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#1 2022-04-26 14:34:26

harveyh
Member
Registered: 2022-04-26
Posts: 18

Workplace wellbeing

On the hunt for the best source of research regarding Employer's Mental Health Initiatives, but are not sure where to start? We've done all the thinking for you with our accumulation of Employer's Mental Health Initiatives necessities.

We hear a lot about the mind-body connection in our everyday lives. Once relegated to the fringes of medical establishments that treated the mind and body as separate, the idea that our mental health affects our physical well-being is now widely accepted. Mental health is an integral part of how we feel about our jobs, how well we perform and how well we interact with colleagues, customers and clients. You’re only human and you can only do so much. So, it’s important to identify when you’ve got too much on your plate and you begin to feel stressed. Your line manager is there to ensure your workload is manageable, so be sure to discuss it with them if it gets too much. Remember to delegate to your team, too. What tasks are there on your to-do list that someone else could easily take on? While it should never be required to discuss mental well-being at work, the simple act of checking in can make all the difference. Your colleagues may be going through more than they show (especially now, when home lives and work lives are so closely intermixed) and bottled-up feelings can lead to stress, burnout, and other mental health challenges. Employee assistance programmes are often used as an employment perk by many businesses these days. These programmes provide specific support from physical and mental health professionals to employees who need the support. It’s always there and it’s confidential, so people don’t have to hide things if they don’t want to discuss them openly with the business’ management structure. Employers should ensure that all staff involved in recruitment and selection are briefed on mental health issues and the Disability Discrimination Act, and are trained in appropriate interview skills.

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Around 15% of those in work in England have symptoms of a mental health problem. Individuals with long-term mental health conditions are still far less likely to be in work than those without any health conditions, or those with a physical health condition. Those with psychotic conditions are less likely to be in work than with common conditions such as anxiety or depression. According to the mental health charity Mind, at any one time, at least one in six workers are experiencing common mental health problems, including anxiety and depression. Poor mental health is costing UK employers between £33-42 billion a year. If you a private sector employer, the cost to you is an average of more than £1,100 per employee each year. High performance is mental strength in motion. When we don’t feel good, accessing the behavioral skills that foster creativity and resilience is challenging. Without these skills, we don’t have the psychological resources to perform well at our jobs. We all come to the topic of mental health with our own ideas and exposure levels. You will have your own experience of mental health or mental illness, and your own motivation for why you want to learn more about the topic. Perhaps your interest in the subject has been sparked by your own experience of clinical depression or intense, long-standing stress at work. 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.

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Understanding how to support mental health at work is also key for designing modern, accessible and effective well-being programs, which in turn lead to better business and people outcomes. In recent years we have seen an increase in mental health literacy in the general community. Considerable efforts have been made by organisations to educate and de-stigmatise the area of mental health. Despite these efforts, there is still some way to go and many myths and misunderstandings exist, particularly around the work capacity of people with mental health conditions. Healthy Minds is the name of American Express’ mental health in the workplace program. Healthy Minds shows how psychology can improve an employee’s well-being and performance. The program provides part-time counselors at each employee clinic. They also have a professional clinical psychologist to provide support to employees. 60% of employees in the private sector work for small and medium sized employers (organisations employing less than 250 employees) and SMEs account for 99% of UK businesses. However, lack of time and resources mean they are not all able to offer as much support for  employees and tend to be very reactive. 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. Communication that emphasizes that leadership cares about concepts such as workplace wellbeing support should be welcomed in the working environment.

