Author Topic: Mental health  (Read 636 times)

Offline maria220

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Mental health
« on: March 18, 2022, 08:42:49 PM »
Selecting Mental Health At Work Programs Schemes can be a dilemma, especially when you have no conception where to begin. Hopefully this opinion piece can be of value.

Wellness programmes align employer and employee goals more closely. They show that employees in organisations with an established wellness culture are more than twice as likely to be engaged with its mission and goals. Be sure to continually check in on your employees, and ask how they are. To be more effective, ask them twice. Research from Time to Change shows that 75% of people will say they’re okay, even if they’re not. By simply asking twice, you may uncover an issue that you might previously not have found. Even when you take steps to promote positive mental health and to manage stress, some people will still go on to develop mental health problems. Mental health problems are common and can be experienced by anyone. For example, every year, 10% of people in the workforce will experience depression. Whether we’re conscious of it or not, we all have individual needs and expectations that we hope to have met from our work relationships, particularly from our team or manager. When those needs or expectations aren’t met, or you encounter peers or a manager who don’t show basic care or consideration toward you, it’s not likely to make you want to open up to them. How can you, as a business owner or manager of people, who is struggling with your own mental health challenges and stress, help your employees while also taking care of yourself? The same basic principles apply. First, acknowledge that you are struggling, that it is common and not something to be ashamed of. Second, seek help from resources in your company or through your health insurance plan or community. Mental health challenges don't often go away on their own and getting the right assistance can help you feel better faster. You’re only human and you can only do so much. So, it’s important to identify when you’ve got too much on your plate and you begin to feel stressed. Your line manager is there to ensure your workload is manageable, so be sure to discuss it with them if it gets too much. Remember to delegate to your team, too. What tasks are there on your to-do list that someone else could easily take on?



The cost to business of poor mental health is not just related to absence. Some people with poor mental health come to work when they are unwell, which can undermine performance. This is not a sign of a healthy workplace. In seeking to move from rhetoric to reality employers must mainstream good mental health and make it a core business priority. A mentally healthy workplace and increased employee engagement are interdependent – by looking after employee’s mental wellbeing, staff morale and loyalty, innovation, productivity and profits will rise. The human cost of poor mental health is huge, with poor mental health having an impact on the lives of many individuals and those around them. This manifests itself in a variety of ways both at work and at home, and impacts a person’s ability to manage other elements of their personal life. Encourage employees to make a habit of taking a walk or getting fresh air when they’re overwhelmed. Exercise is an excellent remedy for feeling overwhelmed and suffering from stress. A change of scenery can also help produce fresh ideas and lead to efficient problem solving, further reducing stress. For employers not investing in wellbeing initiatives,  workplace wellbeing support can be a difficult notion to comprehend.

Communicate More Than You Think You Need To

We all have tired days but if somebody is coming to work looking consistently over-tired it may be worth a conversation. This is especially important if you notice their tiredness is affecting their productivity, attention to detail and workplace relationships. We’re all different. It’s much healthier to accept that you’re unique than to wish you were more like someone else. Many of us spend so much of our lives at work, and this undoubtedly has a significant influence on our state of well-being and happiness. When considering the investment in preventive initiatives, the resources behind a multinational corporation will be vastly different from those behind a self-employed worker or a micro-business. Organisations that do not engage their workforce risk losing their best staff and face difficulties when embedding organisational change. It is estimated that two thirds of employees in the UK feel engaged, and organisations that engage their workforce can see productivity increase by up to 20%. Employees who feel engaged at work are more likely to build positive relationships, helping to forge a positive workplace cultures. Mental health has become a central topic around workplace wellness conversations. Though there’s a lot of stigma around the topic, studies have found that workplace stress can negatively impact a person’s well-being, productivity, mood, and behavior. Thinking about concepts such as employers duty of care mental health is really helpful in a workplace environment.

