Let's Talk About Mental Health for Employees
Debunking workplace mental health myths
While mental health for employees isn’t a new topic for companies, it’s an issue that has experienced a resurgence over the last few years as organisations were made to pivot to remote and hybrid workforces. This sudden challenge to the comfort and security of long-established work routines, coupled with the stressors of a global pandemic, resulted in a rise in negative mental health symptoms among workers.
In fact, a 2022 study revealed that 41% of Europeans have a high mental health risk, with 48% of them feeling more sensitive to stress compared to before the pandemic [1]. The good news is that while things are gradually returning to normal and workers are settling into a new routine, businesses are also perfectly poised to capitalise on this situation. By learning from recent experiences, they can continue to build on their existing efforts to create robust and sustainable frameworks to support mental health for their employees for years to come.
?So, what have the last few years taught us?
Everyone, from senior leaders to interns, experiences some form of mental health symptom at work. What differs is the severity and how they’re dealt with. But now that we know mental health is a lot more prevalent across all seniority levels, it’s easier to approach it from a policy standpoint rather than as an individual’s problem. More importantly, it opens the doors for honest communication and discussions – a big first step in destigmatising mental health in the workplace.
2. Companies can’t tackle their employees’ mental health issues with quick fix solutions.
While mental health days and other such workplace initiatives are great, they don’t get to the root of the problem. Just like our physical health, we need to see mental health holistically and approach the issue in a systemic rather than symptomatic way.
?3: The way we work now is a major contributing factor.
It might be hard to hear, but the reality is that the convenience of modern work also comes with some downsides that we need to be acutely aware of. Digitalisation has made the workday extend past the usual 9-5 and today’s typical office worker has to deal with multiple time zones, virtual meetings, and continually rising productivity expectations. In the United States, 84% of employees reported at least one workplace factor has negatively impacted their mental health [2]. While that “one last email check before bedtime” may not seem like much in the moment, they definitely add up in the long run.
Knowing what we know now, it’s obvious that companies need to re-examine their approach to mental health support in the workplace. And it’s not just a matter of creating more wellness programmes or hosting meditation workshops; it has to be a fundamental shift in how mental health is understood, diagnosed, and treated in the workplace.
Organisations also must understand that mental wellness is always evolving and as workers’ needs and priorities change, their corporate support system will need to as well. With that in mind, here are some approaches companies can adopt in order to build a workplace that’s safe, supportive, and sustainable for all.
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Collective responsibility: An issue for one is an issue for all.
For a long time, employers have viewed mental health as an individual’s responsibility. While they may provide perks, benefits, and even time off, it’s ultimately been up to the employee to take care of his/her own mental health. Moving ahead, companies need to start viewing mental health as a collective responsibility and priority for the organisation –?from implementing company-wide policies to creating an open and supportive culture for all.
Supportive workplaces: It’s ok to not be ok.
In order to destigmatise mental health issues at work, companies need to foster a safe and non-judgemental environment that encourages communication and discussion. This can be supported by self-care tools and check-in processes that reinforce the message that mental health issues are normal and shouldn’t be hidden out of shame or concern of potential repercussions.
Leadership commitment: Change has to start at the very top.
Action from the highest levels of an organisation goes a long way towards cementing a company’s dedication to improving the mental health of its workers. With good leadership and open communication, senior staff can set the tone for others to emulate. One way to do this is via The 5% Pledge #Pledge5Percent, an initiative that calls upon senior leaders to set aside 5% of their annual working hours to support mental health in the workplace. Through this public commitment, industry leaders can help drive awareness and change for mental health wellness in the workplace while setting an example for their peers to follow.
Additionally, by making the pledge, companies can benefit from a host of resources and one-on-one expert help. This includes a personalised Health Risk Assessment to help staff measure and monitor their well-being, HR expertise and educational material, and even the opportunity to exchange best mental health practices with other companies.
But at the end of the day, it’s up to each and every one of us to play our part in supporting mental health in the workplace. We need to understand that things like burnout and depression aren’t just by-products of modern work, but real issues that need to be addressed quickly and properly. Only then are we truly on the way towards building a workplace that employees can feel safe and proud to be in, day after day.
If you want to know more about the importance of mental health in the workplace or how you can do your part by making The 5% Pledge, visit www.pledge5percent.com.
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