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24 Mar 2021
It makes sense for businesses large and small to develop a mentally healthy workplace and making these changes is easy. But the truth is that mental illness is no different than any other illness and should be treated as such. One of the major contributors to mental illness is a feeling of excessive stress. From the colleague perspective, wellbeing champions can prove to be a valuable source of confidential support and encouragement, particularly for those who are disengaged with wellbeing initiatives or mistrustful of employer involvement. For more tips on how to support your employees and their well-being, download our free Insperity magazine, The Insperity guide to employee benefits. Your employee's wellbeing and managing employees with mental health issues can in-turn affect workforce productivity, staff turnover, reputation and customer service.

This kind of added benefit truly shows employees their employer cares. The world of work is changing, and many employers find there is a need to restructure and make redundancies, or change staff working conditions or contracts. Even though we're all working hard. The costs of poor mental health come from a variety of factors. Getting in front of this and proactively providing for their employees mental health needs benefits everyone involved. Looking after workplace wellbeing initiatives can sometimes be quite difficult.

But accomplishing these aims requires a shift in attitudes about the nature of mental disorders and the recognition that such a worthwhile achievement takes effort and time. Mental health first aiders, wellbeing champions and mental health allies all provide essential avenues for employees to discuss their mental wellbeing and access impartial support. If these issues can be addressed through better trained staff, clear policies and procedures and more readily supported accessible help for mental health sufferers then, in turn, businesses can be more productive, which is good for the economy as a whole. People who were furloughed accepted that, people who had to carry on working on the frontline accepted that; and at least for the first few weeks, a lot of people were pulled along by a sense of community spirit. We are only now starting to look at what it is about their resilience and coping mechanisms. Good workplace mental health and good management go hand in hand.

Obtaining treatment for behavioral health issues remains much too difficult. Women, in particular, are less likely to ask for pay rises, so I do reviews twice a year where I am transparent about how I measure the value of roles, and make sure everyone is paid well. Many Health and Safety people see this as an extra task to have to do. Targeted education at the right level, to the right people, with a motivational element, is always going to remain a key part of any successful wellbeing programme. The profession is also engaging for the worker. Try and come up with 10 practical steps to improve mental health at work training every month.

Creating an organisational structure that enables employees to flourish and take pride in what they do, supporting people to function to the best of their abilities, both as individuals and in collaboration with their colleagues, and producing a positive overall experience of work. Look, I certainly agree that you can't make people, or force them to, take care of themselves, whether that be physically or mentally, but I think in order to, I guess, assist them in doing that, I think promoting the vast benefits of doing physical, and looking after yourself physically and mentally, is very important. Concerningly, even among those that have introduced initiatives, many arent evaluating their success. Its not always apparent when someone is coping with a mental health issue. Having now been in lockdown for seven weeks, the uncertainty and concern around our current situation and the longer term outlook has generated a whole mix of emotions and related physical symptoms. Discussing employers duty of care can be a good way to alleviate a difficult situation.

Yes, it means less conflict between your home and professional life. Many companies have volunteering opportunities and corporate social responsibility programmes that enable staff to get involved in community work. Marlene has talk about cultivation opportunities to support managers and supervisors to discuss how to deal with issues in their workplace.


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