If you’ve spent any time delving into Workplace Mental Health Programs Schemes in the last few weeks, you have potentially observed how perplexing it can be.
Presenteeism
is defined as showing up to work when one is ill, resulting in a loss
of productivity and sometimes making an individual’s condition worse.
Whilst the percentage of days off due to any type of illness is around
25% lower than a decade ago, various studies suggest that presenteeism
is increasing year on year. The barriers that prevent people with mental
health conditions from finding and keeping paid work include not
knowing there are laws to protect their rights in work, such as the
Disability Discrimination Act. Many people with a mental illness have a
legal right to ask an employer for changes to be made to their jobs and
workplaces. These changes ensure that, as long as you have the rights
skills for it, there are no barriers to you being able to apply for or
carry out a job. 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. It’s important to note that someone experiences a mental illness,
not that they’re suffering from a mental illness. You, hopefully,
wouldn’t say that someone is suffering from diabetes, but rather, that
they have diabetes. To say that someone is suffering from mental illness
stigmatizes it further and makes it seem as though it’s the entirety of
who they are, which is not the case. Managers should support employees
of all abilities and personal circumstances to participate in work.
People may require different levels of support at different times.
Stress
can affect anyone, in any workplace and at any time. But if it isn't
dealt with, it can have catastrophic effects on health, wellbeing and
ultimately business productivity. Research found that 12.8 million
working days are lost to stress every year. Another survey revealed that
1 in 5 of us call in sick due to stress. The writing's on the wall:
stress is damaging to small business success. Managing and supporting
mental health at work is important. In fact, only 14% of employees say
they get mental health support. Posting videos from company leaders
sharing mental health tips or sponsoring activities related to emotional
wellness in the workplace can dramatically change the conversation
simply by starting it. Try and make sure you maintain your friendships
and family relationships even when work is intense – a work–life balance
is important, and experts now believe that loneliness may be as bad for
our health as smoking or obesity. Would you be more willing to talk to
your manager about your mental health in a workplace that talked about
mental illness in a respectful, non-judgemental, clear and
understandable way or one in which you heard people referring to
individuals playing the stress card? Discussing ideas such as
workplace wellbeing support is good for the staff and the organisation as a whole.
Normalise Mental Health
Good
mental health enables us to thrive. As individuals we understand this
and now business leaders, too, are increasingly acknowledging the
importance of wellbeing in the workplace. Many workplace initiatives can
help people to manage stress, whatever the cause. Stress in an
employee’s personal life, for example due to financial worries, loss of a
loved one or a change in circumstances, can understandably influence
performance at work because people don’t necessarily leave their worries
at home. Burnout is a gradual process. It doesn’t happen overnight, but
it can creep up on you. The signs and symptoms are subtle at first, but
become worse as time goes on. Think of the early symptoms as red flags
that something is wrong that needs to be addressed. If you pay attention
and actively reduce your stress, you can prevent a major breakdown. If
you ignore them, you’ll eventually burn out. Developing friendships with
people you work with can help buffer you from job burnout. When you
take a break, for example, instead of directing your attention to your
smartphone, try engaging your colleagues. Or schedule social events
together after work. Irrespective of the work setting, people’s needs
will be taken into consideration and staff will feel comfortable enough
to be truthful about how they are coping and raise concerns where
appropriate. Really, this should be possible within every positive
company culture. 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.
When
having mental health conversations with team members at work, don’t
assume mental illness or stress means they can’t do their job. Programme
learning and knowledge sharing are essential for any successful
organisation and this is even more important in an area such as
workplace mental health and wellbeing where collective knowledge is in
its infancy. To be successful all programmes should be iterative with
results evaluated and lessons embedded. Mental ill health and stress are
associated with many of the leading causes of disease and disability in
our society. Promoting and protecting the mental wellbeing of the
workforce is important for individuals’ physical health, social
wellbeing and productivity. Mental wellbeing in the workplace is
relevant to all employees and everyone can contribute to improved mental
wellbeing at work. Age and gender both have an impact on the likelihood
of an employee suffering poor mental health. Women generally feel more
comfortable talking about their health with colleagues, and as line
managers to their employees. Employers have a compelling interest for
promoting positive mental health in the workplace, because adults spend
most of their waking hours at work. Communication that emphasizes that
leadership cares about concepts such as
workplace wellbeing ideas should be welcomed in the working environment.
Emotional Issues
Workshops
that tackle stress, work-life balance and mindfulness are really
popular for staff. From academic study to learning the benefits of
laughing, breathing and dealing with anger to arts and crafts, workshops
are a great way to build confidence at work. Research studies provide
strong evidence that companies with high levels of mental health
awareness are more successful. According to research by University of
Warwick, addressing wellbeing at work increases productivity by up to
12%. And, as reported in the government’s Stevenson-Farmer Review of
Mental Health and Employers in 2017, businesses that invest in mental
health interventions report an average of £4.20 return for each pound
spent. The prevalence of common mental health problems appears to have
increased slightly over the last two decades9, with the biggest rises in
anxiety and depression, particularly among younger women and older men.
Many individuals do not get diagnosed and of those who have a diagnosed
mental health condition, some choose not to disclose it because of the
perceived stigma or fear of potential consequences. Your employer may
have an Employee Assistance Programme. These services are confidential
and can be accessed free and without work finding out. Addressing
workplace mental wellbeing can help strengthen the positive, protective
factors of employment, reduce risk factors for mental ill health and
improve general health. It can also help promote the employment of
people who have experienced mental health problems, and support them
once they are at work. Thinking about concepts such as
managing employees with mental health issues is really helpful in a workplace environment.
There
are many effective actions that organizations can take to promote
mental health in the workplace; such actions may also benefit
productivity. It’s simple to host a virtual wellness event or offer
employees a well-being stipend. What’s less straightforward is asking
your team what they need, genuinely listening, and responding
accordingly. In a world that feels like it’s changing by the hour, it’s
critical to get a sense of how your employees’ well-being is changing,
too. Bring up mental health at every single meeting you possibly can.
Keep at it until it becomes firmly embedded within the organization’s
core values and company culture. Talking about mental health in the
workplace and employee well-being shouldn’t be limited to bringing it up
during face-to-face meetings. You may also find yourself in the
position of starting the conversation if you see a colleague showing
work-related stress and anxiety symptoms. Learn how to raise the subject
with sensitivity and compassion. It goes without saying that you must
protect their privacy and not disclose what they share with you without
their prior consent. External triggers may have an effect on an
employee’s mental health and well-being, such as bereavement andsevere
or long-term stress. Subjects such as
how to manage an employee with anxiety can be tackled by getting the appropriate support in place.
Use Mediation To Resolve Any Conflict
Work
is a major part of adult life, and many adults spend more time in the
workplace than they do at home. As the workplace increasingly becomes a
destination rather than a place where people have to be, companies are
faced with the challenge to address mental health and well-being at
work. Creating a work environment that inspires people and makes workers
happy will not only contribute to business success, but it will also go
a long way in attracting and retaining the best talent. The economic
downturn is impacting significantly on wellbeing and stress levels. Work
pressures and job insecurity have dramatically increased, along with
financial demands at home. Many people tell say they are struggling to
cope. If we’re to do the best possible job of looking after our teams,
we need to look after ourselves first. If helping others constantly
comes at the expense of your own mental and physical wellbeing, you may
eventually become exhausted, frustrated and burned out. One can uncover
further insights about Workplace Mental Health Programs Schemes on this
World Health Organisation entry.
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If you’ve spent any time delving into Workplace Mental Health Programs Schemes in the last few weeks, you have potentially observed how perplexing it can be.