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If you are worried about your mental health, or other people are expressing concerns, you may want to get professional help. If you work for a large organisation, they may have an occupational health service, where you can discuss worries about your health and problems you may be facing at work. It might not be feasible for your company to hire a full-time clinical psychologist. But that doesn’t mean you can’t help. Managers themselves can do a lot to help employees facing challenges and normalise talking about mental health in the workplace. Compassion is based on empathy, respect and dignity. While empathy is the ability to put yourself in the other person’s place and understand their distress, compassion has the additional element of actively wanting to help them. It is the ability to understand and sympathise with the emotional state of another person while having the motivation to help and prevent their distress. Every organisation has an opportunity to support and develop a mentally healthy workforce and thankfully it doesn’t need to be complicated. Try not to work long hours or take work home with you. this may be alright in the short term, if the work has a specific purpose and is clearly defined. a team effort to complete an urgent project may be very satisfying. However, working longer hours on a regular basis does not generally lead to better results. It’s important for team members to feel empowered to instigate ideas and suggest mental health initiatives in their workplace — either way, one voice can make a difference. So, whatever your role or level of seniority, remember that each person in a company makes a difference and that you can be that voice to create a meaningful change in your company’s culture.
If reasonably practical, employees should be provided with opportunities for flexible working according to their needs and aspirations in both their personal and working lives. Different options for flexible working include part-time working, home-working, job sharing and flexitime. Such opportunities can enhance employees' sense of control and promote engagement and job satisfaction. Unresolved mental health issues may cause absence, loss of productivity and high staff turnover, and it is employers who bear the associated costs once they hit the bottom line. Organisations that take meaningful action to promote employee wellbeing will, therefore, enjoy a competitive advantage over those that don’t, or that merely pay lip service to it. As an employee you have the right to expect your employer and managers to create the conditions for mentally healthy workplaces. But you are also responsible for your own mental health by taking care of yourself and your colleagues. There are a number of different types of mental health problem, and they each have a different impact on the individuals who experience them, as well as their friends and families. Problems can range from anxiety and depressive disorders to much more complex and severe mental health illnesses. An opinion on employers duty of care mental health is undoubtebly to be had in every workplace in the country.
# Use Communication To Reduce Stigma
Risks to mental health can arise out of the nature of work. This includes customer related stress, remote work, shift work and exposure to traumatic events. Risks can also arise out of the context of work including poor team climate and poor quality people management practices such as lack of role clarity, poorly managed change, a breakdown in relationships and high work pressure and demands. Employees who are not clear about their role can experience disengagement and a decline in performance, and can become frustrated. Role ambiguity is a significant risk factor to mental ill health and may lead to psychological injury. On the other hand, having role clarity leads to engagement, job satisfaction, commitment and productivity, all of which are good for mental health. The last decade has seen the rise of megacorporations around the world – companies who have hit unprecedented economic heights, providing countless jobs to the global working population. However, amidst this incredible progress and productivity, one glaring issue appears to have taken a bit of a backseat – mental well-being. If your corporate space allows, provide a room or an area that encourages headspace or downtime. If not, encourage your staff to take regular breaks away from their screens. Stretch those legs, get some fresh air and be present in nature. Encourage employees to regularly get some headspace (like a short walk around the block, or it could be as simple as stepping away from their desk to make a cuppa). Don't forget to send out proper internal communications around workplace wellbeing support in your organisation.
Steps organisations can take to create a healthy workplace include learning from the motivations of organizational leaders and employees who have taken action. Provide employees with in-service trainings on self-care, stress management, and resilience. Hiring a therapist to provide half-day workshops a few times a year could go a long way toward preventing problems and emphasizing the importance of building healthy strategies into your daily life. It is difficult for most people to achieve the six hours of social time they need if they don’t get some of it at work. The difference in total social time between an engaged and a not-engaged worker is less than one hour. 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. Despite your optimism, there are times when it appears that positivity has vanished from our existence. Opposing views and behaviors can occur at any time. Professional development requires us to build ourselves in ways that enhance our mental outlook and promote healthy self-esteem. Subjects such as workplace wellbeing ideas can be tackled by getting the appropriate support in place.
# Open And Supportive Workplaces Benefit Everyone
When you ask someone about their health, isn’t it true that you’re thinking just about their physical health? Is being physically healthy enough to classify yourself as healthy? To empower employees to improve their health and wellness at work, there needs to be a shift in the way that wellbeing solutions are provided. That means changing how your organization approaches employee wellbeing on every level. Rather than thinking about wellbeing as a beneficial add-on, it’s time to place it front and centre in everything your organization does. 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. Your employer has a general duty under the HSW Act 1974 to look after your health and ensure your safety at work. It also has a duty to carry out and implement the findings of a risk assessment under the Management of Health and Safety at Work Regulations 1999. Both of these duties apply to work-related stress. Awareness of the scale and impact of poor mental health at work is increasing – in 2018, the Chartered Institute of Personnel and Development (CIPD) found that poor mental health was the most common cause of long-term sickness absence in UK workplaces and that stress-related absence had increased in nearly two-fifths of organisations (CIPD 2018), while a Mind survey found that one in ten employees rated their current mental health as poor or very poor. Thinking about concepts such as managing employees with mental health issues is really helpful in a workplace environment.
Approximately one in four people in the UK will experience a mental health problem each year, and in England, one in six people report experiencing a common mental health problem (such as anxiety and depression) in any given week. Employees may be affected directly or indirectly, if partners, dependants or other family members have poor mental health, which in turn impact on the employee’s own health. People can also be affected by friends’ and fellow employees’ experiences Your approach to mental health will need to be reflective of the nature of your business and your workforce. Researching the approaches that other organisations in your sector are taking is a valuable exercise and can provide useful insights to help you develop your own strategy. There are very few workplaces in today’s economy in which resilience (the ability to manage challenge) is not a key asset and in which change is not a regular motif of organisational life. Workplaces and managers should be aware of evidence-based tools such as mindfulness and supporting physical activities that can support resilience. Equally, they should recognise that responsibility for this lies not just with the individual but also with the organisation. The most common diagnosable mental health problems are anxiety and depression, which often co-exist and are leading causes of long-term work-related ill health. Your employees want to be listened to! When your employees have grievances that are not addressed, they start feeling like their opinion does not matter. Moreover, listening to your employees and acting upon their recommendations can make them feel like a valued member of your community. It makes your employees’ work more meaningful and therefore increases employee wellbeing. For employers not investing in wellbeing initiatives, Wellbeing for HR can be a difficult notion to comprehend.
# Normalise Mental Health
Mental health in the workplace is an area that can have huge positive knock-on effects to the business and research increasingly highlights the positive link between positive mental wellbeing and effectiveness at work. The World Health Organisation (WHO) has recently recognised that burn-out is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed. Managers who don’t help remove obstacles or share resources with employees can contribute to employees feeling overwhelmed and unmotivated. For instance, rather than expecting employees to figure out tasks that they’re unclear about, managers should demonstrate how to complete those tasks and stay available for questions. You can check out supplementary information regarding Employer's Mental Health Interventions in this Health and Safety Executive web page.
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