Is your workplace a safe space for employees to be open about their mental health? If not, then it may be time to make some changes because recent studies indicate that 95% of UK employees feel that their company doesn’t do enough to identify and support people with mental health and wellbeing concerns. And one in six employees are also worried that raising mental health concerns with their boss could put them at risk of losing their job.
If we’ve learnt anything from the last few years, it’s that it’s important to keep a check on your employee’s mental and physical health. If your employees are healthy, they tend to be more productive, efficient and happier, which can lead to a more positive and inviting working environment.
Make supporting employees a number one priority
That’s why we always recommend that businesses have occupational health and wellbeing policies in place. It’s also important to promote healthy habits (leave, overtime, breaks etc.) and ensure sufficient management training to ensure that they have the right skills to be able to listen, understand and then act promptly upon receiving information from their staff.
But it’s also about a mindset shift. Time to prioritise your employees, step up the communications (but don’t overdo it) and maybe change the culture. Instead of having one-to-ones with employees about performance, targets and financial goals, it’s time to get together with them less formally and ask them how they are, if you are struggling with anything and provide advice and plenty of options so they feel supported and cared for.
Flexible work isn’t the whole answer
Since the pandemic, rates of anxiety and depression have shot up, and while flexible working (including hybrid) may help some people, it doesn’t resolve it completely for others who may feel increasingly isolated and lonely. To stand any chance of success, it’s time to make supporting your employees a number one priority and that means being able to offer both preventative and interventive services.
Given the current jobs climate, employers who value an employer by prioritising their mental health, could have a competitive advantage when an employee is deciding whether to leave and/or a prospective employee is deciding between your job and another one.
Prevention is key
Talking, being listened to and understood, as well as counselling, therapy, coaching, meditation, mindfulness, regular breaks, exercise and breathing exercises can help to prevent mental health conditions from developing in the first place.
Essentially, some, or all, of these activities help to ensure your staff are better equipped to manage mental health conditions by making them more resilient. So, if you can incorporate them into your staff’s daily routines, then it will benefit them as much as you when it comes to absenteeism, keeping costs down and happier people who want to stay in their jobs.
How can I help?
If you’re looking to make changes in your business, so that your employees mental health and wellbeing is being looked after but need help and support to get started, please give me a call – 07780 692784 or email firstname.lastname@example.org