Employers can help employees cope with pressure and adversity in the workplace by focusing on building resilience or coping techniques. Resilience can be defined as the ability to recover or bounce back in the face of adverse conditions, change or pressure. Successful approaches focus on building individual, team and organisational resilience, which are all interconnected. Normalizing topics around employee mental health in the workplace, and being able to identify and assess burnout risk, makes it easier for employees to get the organizational support they need before reaching a crisis point.  Additionally, when employees feel like their whole selves are recognized in the workplace, they are more engaged and productive. As an employer, line manager or HR professional it’s crucial you know exactly how to support your people should they be suffering from an anxiety disorder. But, unless you’ve experienced these issues first hand it can be incredibly difficult to understand the condition, let alone know how to give them the right support. Your employees will know you’re serious about mental health at work when you invest resources into their well-being. Yoga classes, company picnics, speaker sessions, holiday parties, an in-office gym and so on can all build a culture that is not only open to mental health in the workplace but takes concrete steps to promote it. It is great when health at work and promoting wellbeing becomes part of an organisation’s culture – it helps people to engage authentically with their work and colleagues. But if the first level of connection between individual staff members and the authority of the organisation isn’t right, there is always going to be a problem. Don't forget to send out proper internal communications around employers duty of care mental health in your organisation.

Mental Health Friendly Workplaces

Whilst a little stress can be a good thing, too much has a damaging effect on people’s ability to perform at their best. If employees are stressed, they’re not likely to be that engaged in their work. Likewise, engaged individuals are less likely to experience work-related stress. productivity levels but when pressure exceeds people’s ability to cope – and particularly when there is no respite – it can become a negative rather than a positive force – in other words, it can lead to unmanageable stress. 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. Mental health is something we all possess. When it is good, we have a sense of purpose and direction and feel that we can cope with whatever life (and work) throws at us. But just as our physical health fluctuates, so too our mental health goes through ups and downs. Raising awareness of potential mental health issues in the workplace is part of fostering an inclusive workplace, where people feel able to bring their whole selves to work. The extent of poor mental wellbeing is prevalent within organisations and businesses, with 53% of workers self-reporting that they have  struggled with their mental wellbeing before. And this is not only impacting employees personal lives, but also their work, with 80% of those who have struggled with their mental wellbeing before saying it impacts their work Thinking about concepts such as how to manage an employee with anxiety is really helpful in a workplace environment.

Engaged employees work more hours. Their work life spills over into their personal life in positive ways. People with high career wellbeing are more than twice as likely to be thriving in their lives overall. Alongside a fear of the perception of employers, employees also fear how their colleagues will see them. Employees want to feel like a valued member of the team, but by admitting to a mental health condition to employees, they may feel like they’re showing a sign of weakness. Good mental health means being generally able to think, feel and react in the ways that you need and want to live your life. But if you go through a period of poor mental health, you might find the ways you’re frequently thinking, feeling or reacting become difficult, or even impossible, to cope with. This can feel just as bad as a physical illness, or even worse. Some employers have understood that having a mental health condition is something that can and does get better. After all, if I had epilepsy, many employers would understand that the fits do stop and they can be triggered by stress. It’s just the same with having bipolar disorder: the best employers can see beyond a label or diagnosis to get the best from people. Canada provides a structured framework for workplace mental health. Their framework, called ‘the Standard’ provides a comprehensive framework to help organisations of all types improve their workplace mental health offer to provide the best return on investment. The Mental Health Commission of Canada has developed a variety of resources to help organisations implement the Standard. For employers not investing in wellbeing initiatives,  workplace wellbeing ideas can be a difficult notion to comprehend.

Adults Spend Most Of Their Waking Hours At Work

Supporting mental health at work is a long game with results that will last for a long time. It’s a culture shift in the office which can be scary, but it’s something that’s necessary to humanize your employees and make them feel like they’re a part of something they want to be a part of. Don't underestimate the value of an impromptu check-in. For team members who you suspect may struggle, or who have diagnosed conditions, agree to commit to a clear risk assessment system. This helps quickly identify your feelings and potential stressors as well as healthy behaviours you can adopt when the going gets especially tough. Employers can use health risk assessments (HRAs) and/or biometric screenings to evaluate employee health and well-being. HRAs are voluntary assessments that rely on employee self-reporting of medical conditions and risk factors related to tobacco use, physical activity, diet and mental health. In turn, employers leverage de-identified and aggregated data from these assessments to implement health programs and measure improvement Uncover further details appertaining to Employer's Mental Health Initiatives in this  Health and Safety Executive web page.

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