Loz Harper's blog : Want Selection Options For Workplace Mental Health Programs? Have A Look At This

Loz Harper's blog

The vast amount of individuals on social networks, particularly Linked In and Open Diary, conversing about Workplace Mental Health Programs keeps growing monthly. I'd like to know what you think about Workplace Mental Health Programs?

Work-life balance all comes down to flexibility and making work integrate seamlessly with real-life matters. Employers who can allow for versatility will have a competitive advantage in attracting and retaining top talent. In the modern workplace, however, flexibility can take many forms. Workplace health promotion programs have proven to be successful, especially when they combine mental and physical health interventions. The workplace is an optimal setting to create a culture of health because ommunication structures are already in place and programs and policies come from one central team. With new workplace difficulties arising, companies need to maintain a positive work environment now more than ever. Offering wellness programs, and access to wellness resources is important for the success and productivity of the employees. Positive affirmations through milestone gifts or customer reviews are also a great way to keep up spirits. Employers need to communicate clearly through policies on stress management or mental health that people with issues will be supported and outline what help is available, as well as being clear with employees about relevant ill health and capability procedures. Workshops that tackle stress, work-life balance and mindfulness are really popular for staff. From academic study to learning the benefits of laughing, breathing and dealing with anger to arts and crafts, workshops are a great way to build confidence at work. Risks to mental health can arise out of the nature of work. This includes customer related stress, remote work, shift work and exposure to traumatic events. Risks can also arise out of the context of work including poor team climate and poor quality people management practices such as lack of role clarity, poorly managed change, a breakdown in relationships and high work pressure and demands.

.Workplace Mental Health Programs.

Mental health can affect worker safety. Even if no actual illness is diagnosed, it’s easy to imagine how a worker’s mental state might affect his or her ability to make good decisions and recognize potential hazards. It’s important to note that someone experiences a mental illness, not that they’re suffering from a mental illness. You, hopefully, wouldn’t say that someone is suffering from diabetes, but rather, that they have diabetes. To say that someone is suffering from mental illness stigmatizes it further and makes it seem as though it’s the entirety of who they are, which is not the case. Make sure you have a good balance between your work and non-work life, with working long hours and overtime the exception and not the rule. Keep clear boundaries between work and home. If you do have to take work home, or work from home, a specific area for work can help maintain physical and mental separation. Normalizing topics around employee mental health in the workplace, and being able to identify and assess burnout risk, make it easier for employees to get the organizational support they need before reaching a crisis point. Similarly to any change that happens within organizations, discussions around employers duty of care mental health need planning and implementing properly.

Remove The Stigma Of Discussing Employee Mental Health In The Workplace

Make sure your company provides employee mental health benefits and services — including everything from individual and couples counseling to group therapy. Employee Assistance Programs (EAPs), for instance, provide access to services that allow employees to reduce stress related to childcare, housecleaning and running errands. 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. Not putting forward a slightly more out-there idea may be because an employee is afraid of speaking out. The most vital action an employer can take is to offer resources for both broader mental health and those who need clinical services. Making clinical services accessible is critical for employees experiencing mental illness. However, the majority of workers don’t need clinical care — they need mental health support. As we navigate various transitions over the coming months and years, leaders are likely to see employees struggle with anxiety, depression, burnout, trauma, and PTSD. Those mental health experiences will differ according to race, economic opportunity, citizenship status, job type, parenting and caregiving responsibilities, and many other variables. Organisations can make sure their employee benefits package provides support for workplace wellbeing ideas today.

