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Managing employees

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发表于 2022-4-19 09:13:54 | 显示全部楼层 |阅读模式
Have you ever sat down to locate the lowdown regarding Workplace Mental Health Interventions just to discover yourself staring dumbfounded at your computer monitor? I know I have.

Create an accepting environment that encourages employees to speak up when workloads or personal pressures are causing mental and emotional stress. There are many benefits to this – smoother workplace operations, employee loyalty, work productivity and more.  Give your employees the tools and appropriate pathways to follow, to support their mental wellbeing before a problem arises. Rather than solely reacting when something does happen. We can all start by educating ourselves and others on the wider complexity of what our mental health truly means at its core and remembering that there are varied states of mental well-being. It’s important to recognize mental and physical health are intertwined. Investing in physical health can be an effective aspect of a workplace mental health strategy. It may also be an easier place to start if mental health is a new topic for your workplace. Investing in lifestyle change programs and incentives can be an effective strategy for improving total wellbeing in the workplace. It is discriminatory to make assumptions about people’s capabilities, promotion potential and the amount of sick leave they are likely to take, on the basis of their health. Employers must treat people with mental ill health exactly the same as they would any other member of staff. Work is better for the economy – specialist employment support more than pays for itself by reducing the numbers of people claiming long-term disability and unemployment benefits. We all have tired days but if somebody is coming to work looking consistently over-tired it may be worth a conversation. This is especially important if you notice their tiredness is affecting their productivity, attention to detail and workplace relationships.



Senior leaders are understandably under increased pressure to cut costs and optimise return on investment, and may not immediately uderstand the business impact of poor mental health. Be prepared to make the business case and have figures to back this up – come prepared with figures on staff turnover and morale, and bring relevant feedback from exit interviews. Mental health is the area that has the most prevalent number of incidents reported and in a workforce of 50-100 people you will definitely have members of your team who would benefit from support. As a leader you need to get under the bonnet of what mental illness and what mental health is. You need to attend seminars and meetings and you need to get into it to understand it because how can you help somebody recover if you don’t give them the right support or understand it yourself? Mental health, like physical health, is a continuum. Sometimes people will display early signs of mental ill health or distress. Regardless of whether it is due to work or personal circumstances, your role is to recognise and respond to early signs of mental ill health. Once they establish trust, managers and teams can dream big together — not just about career goals and development but about life and overall purpose and wellbeing. Even though it may not be easy to become an employee-centric company addressing  employers duty of care mental health it is of utmost importance in this day and age.

Really Listen

Many employers encourage an ethos that supports staff, by encouraging colleagues to look out for each other and by allowing work patterns to be flexible enough to account for individual needs. There are many reasons why employers should make mental health promotion in the workplace a priority. The mental health of employees is an As well as having a huge impact on individual employees, poor mental health has severe repercussions for employers – including increased staff turnover, sickness absence due to debilitating depression, burnout and exhaustion, decreased motivation and lost productivity. Recently though, evidence suggests that mental health organisations are putting in concerted efforts to change this opinion. ACAS is a valuable HR source and the organisation teamed up with the NHS Mindful Employer Initiative to develop a training package and advisory booklet that promotes positive mental health at work. Good mental health is vital to business performance, because when staff feel happy and well cared for, they are more engaged, more motivated and more loyal. Similarly to any change that happens within organizations, discussions around workplace wellbeing support need planning and implementing properly.

Harassment and bullying at work are commonly reported problems, and can have a substantial adverse impact on mental health. Employers expect that wellness programs will improve employee health and well-being and lower medical costs, especially with the growing burden of chronic conditions such as cardiovascular disease, cancer, diabetes, and mental ill-health.  Also, these programs can help to attract and retain talented workers, increase productivity, and reduce absenteeism. Mental health and well-being needs to be addressed at an organisational level. All elements of the organisation have a role to play in designing, implementing, monitoring and reviewing policies and practice. Ideally you should form a mental health and well-being working group with representation from senior management, employees, trade unions, human resources and occupational health. In the UK, 1 in 4 people will experience a mental health problem of some kind each year. In a week, 1 in 6 people report having a common mental health problem such as anxiety or depression. With these figures so high, it is so important that business owners take action to make their workplace environment mentally healthy. Increasingly digital health and apps can make engagement in an individual’s mental health easier. For example Soma Analytics have developed an application which measures work-related stress. It uses the sensors in people’s smartphones to identify behavioural changes, such as sleep quality, emotion in voice and physical activity that signal they are at a risk of work-related mental ill health. Organisations can make sure their employee benefits package provides support for managing employees with mental health issues today.

Employees Perform Better When They Feel Supported

Now more than ever, employers should prioritize proactive and preventive workplace mental health training for leaders, managers, and individual contributors There is much evidence to show that having a healthy workforce leads to happier, more engaged and more loyal staff. Your organisations reputation will also get a boost when it begins to be recognised as a mentally healthy, supportive workforce. Employers can play a more significant role in supporting employees through major life events which may include bereavement, problem debt, and relationship breakdown, which can cause or exacerbate mental health conditions. The intersectionality of mental health and other dimensions of diversity should be top of mind as employers strive to create safe, inclusive workplaces. Employers must embed EDI in every part of their workplace mental health strategy and ensure mental health supports reflect the diverse needs of their employees. If you can’t talk openly about something, you can’t manage it. This is why we need to see more organisations speaking publicly and across the business to help normalise discussions around mental health and end stigma around mental health at work. Thinking about concepts such as workplace wellbeing ideas is really helpful in a workplace environment.

The employer must be convinced to carry out a stress risk assessment, on the basis that stress can lead to mental health problems. The arguments for employers having decent policies on stress and mental health are not only moral but include a strong business case. In a lot of countries, the stigma associated with mental health is very high. Having a psychiatric disorder is frowned upon and sometimes even laughed at. But you can change this by talking about it. You can conduct mental health awareness programs. You can give presentations, share your personal experiences (if any). The twin goals of increasing employee engagement and creating a mentally healthy workplace are interdependent. Fundamental to both is the need for strong leadership and a positive, transparent and clear organisational culture which values staff. Changing a workplace culture, even if just the micro-culture within one team or department, takes time. Mental health in the workplace is top of mind for everyone these days. While a lot has changed about what we understand about mental health at work, and how widespread poor mental health is, it's worth taking a look at the basics. Communication that emphasizes that leadership cares about concepts such as how to manage an employee with anxiety should be welcomed in the working environment.


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