Here's
an overview of steps employers can take to support mental health in the
workplace, from measuring their benefits to creating an open and positive
workplace culture.
Mental
health in the workplace is a very important topic for employers to consider in
2020 and beyond. Untreated mental health problems can affect employees' quality
of life and quality of work, and studies have shown that access to support and
treatment options makes a big difference.
A
study by the World Health Organization found that depression and anxiety cost
the world economy $1 trillion a year in lost productivity. According to the
Canadian Mental Health Association, one in five adults receives a mental health
diagnosis each year, and employees who receive treatment for mental health
problems report better job performance and job satisfaction.
If
a high-stress work environment is a chronic problem, it can lead to permanent
financial and employee problems. Work-related stress has increased dramatically
over the past few years, with 67% of workers saying they are more stressed
today than in 2019.
Furthermore, 40% of workers say work they are under intense pressure, with a quarter of workers describing their work as workers. The number one cause of stress in their lives, according to a CDC health study.
Since work stress is a better
predictor of health problems than personal, financial or family problems, these
statistics are relevant: In addition to
affecting the well-being of employees, stressful jobs can cause higher medical
costs. Sometimes high work pressure is caused by temporary situations, such as
new management, open enrollment, system changes, or work hours. But if a
high-stress work environment is a chronic problem, it can lead to financial and
permanent staffing problems in your organization.
World
Mental Health Day, October 10, recognizes the need to act on mental health
issues.
Here are 6 Ways Employers can Improve Mental Health at Work
1. Talk about it
One
of the best ways to improve employee well-being is to help employees talk
openly about mental health. Identifying the problem and making it an acceptable
topic of conversation - breaking down barriers around accepting work-related
stress - can create progress in itself, helping employees to understand that
they are not alone.
Encouraging
employees to take time off also helps. A short walk outside, a long break, or a
healthy meal can help workers return to work refreshed. Stopping at the desk
and screen also helps to create a social atmosphere, allowing employees to
spend a few minutes relaxing with their colleagues.
Creating
a culture of open and respectful communication even affects building teams with
remote and hybrid employees, including making regular check-in calls and
hosting social events such as employee health challenges.
These
types of relationships do not form an important foundation when employees work
together on projects and projects. It also boosts the morale of all employees.
2. Improve physical and
emotional health
When
management encourages positive physical and emotional behavior, it affects the
entire workplace. But the involvement of leaders is important. When leaders
introduce and participate in workplace health challenges, motivational
programs, and holistic health programs, not only does employee health improve,
but there are significant savings as well. Learn more about the company's
startup wellness programs and high participation rates here.
3. Provide mental health
resources
There
are many programs that promote mental well-being at work. Programs that combine
education and personalized activities can help employees feel supported and
provide tools and strategies to cope. For example, Care book's Core Health offers
the company's MindQ mental wellness challenge, which combines key elements of
resilience, life satisfaction, and lasting emotional health.
In
addition, mental health research can examine different aspects of an employee's
psychological strengths and challenges in relation to their work experience.
Additionally,
Wellness Checkpoint by Care book offers a series of mental health assessments,
including resilience, emotional well-being, financial well-being, and work
stress. These and other assessments provide a comprehensive view of the mental
health needs of employees and provide a starting point for effective and
relevant mental health programs.
4. Provide user assistance
programs
The
advice and support provided by EAPs is the first step many companies take for
the greater good of the company. In fact, 97% of large companies now offer
EAPs. As there is a focus on mental health in the workplace, these companies
focus on programs aimed at chronic stress, anxiety, depression, fatigue, and
more.
5. Create a healthy work
environment
The
work environment is known to have a significant impact on employee
psychological well-being, productivity, job turnover, and overall
profitability. Leaders can influence a positive work environment by having an
open policy, keeping employees informed of developments, departmental changes,
business goals, and strategies.
These provide guidance, build trust and reduce employee stress. There are also policies changes above that can benefit your employee culture, including flexible hours so employees can exercise and meet their personal needs while working a full day move to a home office or a day or two a week.