There are many risk factors for mental health that may be present in the working environment. Most risks relate to interactions between type of work, the organizational and managerial environment, the skills and competencies of employees, and the support available for employees to carry out their work. We know that poor mental health has a huge impact on an individual’s life and those around them. Impacts can range from lack of sleep or panic attacks; difficulty in concentrating; and low confidence. This can lead to a downwards spiral, as an individual may withdraw from social situations and lose their support networks and structures at a time when they need them most. Workers may come to work even though they are unwell because they are concerned that if they disclose a mental health problem, they will face prejudice. Reduced productivity costs UK businesses up to £15 billion a year. Many people spend more time in the workplace than at home. That’s why it’s essential to create a work environment that’s focused on the well-being of its people. As companies realize the link between their employees’ mental health and their performance, many have started to implement workplace wellness initiatives. If you have as many as five generations of people at the same time and in the same workplace, there are a lot of gaps to bridge. You have different generations bringing different perceptions, belief systems, permission, and language to the table of how they discuss mental health and mental illness (if they’re even willing to discuss it). This can have a huge impact on how this topic is viewed, treated, and debated – especially in the workplace. Subjects such as managing employees with mental health issues can be tackled by getting the appropriate support in place.

Flexible Work Schedule

Stigmas are often subtle or used casually in conversation at work, which makes them difficult to perceive. For instance, most employees have, at one point or another, heard a co-worker refer to a mental health condition negatively or in the wrong context. In fact, even the term "mental health" all too often has a negative connotation. This stigmatization creates a work environment in which mental health is not openly discussed, for fear of judgment. Organisations and leaders need to take a proactive approach towards wellbeing and mental health in the workplace to ensure stakeholders are happy, motivated and productive. However it’s not about merely being more resilient and expecting employees to know how to be more resilient as individuals. It takes a concerted effort and a joined up strategy, which plays out at all levels of the organisation. A lot of workplace wellness tips focus on the importance of physical health, but employees should know that mental health is just as important! Between long hours, built-up stress, and a heavy workload, being a full-time employee can take its toll on your mental wellbeing. In fact, one in four Americans identified work as being a source of anxiety. Creating good mental health wellbeing in the work place can include being flexible and generous with employees, including staff in community-based activities, supporting fundraising for a good cause or charity (strong businesses need strong communities and vice versa). It’s also about appropriately, authentically and publicly showing gratitude to employees. It is important to be informed about the fast moving make-up of pressures in our modern workplaces and the factors driving the mental health and wellbeing of the people working in them. A well-designed and effective workplace wellbeing (or mental health) policy and programme, which gives access to appropriate therapy and other support, can be invaluable. For employers not investing in wellbeing initiatives, how to manage an employee with anxiety can be a difficult notion to comprehend.

Workplaces that support flexible working, carers’ leave, childcare voucher schemes and other initiatives to support caring roles can have a big impact on staff mental health and productivity. Not sharing a mistake or a learning with the wider team may be because an employee is afraid of speaking out. Thirty years ago, most workers with mental health issues did not expect to receive significant help from their employer beyond, in the more enlightened or benevolent cases, tolerance and some time off work. For the government and the bodies that enforce health and safety at work – the HSE and local authorities – the emphasis had traditionally been on safety with consideration of health matters mostly addressing physical health. Your mental health strategy should align with your workplace’s mission, vision and values. It should have a clear link to short and long-term business goals. Consider having a key performance indicator (KPI) specific to employee mental health. This KPI should tie in to your company’s goals and strategies. You don’t need to be a trained therapist to help someone with mental health issues; you just need to be a supportive empathic human who makes an effort to understand what someone is going through. Discussing ideas such as workplace wellbeing support is good for the staff and the organisation as a whole.

Perception Of Colleagues

Depression in the workplace can change an employee's behaviour, although, admittedly, the red flags may not be as noticeable - especially if you're lucky enough to not know what you're looking for. productivity levels but when pressure exceeds people’s ability to cope – and particularly when there is no respite – it can become a negative rather than a positive force – in other words, it can lead to unmanageable stress. Make sure communication methods are seamless. Establish an ‘open-door policy’ to let your employees know you’re always available should they need to talk. Schedule regular one-to-ones to catch up with employees, check in on them and give them regular opportunities to talk about things on their mind. Uncover more details regarding Workplace Mental Health Programs on this Health and Safety Executive page.

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On: 2022-03-21 14:04:52.99 http://jobhop.co.uk/blog/66922/want-selection-options-for-workplace-mental-health-programs-have-a-look-at-this