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What precisely do you perceive about Employee Mental Health Initiatives? Well, conceivably after seeing this feature, you'll appreciate a lot more. In a lot of countries, the stigma associated with mental health is very high. Having a psychiatric disorder is frowned upon and sometimes even laughed at. But you can change this by talking about it. You can conduct mental health awareness programs. You can give presentations, share your personal experiences (if any). Smaller organisations are less likely to have resource or budget set aside for employee mental health initiatives, unlike larger companies. Workplace mental health needs to be an important part of the wider transformation of how society approaches mental health, empowering individuals as employees to require transparency of their employers, and understand how to support themselves and others. When having mental health conversations with team members at work, be clear about why you’re bringing up mental health with a team member, so your intentions won’t be misinterpreted. Most people who have ongoing mental ill health can continue to work successfully with either minimal support or no support at all. Healthy workplaces deliver greater productivity, improve workforce participation and increase social inclusion. It’s important to get this right because the consequences of ill health on individuals, their families, communities and the economy are profound.

Organisations should show appreciation for their employees’ hard work and help create a culture of stronger engagement, motivation and job satisfaction. By focusing on their strengths and accomplishments, you’ll encourage them to maintain or increase their job performance. At any one time many employees will be thriving, but with frequent movement between thriving, struggling and those who are ill, and possibly off work. Emotional Resilience, or the capacity to calm your mind after a negative experience, is a major factor in emotional health and job satisfaction. A wellness program that helps develop emotional resilience will equip employees to deal with disappointment, failure, or crisis, learn from it, and continue to move forward. Poor mental health and emotional distress in the workplace are problematic for companies for a number of reasons. Poor mental health at work can result in safety liabilities, poor decision-making, decreased profits, poor job performance, low productivity, disengaged employees, poor communication and high employee turnover. For employers not investing in wellbeing initiatives, workplace wellbeing ideas can be a difficult notion to comprehend.
<h2>Confidentiality Around Mental Health</h2>According to the National Alliance on Mental Illness, rates of cardiovascular and metabolic diseases are twice as high in adults with serious mental illness. While there is increasing awareness of the impacts of poor employee mental health, there remains a disconnect between employers’ intentions Government policy has increasingly called out the responsibility of employers to safeguard the mental health of their employees, but firm incentives have not, as yet, been implemented. Long-term strategy development and the implementation of and adherence to a mental health policy can help ensure ongoing, consistent support of staff well-being. This can include training a group of volunteers in the workplace to become well-being champions, which gives them the opportunity to contribute to their workplace culture and be part of a meaningful shift in how colleagues support one another. Emotional health can be a sensitive topic. Employees may be reluctant to share their struggles, as they may be concerned their supervisors will see them as weak, unstable, or incapable. Instead, they may cope by disengaging, doing only the bare minimum and interacting with coworkers and managers as little as possible. Don't forget to send out proper internal communications around employers duty of care mental health in your organisation.
Steps organisations can take to create a healthy workplace include understanding the opportunities and needs of individual employees, in helping to develop better policies for workplace mental health. The way we work together is changing – team work, collaboration and joint problem solving are increasingly demanded by employers, but these working processes cannot thrive in an environment where there is not mutual trust between employers and employees and where staff’s abilities are not valued. For many of us, work is a major part of our lives. It is where we spend much of our time, where we get our income and often where make our friends. Having a fulfilling job can be good for your mental health and general wellbeing. Despite the evolution that’s occurred throughout the years, there is still misunderstanding, mishandling and miscategorization of the behavior of people when it comes to mental health and mental illness. This is apparent in society in general, and prolific in the workplace. And, these misunderstandings are the foundation of many roadblocks that make people nervous to talk about their mental health or mental illness at work. Raising awareness and fostering dialogue about mental health is critical. But talking isn’t always enough on its own. 57% of people say that if their employer proactively supported their mental well-being, it would help them to feel more loyal, be more productive in the office and take less time off work. Organisations can make sure their employee benefits package provides support for workplace wellbeing support today.
<h2>The Economic Burden Of Mental Health Disorders Is Staggering</h2>The leaders of any organisation play a vital role in affecting the culture and helping to ensure everyone can live the values. The way senior leaders behave influences how everyone else does through the organisation. Employers have had to grapple with new challenges with a move to home working. This includes dealing with fatigue as employees juggle professional and family responsibilities, promoting social connections while maintaining physical distancing, managing performance and productivity remotely, virtually supporting employee mental health, and much more. Ensuring people with mental health conditions are able to keep their job will boost productivity and support social inclusion. Removing obstacles to keeping employees at work, and minimising time off work, is associated with better long term mental health and wellbeing outcomes. Developing a mental health toolkit will help your organisation action simple measures to deal with depression and mental health. It focuses around straight-forward direction and guidance, accompanied with easy signposting to the right services. At least one in six workers experience common mental health problems, including anxiety and depression. Similarly to any change that happens within organizations, discussions around managing employees with mental health issues need planning and implementing properly.
Not investing in employees’ mental health can be a huge cost to organizations. While money alone should not be the motivator, the global economy loses $1 trillion per year in productivity due to various mental health conditions.3 By proactively addressing mental health issues in the workplace and strategically investing in mental health care for employees, employers can increase productivity and employee retention. Some larger companies offer services like counselling to employees, free-of-charge. This is often run by an outside company that supplies face-to-face or telephone counselling sessions. All conversations or calls are confidential. Your employer can't ask the counselling company what you talk about or how often. Burnout is not caused solely by stressful work or too many responsibilities. Other factors contribute to burnout, including your lifestyle and personality traits. In fact, what you do in your downtime and how you look at the world can play just as big of a role in causing overwhelming stress as work or home demands. Social relationships both help promote wellbeing and prevent mental ill health. You could talk to, and not email, a colleague, speak to someone new, or share a journey to or from work with a colleague. Many factors can affect mental health at work. Stress is an important way in which work affects mental health. Depression and anxiety are common and may be related to work (as well as to other factors such as difficult life events, for example bereavement or relationship breakdown). Subjects such as how to manage an employee with anxiety can be tackled by getting the appropriate support in place.
<h2>Enhance Work-related Protective Factors</h2>In the workforce, people are often judged by their productivity, and anything that interferes with that — like needing to take time off for their mental health, for instance — can be viewed as a nuisance. This is why many workers have a hard time asking for mental health accommodations, or even mentioning that they live with one or more mental health conditions. Public interest in workplace wellbeing in general, and mental wellbeing in particular, has grown significantly in recent years. We’re now finding ourselves working in an era of hyper-connectivity, continuous change and disruption. Never before have humans had to adapt and manage our energy to both conserve our resources to prevent burnout but to also develop strategies to help us navigate this complexity to be at our best. Stumble upon additional info regarding Employee Mental Health Initiatives at this World Health Organisation web page.
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