More to the Mental Health Story

???HOT TOPICS??

Do you think mental health matters at work?

But first, what is mental health? And does it only matter when something is "wrong?"

The answer is... No!

Change the word "mental" to "physical"- does your physical health always matter in the workplace? (hint: it does, remember the last time you had a headache vs. were feeling great?)

Your physical and mental health are always present and impacting you, whether that be negatively or positively. So during this very important Mental Health Month, we're talking about fostering mental wellness at work.

First, some stats on how and why it matters:

?? The Bottom Line: Research has found that about 33% of the annual cost of mental illnesses ($51 billion) is related to productivity losses.

?? Turnover: Research from the National Alliance on Mental Illness (NAMI) shows that companies with mental health support programs experience 28% less employee turnover.

??Job Satisfaction: A Gallup study found that employees who feel their employers care about their well-being are 2.6 times more likely to be engaged at work and have higher job satisfaction.

??Presenteeism: The Centre for Addiction and Mental Health (CAMH) estimates that presenteeism (physically present but unproductive or unfocused) due to mental health issues costs businesses up to three times more than absenteeism.

?? Recruitment: A survey by Mind Share Partners and Qualtrics found that 86% of job seekers consider company culture and mental health support important factors when choosing an employer.The numbers aren't completely surprising but they are certainly alarming. The point - employee mental health most definitely matters.

?? KINDLE THE FLAME??Don't Check the Box

While EAP and other mental health resources are great and have their place at work, we urge you to think outside the box when it comes to employee mental health. Providing a safe and supportive space for mental health to flourish is exponentially more effective than addressing it after the fact.

Through our work with individuals and teams, we have found a few key factors that significantly impact well scores and overall job satisfaction related to mental health.

Saying no when you want to scream yes: these are our words but you get the point. Employees who feel unable to set boundaries or genuinely express feelings tend to be much unhappier at work.

?? To Do: Encourage open dialogue about workload and responsibilities, especially with those who tend to volunteer first. Perform regular energy checks. Help prioritize and provide resources where appropriate.

Unclear job roles and responsibilities: this lack of clarity contributes to a lot of frustration and resentment in the workplace. It is also a sign of poor communication and misaligned visions.

??To Do: Have your team explain what they believe their roles and responsibilities are. Discuss and look for discrepancies so that they can be rectified. Also, provide more "Whys" when assigning or discussing work.

Ingroup Bias: creates divisions and tensions among employees, leading to feelings of exclusion and isolation (similar to a HS lunchroom - it happens WAY too often.)This can also contribute to a lack of thought diversity, feeling unable to speak up, and not setting boundaries (see above!)

?? To Do: Remain aware of ingroup biases and create environments that challenge them. Randomly assign groups for monthly/quarterly events, create connection events based on themes (coffee lovers, etc.), and address problem behavior promptly and appropriately.

To sum it up: For collaboration to occur, you need connection and clarity (aka happy and engaged teams!)

Want to chat more about it? We're here to nerd out with you!

?? Stoke the Fire???Thought to Ponder

Emily recently spoke at a Region IV ASSP event about the Human Side of Safety and what it means to have a healthy and engaged workforce.

The following stat really stuck out to the audience and sparked some great conversation:

Managers account for 70% of the variance in team engagement.

So we'd like to ask you the same question: How are you (or your manager) impacting your team's engagement levels?

Need some ideas on how to improve? See above or schedule with us here

Want to work WISE? Click here to find out how!

?? PANTS ON FIRE? Myth Busting

Myth: Psychological safety is about coddling employees and avoiding challenging situations or feedback.

Reality: Psychological safety promotes a culture where employees feel comfortable taking risks, sharing ideas, and providing constructive feedback.

Psychological safety is not about coddling employees, quite the opposite actually. It's about creating an environment where individuals feel empowered to take risks, voice their opinions, and contribute ideas without fear of judgment or reprisal.

When employees feel psychologically safe, they are more likely to share their thoughts, ask questions, and seek help when needed, leading to improved problem-solving, innovation, and collaboration.This sense of safety fosters trust and openness, reduces stress and anxiety, and promotes a positive work culture where individuals can thrive both professionally and personally, enhancing their mental well-being and overall job satisfaction.

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