8 Imperative Questions To Ask When Researching Employer's Mental Health Programs Approaches

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I recently watched a YouTube video about the meaning of Employer's Mental Health Programs Approaches and would dearly like to share what I obtained from it with you in this article.

Employers are in a great position to challenge stigma and prejudice throughout the organisation and to get mental health on the agenda with senior leaders. With work forming such an important part of people’s lives, it’s imperative that employers do every they can to provide support in a time like no other. However, it's important to remember that most employers are not mental health professionals and it’s not their place to diagnose employees with illness. Just as companies realized over time that people at work are far from linear, many people came to realize that this concrete divide was unrealistic, unhealthy and out of date. To spend 35+ hours a week with people and have to compartmentalize mental health (and definitely mental illness) out of that world was, and is, unsustainable. Good mental health is vital to business performance, because when staff feel happy and well cared for, they are more engaged, more motivated and more loyal. We’re seeing a move from a focus on ‘traditional metrics’ on productivity, and now realise that actually having a group of employees that are healthy physically and mentally is as important. It’s important to understand that the underlying risks are real. We know that work has a really important role in promoting mental wellbeing and is a key factor in self-esteem and identity. We also know that the recent financial downturn has caused upheaval in both employment and in public services. This, inevitably, has had a knock on effect on public health and mental health both directly through job loss, and indirectly in terms of changes to lifestyle and healthcare access.

Employer's Mental Health Programs Approaches

he physical environment of your business may be impacting staff mental health. Do they work in an open plan office? Is it hard for them to concentrate with too much noise? What can you do about reducing noise and distractions? Organisations can make use of Occupational Health services like the government’s Fit To Work service and professional third parties and charities to address health problems and make any necessary adjustments in the workplace. Although challenges will be unique to each person and their life experience, there are some general themes to be aware of, further proving the point that this is absolutely a workplace issue. As our mental health influences the building blocks of how we view ourselves, how we interact with others, and our environment, this can impact how we view and do our work – particularly if we are in one of the valleys instead of atop a peak. Workplaces can play an essential part in maintaining positive mental health. They can give people the opportunity to feel productive and be a strong contributor to employee wellbeing. Yet it can also be a stressful environment that contributes to the rise of mental health problems and illnesses. Similarly to any change that happens within organizations, discussions around workplace wellbeing ideas need planning and implementing properly.

  1. Build Your Confidence On Mental Health

If you want your employer to understand your needs, disclosing your mental health problem may prompt your employer to treat you in a more constructive and supportive way. From a legal point of view, an employer only has to make adjustments for needs that they know about. People often suffer in silence and don’t get the care that they need. They might blame themselves, lack access to the right resources or fear discrimination from their employer. Something as simple as a Slack channel for employees to discuss the topic or an internal directory of mental health resources can go a long way in establishing a culture of psychological safety. Research is providing objective evidence of the link between employee wellness and engagement. All of which is good news for your people and good news for you. Since being social is an essential part of human nature, people will find ways to socialize despite what their organization legislates. Do you want a culture of private gripe sessions? Or do you want to make the most of human nature and build a net thriving culture with people who trust each other? Most adults spend a significant proportion of their waking hours at work, so it is inevitably a setting where problems are often experienced. Employment can also have both a positive and negative impact on an individual’s mental health. The nature of work is changing and all workplaces are not the same. For employers not investing in wellbeing initiatives, workplace wellbeing support can be a difficult notion to comprehend.

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. Mental health-friendly workplaces support employees in seeking treatment, safeguard employee health information, and provide employees referral resources such as EAPs. Most people think of their problems as things which require technical solutions: you hate your job, so you must find a better one; you’re too indebted, so you must earn more; you don’t exercise enough, so you must buy better gear. In reality, however, every problems is at least in part a psychological problem. Being mentally well means that your mind is in order and functioning in your best interest. You are able to think, feel and act in ways that create a positive impact on your physical and social well-being. Presenteeism, whatever the reason for it, may be a sign of mental distress which, left unchecked, could lead to even more damaging (and costly) stress and mental health-related problems. Successive Absence Management reports from the Chartered Institute of Personnel and Development (CIPD) indicate that presenteeism is on the rise, and that the cost to employers is already much higher than that of absenteeism. Discussing ideas such as how to manage an employee with anxiety is good for the staff and the organisation as a whole.

  1. Using Organization-level Approaches

In 2017, a study by the World Foundation for Mental Health estimated that roughly 10% of the global employed population had taken time off work for depression at one point or another. This statistic is less surprising when you learn that about 264 million people, the world over, suffer from depression, and may also have certain symptoms of anxiety. Once they establish trust, managers and teams can dream big together — not just about career goals and development but about life and overall purpose and wellbeing. Some organizations have on-staff mental health professionals to support team members. Army barracks in the U.K. have their own resident psychologists, and the U.S. Department of Defense employs more psychologists than any other employer in the country. Ideally, all organizations would have sufficient support from mental health professionals, but the current widespread shortage of mental health providers could cause a bottleneck. Employees are much more productive and deliver far better results if they have a best friend at work. This is one of Gallup’s most compelling and controversial workplace findings. And it illustrates the importance of social wellbeing for thriving employees. Organisations should include their mental health programme when recruiting new staff. It could give them the edge over the competition to attract the best candidates and presents the company as a caring and progressive employer. Even though it may not be easy to become an employee-centric company addressing employers duty of care mental health it is of utmost importance in this day and age.

It is important to create a culture in every business that promotes positive mental health and helps prevent people from experiencing mental ill health or helps them better manage mental health problems. If an employee has a mental health issue, it’s important their employer takes it seriously. For example, it’s a good idea to talk to the employee to find out what support they might need at work. Protecting and promoting mental wellbeing in the workplace is not only good for your employees. It’s also good for your business or organization. Your staff members’ mental health has a direct effect on their level of engagement and productivity. This means, not just happier workers, but also a healthier bottom line. Many employers still feel uncertain about their responsibilities around protecting employees set out in the Equality Act 2010 and using health questionnaires during recruitment, as well as how to make suitable reasonable adjustments for employees experiencing a mental health problem. 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. Don't forget to send out proper internal communications around managing employees with mental health issues in your organisation.

  1. Emotional Issues

From social anxiety to a reduction in cognitive performance and working memory, poor mental health takes a major toll on your daily living and physical capability. You feel depleted. Unless you’ve been living on the set of Mad Men for the past decade, you know that workplace wellness has become a hot topic, and you’ve gained at least a cursory familiarity with some of the major factors that make a workplace a healthy place to be. 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. Stumble upon additional details relating to Employer's Mental Health Programs Approaches on this World Health Organisation entry.

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