When managers make mental health problems worse



David McCormack – ruche360

May 13, 2022





Companies must “follow the lead and not just talk” about how they support workers’ mental health issues or they will pay the price in reducing company profitability and staff retention.

Companies must stop pretending to support workplace mental health support by creating a robust, unobtrusive, flexible and remotely accessible mental health support strategy that includes training managers on how to support employees suffering from mental health problems.

“Last year, mental health issues accounted for nearly 20% of all lost working time in the UK, were the leading cause of sick leave among UK workers and cost businesses £43billion. British,” said David McCormack.

“Furthermore, around 35% of employees admit they would quit a job if offered a job elsewhere in order to escape a stressful work environment – ​​and not necessarily for financial gain.

“With the cost of recruiting to fill vacancies estimated at around 33% of original employees’ annual salary, it’s time for companies to step up and ask themselves if their mental health offering is truly fit for purpose. , or resign themselves to a blow to their bottom line, and that staff will leave.

His comments coincide with this year’s Mental Health Awareness Week (9-13 May 2022) and the stark reminder that poor mental health continues to be a real problem in the UK, with consequences for the both for business productivity and sustainability, and for all workers. physical health.

“There are many physical risks associated with poor mental health,” David explains, “such as high blood pressure and suppressed immune function. It can even affect brain function and temporarily impair strategic thinking and boring creative abilities.

Here’s a guide that includes a series of quick fix initiatives designed to support employee mental health in the workplace and, in turn, boost employee engagement and positive experiences:

  1. Create a safe space – make sure the workplace has a space where employees are comfortable being honest about their struggles and feelings.
  2. Show you care – make it clear that the company considers employee well-being essential with a workplace mental health plan. Encourage staff to take lunch breaks, vacations, and to log off when they have time set aside.
  3. Collect data – anonymous staff surveys, regular one-on-one and small group meetings, and performance reviews are effective ways to gather team feedback on their stress level and well-being. to be mental. Tracking employee wellbeing is key to understanding when and how to provide needed support.
  4. Lead from the top down – directors, managers, and business owners can help break the stigma of talking about mental health issues by sharing their own struggles with stress and wellness. They can demonstrate that the mental and physical well-being of staff is a priority with actions not just words, such as not responding to non-urgent after-hours messages and emails. Give staff time to exercise, do yoga or meditate, and when they are away from work to rest, make sure they do.
  5. Provide robust resources – Complement and complement existing healthcare and wellbeing support with digitally-enabled mental health solutions that are available to staff when and where they need them.

www.ruche360.com


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