The workplace isn’t always the first thing you think of when it comes to mental health support. But businesses should and are playing an increasing role in the intervention and prevention of mental health conditions and mental illness.
This is on the back of the gradual realisation of how much mental health impacts the economy and the workforce. With fifteen per cent of people in the workplace showing signs of poor mental health. And one-in-four adults estimated to experience mental health issues each year.
Without the proper support, the pressures of work can cause their issues to worsen. And most businesses can’t afford a quarter of their workforce becoming too unwell to work.
Thankfully, many elements are leading to positive changes in this area. Policies are gradually being changed to encompass support within organisations. Plus, employees now have different expectations when it comes to company culture.
Xennials, Millennials and Gen Z care more about working for supportive companies with benefits than they do the salary. They’re also more likely to quit ahead of finding another job.
So, companies who refuse to look after their employees can expect to experience high turnover rates and increasing recruitment costs. Not to mention a poor reputation which would make it harder to find good people.
You can avoid these problems – and the associated recruitment costs – by reviewing processes with mental health in mind. Identifying the aspects that are putting a strain on your employees’ mental wellbeing and making the necessary improvements.
Find out more about the reality of the situation, how you can prevent issues and support mental wellbeing below.
Identifying the problem of Work and Mental Illness
The existing culture of silence in workplaces allows mental health issues to go unnoitced. With sickness absence, increased presenteeism and higher levels of staff turnover being just a few of the consequences that result.
Employers are lagging behind wider societies progression in maintaining good mental health. Despite the poor negative implications of work and mental illness being evidenced for years. For instance, the 1967 Whitehall Studies assessed how staff at various levels of employment were affected mentally and physically by their work. Concluding that poor treatment of workers leads to an increase in stress-related illnesses.
It showed higher level staff had more control of their workload and support within their role. With the lower level employees succumbing to more illnesses due to job stress. Which resulted due to poor skill utilisation, tension and lack of clarity in their tasks.
Less control in the workplace was proven to lead to an increased risk of future coronary heart disease. Which could be reduced simply by giving employees more variety and influence in how their work is carried out.
Ultimately, it demonstrated the psychosocial work environment could predict rates of sickness absence. And identified that further control and support in workplaces can positively affect the health, wellbeing and productivity of employees.
While this study has been widely accepted for 50 years, many employers still provide little support or benefits for employees.
The current state of Poor Mental Health in the Workplace
Currently, poor mental health costs the economy between £74-£99billion each year. Around 72million working days are lost because of it and that directly costs employers between £33billion and £44billion per year.
Poor mental health is the leading cause of sickness absence. And choosing to ignore the ramifications of work and mental health issues is evidently a costly mistake.
Your business can avoid these costs and instead become a pillar of support for employees by providing early crisis intervention. This not only ensures employees get the help they need, but it reduces absence and loss of valued team members.
You and your management teams can gain crisis intervention, mental health first aid and other skills easily through appropriate training. Taking courses like mental health first aid and mental health advocacy in the workplace. Which enables you to have trained mental health champions on hand at all times.
Turning your workplace into one that provides effective support benefits everyone involved. Valued employees are more likely to feel content, take pride in their work and remain with your company. Improving productivity, the bottom line and reducing your expenses relating to employee turnover.
Studies suggest that for every £1 invested in workplace mental health employers receive £4 back. So, it’s clearly a worthwhile expense for both employers and Governments.
Many people manage their mental health issues effectively alongside their work and daily life. Some do so with further treatment and support when diagnosed. However, others may experience symptoms but have not sought help for/received an official diagnosis.
This can make it difficult for your business to identify the individuals who need assistance. As such, creating an openly supportive work environment for all mental health needs is the best approach. So that anyone needing support feels safe and able to seek help.
How Company Leadership can Help
Workplace employees of all levels are responsible for ensuring mental health is an openly supported topic. Though, leadership and management teams are key to setting examples and promoting positive mental health at work.
Treatment from line managers and the general behaviour of leadership affects the way employees feel. So, you want to be sure those which are coming from your senior level staff aren’t creating a toxic culture.
Ideally, leaders should invest time in making sure everyone shares the company vision. Discussing changes and decisions transparently and including the wider team in the business ‘tribe’ so they feel involved and appreciated.
Management can sometimes be so concerned with the running and organisation of things that they lose sight of the people involved. Leaving them failing to notice times when employees are struggling.
As such, managers and leaders must both be aware of the potential triggers and indicators of concern. Since they’re in a position to positively alter the working conditions that present risks to employee mental wellbeing.
What they can do
- Advise them to take their full annual leave entitlement
- Be attentive to signs of a poor work/life balance
- Encourage staff to work sensible hours
- Enforce rest and recuperation after busy periods
- Ensure employees take full lunch breaks
- Insist team members avoid working days outside their work schedule
- Reassure them they needn’t blur the lines of home and work
Making your employees feel safe in their job is important to ensure they are happy and supported. And removing any active or implied pressure from above will certainly lift the weight on their shoulders. Showing you care is the best first step to opening the dialogue surrounding mental health.
Become a Mental Health Champion
Many employers are still uncertain about their responsibilities to protect employees with mental health issues. But you can easily get what you need to provide positive and effective support.
Spotting the warning signs of poor mental health early on is paramount. If detected early, any latter intervention and support has a higher chance of being beneficial. So, having the appropriate training means you’re more likely to reduce avoidable negative experiences for your team. And the likelihood of them leaving the workforce.
If you’re ready to take the next step, Stonebridge Associated Colleges can help. We are the leading UK distance learning provider. With many online courses teaching you how to maintain good mental health in the workplace.
From emergency response for mental health in the workplace to awareness of mental health problems. Each course will raise your awareness.
Find out more about how you can study online to become a workplace mental health champion. Simply click the link to view our mental health related courses below.
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