Future-proofing employee mental wellbeing is a win-win
Results of a survey we carried out with employees and employers found that one in five (21%) employees have had mental health concerns related to work during the last year – with 69% having concerns related to Covid-19 or lockdown.
Early intervention is an effective way to minimise the potential harm to employees’ mental health, as part of corporate wellness solutions that can support them.
Mental health needs can be invisible and throughout this difficult pandemic times have proved challenging for employees. Addressing the emotional and psychological needs of an organisation is no small feat, so here are some ways in which employers can understand the mental health crisis their employees could be facing and insight into how to support them.
Communicate and motivate
Employers need to be aware of and acknowledge the triggers of poor mental health in the workplace. Do employees work to tight deadlines and have little say over their work? Over time, this lack of control can have a negative effect on their mental health. Working closely with employees to identify areas where they can make their own decisions and manage their own time is a good entrance to acknowledging one’s mental wellbeing at work. Good communication will address and prevent mental ill-health exacerbated by work, reduce absences caused by mental health problems and support employees with a mental health condition so they can thrive in a safe and trusted environment.
Managing worry and uncertainty is extremely important, especially throughout all the changes in employees’ lives both in and outside of work. Regular company updates and check-ins will give employees the sense that they are not being left in the dark. Good leaders motivate their teams and give them a sense of belonging. Creating a strong community is imperative to achieving this. Does your team feel valued? Are you listening to their needs? By answering these questions, you will create a positive work atmosphere.
Develop the right skills
A survey by Onebright has revealed that 77% of employees in the UK would consider leaving their job for a company that provides better mental health support. Taking steps to prevent poor mental health developing is much more effective than waiting until people become ill. In troubling times, employers’ benefit from being equipped with the right skills to deal with illness or trauma. Creating a ‘mental health at work’ plan is a great place to start. As well as developing mental health policies, revising corporate strategies on sick leave and health and safety should also be considered to weave the mental health advice throughout. Take the time to communicate these messages to all employees.
Training in and awareness of mental health matters for all employees is vital. Businesses should strive to put their employees first by having the right policies and training in place, and the organisation is prepared to support mental health problems should they arise.
Cutting through the taboo
The topic of mental health has become less taboo and more openly spoken about at home and in the workplace. If employees aren’t supported to think and talk openly about mental health, they are less likely to seek support when they need it.
Opening dialogue with an employee struggling with mental health is the first step to helping them. In some cases, cognitive behavioural or other evidence-based therapy might be the best path to feeling better and minimising the risk of recurrence in the long term.
The author is Tanya Woolf, group head of clinical quality, Onebright
Article is provided by Onebright
Supplied by REBA Associate Member, Onebright
Onebright is a personalised on-demand mental healthcare company.
