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Mental health and mental illness cannot be compartmentalized, and therefore are workplace issues. Encouraging a good work/life balance, developing good communication, supporting flexible working practices, and promoting positive working relationships and social activities are also important. Ways your organization can show care is through offering community service days, family activities, recognizing excellent employer-employee cooperation, and promoting the voices of employees and management in community meetings and activities. Some questions that employers can ask about their mental health approach include: How does your organisation manage change and redundancy processes? How well do you involve staff in making decisions about internal changes? How do you look after your own mental wellbeing at work? Prior to implementing new mental health supports, a needs assessment should be conducted to understand employees’ needs and support gaps. Employers should also develop their mental health strategy or new supports in consultation with employees – to ensure they are relevant and accessible. Where possible, businesses should offer a variety of supports so employees can choose which option(s) works best for them and their families. The world of work is changing, with employee engagement, flexible working, resilience and talent management now common currency. Positively managing mental health underpins these approaches and can reap rewards in terms of staff morale, productivity and loyalty.

Tackling the mental health at work problem before it actually becomes a problem seems like a natural approach to take. For instance, organizations can offer their employees easy access to self-help solutions such as meditation and yoga. There are numerous digital wellness services available, similar to gym subscriptions, that make it easy to incorporate them into an existing employee wellness program. There are many effective actions that organizations can take to promote mental health in the workplace; such actions may also benefit productivity. Ensure your team feel like they can count on management and the company to be fair and even-handed. When employees trust their managers, they’re much more likely to ask for help when they need it. It’s important to recognise that an employee’s performance or behaviour can be affected if they are experiencing a mental health problem. Even though it may not be easy to become an employee-centric company addressing it is of utmost importance in this day and age.

Nurture Relationships

There is a moral, legal and economic case for giving greater attention to employees’ mental health and wellbeing. However, evidence on workplace wellbeing suggests that employers are not as of yet responding effectively to the task. Managing stress in the workplace is important for both your team and the business. When stress at work becomes too much, it can have serious repercussions on both the employee and the business. And it's more serious than we may realise: the Health and Safety Executive has reported that workplace stress is costing the economy £5.2 billion each year. By being initially proactive about starting mental health conversations, you will make it more likely that team members will in time approach you themselves when they’re struggling. Putting workplace support in place for mental health early to deal with any issues could prevent the problem escalating and having a larger impact on both the individual and the team. Ignoring your mental health can lead to some serious health consequences. According to the National Alliance on Mental Illness (NAMI), approximately one in five American adults (or 43.8 million) experience mental illness in a given year. This is a sobering statistic that should remind both employees and employers why it’s so important to prioritize mental wellbeing. Similarly to any change that happens within organizations, discussions around need planning and implementing properly.

Approaches to mental health at work such as flexible working, building resilience and staff development contribute to good engagement. Workplace wellbeing programs are integral for an organisation's staff, encouraging and promoting health and wellbeing. All good employers are concerned to recruit and nurture talent. Nurturing talent means that staff opportunities for career progression should not be undermined by periods of ill health. A substantial component of sickness absence is directly related to mental health problems. This must be addressed as an explicit priority by employers, trade unions and government. The Access to Work scheme is designed to provide advice and financial support for people with health problems or disabilities that impact on their job. It might provide expert advice for employers and employees or pay towards a support worker or equipment the employee needs at work. Employees who are not clear about their role can experience disengagement and a decline in performance, and can become frustrated. Role ambiguity is a significant risk factor to mental ill health and may lead to psychological injury. On the other hand, having role clarity leads to engagement, job satisfaction, commitment and productivity, all of which are good for mental health. Organisations can make sure their employee benefits package provides support for today.

Be Vulnerable

The annual cost of mental health to employers is staggering. The Independent Review of Mental Health and Employers reports that it’s as much as £42 billion a year. So if you make an effort to boost individual mental wellbeing, how much would you be set to save per employee, per year? One of the single biggest factors that predict success is a stable desire to work. And critically, one of the challenges with our benefits system is that it forces or compels people to work, and through that, they’re not necessarily able to form a stable desire to work - resulting in mental health issues in many cases. A practical approach to mental health understanding at work has been incorporating scenario-based training when helping colleagues think about how to spot mental health problems in the workplace. Through this approach managers have been more engaged, instead of saying ‘just carry on with your job’, they’re being more understanding and supportive to colleagues. From addressing productivity and presenteeism to creating a culture of care, introducing or refreshing workplace wellbeing policy in line with a whole organisation approach can have huge benefits. We need to recognise that many people are working in rapidly changing, sometimes hostile environments where the risk of psychological injury is high. We need to recognise that the riskiest jobs for mental health - those with the most demands and the least control, the least reward per effort, and where the organisational justice is negligible are those often occupied by people with the highest risk of mental health problems. Communication that emphasizes that leadership cares about concepts such as should be welcomed in the working environment.

The profile of mental health and wellbeing both inside and outside of work has never been higher You can never be certain when a particular member of staff will need support from an expert in psychology, human services, social work or financial advice. We cannot create a wellbeing environment if we don’t train our managers to look after their people effectively. We’ve got to understand how to train and teach managers, and what we hold them to account. The Health and Safety Executive (HSE), Chartered Institute of Personnel and Development (CIPD) and Investors in People have developed a stress management 'competency indicator' framework of tools to allow managers to assess whether they currently have the behaviours identified as effective for preventing and reducing stress at work. Many employers are already creating healthy, inclusive workplaces, but more needs to be done so that employers provide the support needed for employees with mental health conditions. Thinking about concepts such as is really helpful in a workplace environment.

General Mental Health Interventions

Communication is key when it comes to mental health. Employee perceptions about attitudes towards mental health and available support may be as important as having the support there in the first place. Mental health is just like physical health: we all have it and we need to take care of it. Different approaches to managing mental health in the workplace may be needed by micro, small and medium-sized businesses and organisations for promoting mental wellbeing and managing risks. Smaller businesses and organisations may need to access the support provided by organisations such as the Federation of Small Business and Chambers of Commerce. Unearth more intel regarding Mental Health In The Workplace Programs Mediations on this link.

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