6. Show your interest
According
to Dee Edington, a well-known expert on workplace well-being, "cooperation
is an important part of the organization when people and groups of interest
understand and care about the values and conditions of work. It manifests
itself daily through the expression and acceptance of excellence in personal
and professional relationships. For those of us who work in health, wellness
and health, we talk about care every day.
Your organization can show care by offering community service days, family events, recognizing positive employee and employee support, and promoting the voice of employees and management at community meetings and events.
Mental health plays
an important role. It can affect the lives of employees and their families,
productivity, profitability and success of your organization. With mental
health resources available and research reasons to promote them, getting
started is easy.
More Tips for Promoting Mental Health in the Workplace
Below
are some key points of Flasterstein's work that members can contribute to
achieve this goal.
• Think of investing in
mental health as investing in your business
All
organizations need to understand that there is a business case for investing in
employee mental health and making it a priority. "When I talk to
companies, what I try to emphasize is that by investing in the mental health of
your employees, your company will make more money," says Flasterstein.
According
to a study by the World Health Organization, every dollar invested in mental
health treatment results in $4 in improved health and productivity.
• Check your value
The immediate research area is your ongoing benefit program. If you currently offer health insurance, for example, does your policy include mental health coverage? There are many other areas to consider from a mental health perspective, including vacation policies and employee assistance programs.
Investing in policy plans and insurance coverage can provide a solid foundation of support so that any employee struggling with mental health issues can get the help they need. "My experience working in mental health is that the least things can go on, because people don't talk about mental health at all." - Yasmin Flasterstein, Co-Founder and CEO, Peer Support Space
• Maintain good mental
health to prevent burnout
A
Gallup survey shows that two-thirds of employees are frustrated. Providing
mental health support in the workplace can help reduce this number within your
own organization. "The lack of mental health support for employees leads
to lost productivity. This leads to burnouts - and many fires, where people are
less interested in their work than they are 'before, " says Flasterstein.
"They don't do much, and eventually fatigue can lead to more serious
mental health problems, including depression, anxiety, or even suicide."
• Create a culture of
openness to stress in the workplace
Flasterstein
says it's important to talk about other stressors that can cause problems for
professionals, such as impostor syndrome. "A lot of people, especially
people in positions of power, feel like frauds, and they're just waiting to be
found out," he said. "The truth is that if we talk about these
things, we become better workers."
Peer
Support Space uses a peer-to-peer approach to help people struggling with
mental health issues connect with others who have experienced similar issues.
In addition, encouraging leaders and management skills to talk openly about
challenges and struggles in their own workplaces, even large ones, can help
create an open and supportive culture.
•
Encourage employees to take time off
It may be time to consider adding mental health days or letting employees know that sick days can be used more than once. If policies require a doctor's note for absence, for example, this can create additional challenges for employees who may fear stigma surrounding mental health issues.
"One of the things
we like to do is give rest days. You can extend sick days or just give healthy
days. It shows that as an employer, you understand mental health and value
it," Flasterstein said. "It also lets employees know that if they're
experiencing anything, they have power to talk about it, because you are an
organization that believes in mental health."
• Take steps to support a
diverse workforce
As
part of your diversity and inclusion strategy, consider offering additional
support to any individual or group that may be facing challenges. It is
important to take steps to recognize and support diversity in the workplace,
and employers and employees sponsor events that can help employees who are
interested in related topics connect with those again and finding a space to
discuss mental health issues is important.
How to start
As
Flasterstein aptly put it, “My experience with mental health is that the least
things can go on, because people don't talk about mental health at all. And
even if you have a weekly meeting, taking the time to do some self-examination
before you start the meeting lets your employees know, "Oh, you're
thinking about me; look, I'm a It's not my job and I want to do something.''
It
is important to consider how your organization invests in mental health in the
workplace. If you have a strong choice in a place, it may be time to go deeper.
If you're just starting out, simple changes can lead to significant progress.
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