In the company where you work, the HR sector has policies for how to take care of mental health at work? Mental health in the workplace has an immediate relationship with:
- the motivation of employees to grow in the organization
These are the main reasons why HRs have been concerned with the issue between mental health and work, dealing more and more with concepts such as what it means to have quality of life at work.
Mental health awareness at work has exploded over the past five years. Online publications, for example, have dedicated a lot of space on the subject.
And rightly so: the mental health of employees, once taboo, has already become a constant for people who have had their mental health at work impacted and who now want to overcome the barriers imposed in their routines.
It is worth mentioning that no employee wants to give the impression that he is overworked or that he cannot handle the responsibilities of the job. Nor does he want to feel less than others or to be treated differently due to a personal problem.
So, how to deal with this growing problem and the need for a qualitative solution for the promotion of mental health at work?
In this post, we will discuss all these issues and initiatives on how to take care of mental health at work. Check out!
Data on mental health and quality of life at work
Mental health problems in the workplace have an extraordinary global economic impact. According to a September 2017 report conducted by the World Health Organization (WHO), mental health costs the global economy about $ 1 trillion a year in lost productivity.
The topic should not be new to many HR specialists, as disorders of our mental and emotional well-being affect the ability to do the job properly and efficiently.
This, in turn, affects time, resources and, ultimately, harmony in the work environment – whether in interpersonal relationships and communication or individual performance that affects a company's overall productivity.
Many organizations try, indirectly, measures on how to take care of mental health at work, offering benefit packages designed to make the company more fun and inviting, such as free food, games rooms and other attractions.
It turns out that while ping-pong tables and the free soft drink offer make office life more fun, they do not provide adequate mental health support for employees who are really lacking.
The Center for Prevention and Health estimates that the problems of mental illness and drug abuse cost employers between $ 79 and $ 105 billion a year – and that is only in the United States.
So instead of looking for fancy solutions to keep employees distracted from the reality of office life, organizations should focus on establishing the right support culture first and then discovering what extra benefits their employees want – and need.
How to take care of mental health at work
Worrying is not enough. To ensure that your corporate routine is not influencing or contributing to aggravating the low quality of mental health at work, how about taking the lead and being an aggregator in the solution of these aggravating factors?
For this, we have gathered some ideas on how to take care of mental health at work that can make all the difference in the valorization of your human resources. Check out!
1. Days dedicated to mental health
Organizations often prefer employees to combine their personal days with the holidays.
However, personal days reflect precisely the need that people have in:
- reconcile family time;
- solve your particular problems;
- rest to recharge your energies.
Therefore, your company can take as a first step, breaking this stigma by providing a few days dedicated to mental health and quality of life at work.
And do you know how to do that? Start by bringing HR together to consider a general statement for the company, explaining how much the organization values the emotional well-being of employees.
Then, try to offer a benefit of guaranteeing them assistance, understanding and guidance if they need help with their mental health – such as looking for professional treatment on the subject.
2. Ensure emotional well-being in the workplace
Another initiative on how to take care of mental health at work is to create campaigns to involve employees such as:
In addition, these actions can be complemented with:
- guidance or promotion of healthy eating;
- training exercises and activities;
- team integration.
This all contributes, directly and indirectly, to the qualification of mental health at work.
Not to mention that they are measures capable of helping to create an organizational culture focused on the quality of life of employees – which consequently generates a more valuable internal and external brand perception.
Read more about this topic in the post: 4 examples of quality of life programs in companies
>> One of the proposals to promote mental health in the workplace is to promote quality of life in the company! For this, we created a e-book full of tips to create a quality of life program in your company. Click here and access now!
3. Provision of treatments within the company
This is a trend of how to take care of mental health in the most common work in large companies and with an organizational culture that is already deeply disseminated internally. It is the feasibility of assistance treatments internally.
In other words: guidance services or even psychological counseling so that employees have immediate, precise guidance so that they can take care of mental health at work – and outside of it, too.
This also benefits those who need professional help, but cannot reach it for a variety of reasons, such as lack of time or long distances to these services.
Provided they are treated with the utmost confidentiality, on-site treatment sends a message to employees that their well-being is truly valuable and encouraged.
4. Establish open communication between leaders and their employees
It is worth mentioning that the promotion of mental health in the workplace can also be carried out with simple actions, but with great impact: efficient, open and transparent communication is a good example.
How about scheduling regular check-ins and encouraging thoughtful discussions to establish the trust and communication of the positive culture in the workplace?
This may be a fine line for many managers, but the training and qualification of employees allows them to do it naturally and see the benefits of it.
For example: they get to know their employees at a closer and more individual level, they start to see signs of positive changes in this relationship and, consequently, in the work routine.
Therefore, with company leaders learning more and understanding their employees, they can open lines of communication that bring unknown issues to light.
In doing so, they find solutions that help with mental health at work and, at the same time, establish employee trust and loyalty.
The key here is to assure employees that no judgment will be made. Organizations, in fact, can – and should offer tranquility and encouragement by being transparent about the leadership development program around the issue.
Mental health at work generates employee engagement
In a 2015 study by the National Alliance on Mental Illness of Massachusetts it was found that at least one in three employees struggling with a mental condition, reported receiving the help they need.
In addition, the report states that 62% days off work were attributed to impaired mental health conditions. Only these statistics seem to suggest the possible advantages of providing support to employees who suffer from mental health problems at work.
However, the advantages are broader and become even more evident when we see that more than 80% of employees who received treatment felt much better about their jobs.
Clearly, companies looking for alternatives on how to take care of mental health at work – even if it is simply culture of support and encouragement for employees – they are doing something positive for themselves, but mainly for their most valuable resources.
If employees who receive treatment report greater job satisfaction, providing direct assistance in the form of wellness and treatment initiatives can even promote increased productivity and performance.
Establishing this culture is the first and most important step and the example must be set from the top. Business leaders, including CEOs, human resources professionals and executives, are responsible for creating, communicating and demonstrating the culture they want.
Without such leadership, there can be no guarantee that any of these issues will lose stigma and the obstacles associated with recognizing and treating mental health problems at work will remain in place.
Mental health in the workplace and financial health
7 out of 10 people recognize that they are unable to deal with financial unforeseen events. When problems like debts and overdue bills arise, they directly impact mental health at work.
Have you ever thought about how your company can help employees use more advantageous and cheaper alternatives than overdraft?
Get to know the tool HR Consultant UKy and learn how the system that implements payment on demand works, that is, your employees can advance part of their salaries whenever they want.
HR Consultant UKy can be one of the most valued benefits for those who work at your company. Talk to an expert and learn more!
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