Understanding Mental Health Problems | Training log
Mental health-related absence is the most common cause of long-term sickness absence from workplaces in the UK, and unfortunately the trend continues. With employees adjusting to new work models and the speed at which roles and expectations are changing, many are struggling while dealing with anxiety and ongoing safety issues regarding Covid rates and impact continued pandemic.
The cost of poor mental health to businesses is more than just a financial problem. To put it in perspective, according to The Mental Health Foundation, “a 70 working days have been lost every year due to mental health issues in the UK. And the Center for Mental Health noted in July 2020 that “the economic and social cost of mental illness in England has increased over the past decade to almost 119 billion pounds sterling one year.
Ensure teams have the capacity and skills to support colleagues with mental health by humanizing them and identifying triggers and issues
Yet, interestingly, the pandemic has raised the issue of mental health, and for many it has been an unexpected opportunity to be more open and to have better and more encouraging conversations. Now more than ever, we have the opportunity to proactively create more inclusive organizations with healthy cultures that ensure talented people get the support they deserve and need from their employer.
There are several practical steps that all organizations can take to create a broader mental health strategy that will continue to have a positive impact on the branding of their employees as well as the mental health and well-being of their employees. teams. Ultimately this has a significant ROI with a recent report from Deloitte stressing that every £ 1 spent on staff welfare translates into a return of £ 5 for employers.
The first objective should be to create an environment where it is acceptable to disclose or not to disclose mental problems or illnesses in the workplace and where it is acceptable to ask for help. A Disturbs A survey found that one in ten employees rated their current mental health as bad or very bad. But many people are too afraid to bring up the issue for fear that their managers or coworkers will not understand and it will have a negative impact on their work, their relationships and their future prospects.
Education and coaching are essential to turn the tide and implement a culture that includes psychological safety. Naturally, without proper training, managers shy away from the topic of mental health. The fear of “saying the wrong thing” or making things worse can lead to a culture of silence. Providing managers with practical skills that can be used daily in the workplace can prevent mental health issues from escalating into crisis. Being able to spot early warning signs and symptoms and feeling confident in guiding people to appropriate support is a valuable skill and skill to possess as a manager.
Workshops are an effective way to help managers feel more confident in talking about mental health with their teams. Training managers and senior teams can have incredible benefits. If mental health issues are not recognized or addressed, they can quickly lead to more serious problems for the organization and the employee. Quickly identifying struggling employees can reduce their recovery time and help them manage work, personal and personal life together effectively.
But with the numbers growing around mental health, organizations should consider providing mental health first aid. The Center for Mental Health Thinktank has warned that, based on research on Covid-19 and the effects of other epidemics on mental health, 20% of all adults in England will need support for depression, anxiety, post-traumatic stress disorder and other mental health issues in the months and years to come.
Mental health first aid helps to better understand the problems and the impact. With flexible and hybrid work practices still in place in many places or even the wait to return to work while there is still fear of contracting Covid-19 can trigger many of the difficulties identified. Ensure teams have the capacity and skills to support colleagues with mental health by humanizing them and identifying triggers and issues, such as why returning is causing anxiety and what may be made to solve problems, can completely change the dynamics.
And finally, if someone has had to take some personal time, making sure you have a mental health program that supports and allows for a smooth transition to the office helps close the circle. Combining education and coaching to ensure teams and individuals have the right return-to-work plan and providing a safe place to address self-esteem will build resilience and help staff return with confidence.
Ultimately, with the right support and structure, our employees can fully devote themselves to the job. When we are able to do this we have better engagement, productivity is at its peak and we are able to do our best and most innovative work without wasting time and energy trying to do well. appear or integrate us. A healthy culture with a healthy team means thriving and giving the best of ourselves – the most reliable way to grow a business.
Caroline Moore is Managing Director of Work transitions