the day-to-day symptoms of a mental health problem, as well as potentially needing to manage medication, healthcare appointments or treatments, can become extra sources of stress. Subjects such as employers duty of care mental health can be tackled by getting the appropriate support in place.
If you have to take time off with a mental health problem, returning to work can be quite daunting. But it can also be an important part of your recovery, and you don’t have to be a hundred per cent well to go back. you don’t have to apologise or justify being unwell, any more than you would if you were recovering from an accident or operation. Mental health has become a common discussion point within the UK, with reported cases on the rise. However, it may be the case that mental health simply didn’t receive as much attention as it did before. Either way, the effect of mental health is prominent; it can lead to extremely negative consequences to individuals’ lives, much the same as physical conditions. A common assumption is that mental health problems are just caused by issues at home, so some employers feel it is not appropriate – or indeed their responsibility – to intervene and support staff. In fact, in most cases people’s mental health issues are a combination of problems they face at work and outside work. A manager who believes a team member may be experiencing mental ill health should take the lead and arrange a meeting as soon as possible to talk to the team member in private. The conversation should be approached in a positive and supportive way. Make sure your company provides employee mental health benefits and services — including everything from individual and couples counseling to group therapy. Employee Assistance Programs (EAPs), for instance, provide access to services that allow employees to reduce stress related to childcare, housecleaning and running errands. Discussing ideas such as managing employees with mental health issues is good for the staff and the organisation as a whole.
Developing A Healthy Organizational Culture
We all have this asset of mental health that affects how we think, how we feel and, in the perspective of business, how it affects what we can do at work - so, how can we work with employees to improve and protect mental health in the workplace? 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. You may decide that leaving your job is the best option for your mental health. If so, you don’t have to see this as defeat, but as a positive decision, taken to keep yourself well and because things are stacked against you. If you tell your employer why you are leaving, this may help you feel more in control and may help others in the future. Organisations should establish good two-way communication to ensure staff involvement, particularly during periods of organisational change. According to research, 85% of companies say wellness programs support employee engagement. When an employee wellbeing program is implemented, employees feel more connected, their health is elevated, and consequently their happiness is increased. For employers not investing in wellbeing initiatives, workplace wellbeing ideas can be a difficult notion to comprehend.
Every workplace in the world needs more resilient employees. A global mental health crisis and economic turmoil have created a pressing need for employee wellbeing and thriving cultures. Not everyone who experiences mental ill health will exhibit obvious signs. So, it is important for a manager to regularly ask team members 'how they are doing' and create an environment where staff feel able to be open and honest about how they are feeling. Organisations should be making employees aware of their legal entitlements regarding quality of work and working conditions. Employees should be made aware of their responsibilities for looking after their own mental wellbeing. For example, employees need to identify concerns and needs relating to support or improvements in the working environment. 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. An area that can lead to work-related mental health problems is when employees are having trouble with relationships at work, or are being bullied. An opinion on workplace wellbeing support is undoubtebly to be had in every workplace in the country.
Communicate More Than You Think You Need To
Spotting the warning signs of a colleague struggling with their mental health can sometimes be hard, especially as more and more people now work remotely. But the one thing to keep in mind is that if something doesn’t feel quite right with someone, it probably isn’t. To create a sense of community and belonging, managers need to build opportunities for engaging with each other in the workday. Authentic, transparent, two-way communication should be a pillar in your employee engagement strategy. This way, your employees feel they are valued contributors in the organization’s journey. Mental health problems are the leading cause of long-term sickness absence. Increased absence and reduced productivity can see workloads grow for other colleagues, which can exacerbate some of the root causes of poor mental health. Discover supplementary information appertaining to Mental Health In The Workplace Interventions in this World Health Organisation page.