Topic: World health organisation

Lots of brands prevail on the market, but how do you know for certain which ones are really the best Mental Health At Work Initiatives brands? I’ll tell you. I’ve covered Mental Health At Work Initiatives singularly for a long time now and I’ve digested a lot on my travels.

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. 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. There are a number of approaches your organisation can take to help transform your workplace and create a mentally-healthy environment. Not asking for feedback may be because an employee is scared of speaking out. There can be times when additional support is needed for employees and managers alike. Balancing the pressures of work with the needs of home and personal life can be at times, stressful. Most organizations have turned to virtual tools to help remedy mental health issues. Many companies, such as Salesforce, have made meditation apps available to their employees. (Meditation app Headspace reported that interest from companies has increased by more than 500%.) Other organizations, including Zoom and Starbucks, have outsourced virtual therapy and counseling to emerging providers in that field, such as Lyra Health.

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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. There is a strong correlation between the authenticity of an organisation’s support and commitment and the willingness of staff to speak up. This is governed by how supported individuals feel and how visible, active and credible their most senior leaders are on this front. 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. Talk about your mental health at work if you are struggling, and do your part to reshape the narrative, inspiring peers and potentially even managers to do the same. Organisations can make sure their employee benefits package provides support for how to manage an employee with anxiety today.

Psychological Demands

Whether you have a job that leaves you rushed off your feet or one that is monotonous and unfulfilling, the most effective way to combat job burnout is to quit and find a job you love instead. Of course, for many of us changing job or career is far from being a practical solution, we’re grateful just to have work that pays the bills. Whatever your situation, though, there are still steps you can take to improve your state of mind. We all have mental health and we all have a responsibility to look out for ourselves and each other. Being in paid employment is generally considered to be a good thing. It’s more than just a way of earning a living: it provides identity, contact and friendship with other people, a way of putting structure in your life, and an opportunity to meet goals and to contribute. And while it’s possible to embrace an alternative point of view, and thrive without paid work, unemployment is linked with poor physical and mental health, and poverty. However, paid employment brings its own pressures on your mental health. In some parts of the world, the concept of mental health as we know it today either doesn’t exist, or if it does, has its own specific lens through which it has developed. The developments around mental illness, diagnosis and treatment largely took place in Westernized countries – including, but not limited to, the United States, Canada, Europe, Australia and New Zealand. And, these countries still pave the way today. Good managers don’t try and do too much and do not try to be therapists. They are conscious of the signs of poor mental health, clear on the support available and ‘check in’ with individuals at appropriate times. They encourage safe disclosure and employee led ideas for adjustments. Managers who show empathy, compassion, fairness and consistency have been found to be respected, and have kept more valued talent at work. This includes undertaking basic manager duties such as 1-to-1s, appraisals and catch-ups. Subjects such as workplace wellbeing ideas can be tackled by getting the appropriate support in place.

Ongoing preventive measures that support the health and well-being of staff can ultimately contribute to a happy workforce as well as the sustainability of the business. Most modern work doesn't have objective conditions for belonging. It's not very clear what's enough. Mental health problems affect everyday activities, and this can be particularly apparent when a sufferer is trying to complete the tasks of their job.  Anyone with mental health issues may carry their symptoms into their line of work. Unlike physical issues that may not flare up during working life, mental illness is a battle that takes place constantly. People are often anxious about disclosing their mental health problems to an employer. But you may have rights which protect you and you should not be treated unfairly. 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. Discussing ideas such as  workplace wellbeing support is good for the staff and the organisation as a whole.

Make Time For Fun And Relaxation

Employees can be healthy overall, but still sometimes experience issues that require mental health support. Organisation should think about the structures and workplace functions as well when devising a mental health poilcy. For example, field workers and physical labourers can be hard to reach with typical wellness supports. This is in part because of their scattered and often remote locations. Mental wellbeing at work is determined by the interaction between the working environment, the nature of the work and the individual. Businesses should ensure they have the support mechanisms in place to help anyone who is experiencing mental health, whether this is making adjustments to their workload, signposting them to your resources or even directing them to professional support. Employees should take responsibility for improving their own mental health literacy by accessing available information, learning about options of support and actively participating in strategies that promote both mental and physical wellbeing in accordance with individual needs and preferences. Similarly to any change that happens within organizations, discussions around employers duty of care mental health need planning and implementing properly.

For a long time, talking about mental health was a taboo subject, and it still can be for some people. Talk about stress management, self-care and mental health in emails, meetings etc. If your employees trust that you won’t think they are “crazy” then they are more likely to speak up and receive treatment. Time to Change is England’s biggest programme to end stigma and discrimination faced by people with mental health problems. The programme is run by the charities Mind and Rethink Mental Illness. It aims to empower people to challenge stigma and speak openly about their own mental health experiences, as well as changing the attitudes and behaviours of the wider public. The benefits go beyond simply reducing the costs associated with negative outcomes (e.g, absenteeism, mental health disorders, and psychological injury compensation claims). Organisational practices that improve employee psychological health and wellbeing (and reduce the incidence and duration of mental health symptoms) also result in improved performance for people with or without a mental health condition. Being mentally well means that your mind is in order and functioning in your best interest. You are able to think, feel and act in ways that create a positive impact on your physical and social well-being. Promoting and supporting employee wellbeing is at the heart of our purpose to champion better work and working lives because an effective workplace wellbeing programme can deliver mutual benefit to people, organisations, economies and communities. For employers not investing in wellbeing initiatives,  managing employees with mental health issues can be a difficult notion to comprehend.

Performance Pressure

Effectiveness at work is has strong links to mental health and wellbeing; research has found that employers can see a 10% increase in performance by prioritising employee engagement and wellbeing. A wellness culture means that employees work together better and make the most of their collective talents. Like illness, wellness is contagious. If employees look after themselves and stay healthy, they’re likely to influence their colleagues to do the same. The key to psychological safety between employees is to foster as much honesty and understanding as possible. You can check out additional insights appertaining to Mental Health At Work Initiatives in this  World Health Organisation entry.

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