It's more important than ever to break the ice around discussing mental health, making staff aware of it and encouraging people to actively talk about it as part of your company culture. The impact of mental health problems in the workplace has serious consequences not only for the individual but also for the productivity of a company. Such areas as employee performance, sickness absence, accidents, increased costs and staff turnover are all affected by employee’s mental health. There are, of course, workplaces which don’t have toxic work relationships or a noticeably unsafe work culture, but still struggle to create the aimed-for culture around mental health. This roadblock at work is more around logistics and practicalities, considering the resources and funding available, and touching on some HR and legal issues (and perceived concerns) that companies face. Employees can make a difference by encouraging their employers to offer mental health awareness education and resources that meet their needs and interests. Employees can also share personal experiences with others to help reduce stigma, when appropriate. Employees who are involved in charity and mental health advocacy outside of the organization can share their knowledge and resources with their coworkers as well. Unlawful discrimination happens when a person is treated, because of a protected characteristic, in a way that disadvantages them. Discrimination may or may not be deliberate but either way, it usually cannot be justified. Subjects such as how to manage an employee with anxiety can be tackled by getting the appropriate support in place.

Break The Taboo

It’s much easier to support employees at an earlier stage than wait until they reach crisis point. Effectively supporting employees with mental health problems means businesses can employ, retain and get the best from them. Mental health and mental illness cannot be compartmentalized, and therefore are workplace issues. To manage mental health at work effectively, you’ll need good people management skills, as well as empathy and common sense. You should try to ensure you are seen as approachable, and listen when staff ask for help. You should also take into account whether or not the workplace culture encourages disclosure or not. Mental health disorders are on the rise worldwide, creating a crisis that goes beyond those who struggle and their families to affecting communities and society at large. In parallel, poor mental health — a state of suboptimal functional performance — is a growing concern for employers and employees. In recent years, and across industries, an increasing number of companies have begun adding wellness and mental health care resources to employee benefit packages. Communication that emphasizes that leadership cares about concepts such as workplace wellbeing ideas should be welcomed in the working environment.

To incorporate mental health into the workplace organisations should be ensuring that managers are able to motivate employees and provide them with the training and support they need to develop their performance and job satisfaction. This should be done alongside increasing understanding of how management style and practices can help to promote the mental wellbeing of employees and keep their stress to a minimum. Provide employees with in-service trainings on self-care, stress management, and resilience. Hiring a therapist to provide half-day workshops a few times a year could go a long way toward preventing problems and emphasizing the importance of building healthy strategies into your daily life. Because of the stigma attached to mental health, your employees might not feel comfortable talking to you about it. Look around right now. You might be able to understand better if someone hasn’t been performing well or if they look really ill. Be compassionate and ask them if they’re doing well. A simple “How Are You” might create a greater impact on them than you know. Isolation, uncertainty and a lack of structure can rapidly drain morale, motivation and productivity while we’re working from home. But with the right blueprint, you can start getting on top of these issues right away. Mental health is something that we all have and something that we need to work at. It enables us to participate fully in life and get the most out of what we do. We all encounter situations and scenarios that can cause us stress. Knowing how to deal with these and actively managing them can help to minimise the impact they have on us and on our life. Similarly to any change that happens within organizations, discussions around managing employees with mental health issues need planning and implementing properly.

Take Action To Support Mental Health

Organisations should adopt an organisation-wide approach to promoting the mental wellbeing of all employees, working in partnership with them. This approach should integrate the promotion of mental wellbeing into all policies and practices concerned with managing people, including those related to employment rights and working conditions. Employers – especially line managers – need to take the first step by sending a signal that staff mental health is valued and that people can feel confident that disclosure will lead to support, not discrimination. There is more that employers can be doing to support mental health among the workforce. In particular, more can be done to tackle the stigma associated with mental health problems, increase awareness, and provide adequate training for employees. You can get additional information on the topic of Mental Health At Work Programs Schemes in this  World Health Organisation page.

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Offline RobertDaniels

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Re: Mental health
« Reply #1 on: June 23, 2022, 01:06:11 PM »
Good afternoon, please help me with one problem. How can I start getting good sleep? I go to bed at 10-11 o’clock in the evening, but alas, I fall asleep only by two o’clock. I’m just tossing and turning in bed and can’t sleep.

Offline FrankWoods

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Re: Mental health
« Reply #2 on: June 24, 2022, 08:01:16 PM »
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Offline Tom9

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Re: Mental health
« Reply #3 on: August 18, 2022, 08:40:10 PM »
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Offline Jones756

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Re: Mental health
« Reply #4 on: August 25, 2022, 05:33:31 PM »
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Offline Grindersa

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Re: Mental health
« Reply #5 on: September 06, 2022, 07:39:16 AM »
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Offline steaveshawn996

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Re: Mental health
« Reply #6 on: September 21, 2022, 02:19:00 PM »
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Offline steaveshawn996

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Re: Mental health
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