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#1 Posted : Friday, March 25, 2022 5:41:58 PM(UTC)

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There are many brands on the internet, but how do you know for certain which ones are really the top Mental Health In The Workplace Schemes brands? I will tell you. I’ve covered Mental Health In The Workplace Schemes uniquely for a long period of time and I’ve learned a lot in my endeavours.

Because of the stigma attached to mental health, your employees might not feel comfortable talking to you about it. Look around right now. You might be able to understand better if someone hasn’t been performing well or if they look really ill. Be compassionate and ask them if they’re doing well. A simple “How Are You” might create a greater impact on them than you know. Your company isn’t the product you make, your intellectual property, your patents, or even the customers you serve. First and foremost, your company is your people. (Literally. The word “company” comes from the military, and simply refers to a body of soldiers.) Good mental health means being generally able to think, feel and react in the ways that you need and want to live your life. But if you go through a period of poor mental health, you might find the ways you’re frequently thinking, feeling or reacting become difficult, or even impossible, to cope with. This can feel just as bad as a physical illness, or even worse. A certain level of pressure in a business environment is desirable. Pressure can help to motivate people and may boost their energy and Steps organisations can take to create a healthy workplace include awareness of the workplace environment and how it can be adapted to promote better mental health for different employees. Relationships are key to our mental health. Working in a supportive team is hugely important for our mental health at work. We don’t always have a choice about who we work with, and if we don’t get on with managers, colleagues or clients, it can create tension. It may be that you need to practise more self-care at these times, but you may also need to address difficulties.


Employee assistance programmes (EAP) are an employee benefit that provides your team with support and practical advice on issues that might be impacting their wellbeing and performance. An EAP generally includes face-to-face, telephone or online counselling and expert support on both personal and work-related issues, with the aim of increasing staff wellbeing and productivity, as well as reducing absences. We all have mental health, just as we all have physical health, and in both cases we are on a continuum, where our health can vary day to day. An important element of achieving a healthy workplace is the development of governmental legislation, strategies and polices as highlighted by the European Union Compass work in this area . A healthy workplace can be described as one where workers and managers actively contribute to the working environment by promoting and protecting the health, safety and well-being of all employees. Nearly 1.2 million people in England are in contact with secondary mental health services. Only 10%–16% of people with a mental health condition are in paid employment of more than 16 hours a week, and just 3.4% of people with more serious mental conditions. Similarly to any change that happens within organizations, discussions around managing employees with mental health issues need planning and implementing properly.

Build Your Confidence On Mental Health

Feelings of anxiety at work can cause us to experience physical and mental symptoms like nausea and a fluttering feeling in your stomach, a thumping heartbeat, hot flushes, grinding your teeth, having a sense of dread, worrying that gets out of proportion about your future or your anxiety or how people might see you, or dissociation. As companies increasingly realize the impact that the mental health of employees can have on business performance and longevity, many have started to focus on implementing or increasing workplace wellness initiatives. More job autonomy is associated with lower rates of anxiety and depression. Employers can increase employees' autonomy by allowing them more freedom to craft how they do their roles. There’s a reason employees feel unable to disconnect and recharge, even amidst a rise in mental health days and in-office lounges. It’s time we start addressing the real issue. Creating laid-back, comfortable spaces isn’t inherently problematic, but equating it with proactive mental health reform is. Simply put, hip does not equal healthy. Bullying and psychological harassment (also known as “mobbing”) are commonly reported causes of work-related stress by workers and present risks to the health of workers. They are associated with both psychological and physical problems. These health consequences can have costs for employers in terms of reduced productivity and increased staff turnover. They can also have a negative impact on family and social interactions. Subjects such as workplace wellbeing support can be tackled by getting the appropriate support in place.

Mental health is important for business. In the 21st century the mental health and well-being of your employees is crucial to the success of your organisation. But, how should you as an employer start to address mental health issues in your workplace? And what activities and policies do you need to set in place? In the workplace, an employee with a serious mental health condition might behave in ways that impact on colleagues, for example talking about plans for suicide or being disruptive or aggressive. Part of their ill health may be a lack of insight that their behaviour is impacting on others. Sometimes people find it easier to speak to people who are not their managers. Peer supporters would allow staff to support one another outside of the line management structure. This would allow someone the safe space to discuss any issues they are feeling about their mental health. It’s normal to feel a little pressure at work. A certain amount is healthy and helps us to be more productive. But when the pressure becomes too much, you may begin to feel overwhelmed and stressed. This is when it becomes a problem. Stigma remains a significant barrier to help seeking, both in terms of fear of discrimination and in terms of internalised self-stigma related to perceptions of weakness or incompetence. A positive first discussion about distress can create a pattern of hope and an expectation of understanding and empathy. An ambivalent or negative discussion can create a pattern of uncertainty, or reinforce embarrassment, self-stigma, or at worst confirm fears of discrimination. An opinion on employers duty of care mental health is undoubtebly to be had in every workplace in the country.

Treat People As Individuals

Poor mental health and emotional distress in the workplace are problematic for companies for a number of reasons. Poor mental health at work can result in safety liabilities, poor decision-making, decreased profits, poor job performance, low productivity, disengaged employees, poor communication and high employee turnover. Wellbeing should be at the core of our thinking about work and the workplace for the future. Supporting mental health at work is a long game with results that will last for a long time. It’s a culture shift in the office which can be scary, but it’s something that’s necessary to humanize your employees and make them feel like they’re a part of something they want to be a part of. Mental health and behavioural disorders are common. At any point, up to 18 per cent of the working age population has a mental health problem. More pressing, the prevalence of mental health problems among sickness benefit claimants is increasing with over 40 per cent of sickness claims recording a mental or behavioural disorder as a primary condition. Issues surrounding work and mental health conditions can be supported by simply making time for regular discussions and feedback with employees. Understand the employee including their mental health, ability to work and performance in their role. Find out what you can about what it is like to have mental ill health and listen to your employees’ experiences. Communication that emphasizes that leadership cares about concepts such as how to manage an employee with anxiety should be welcomed in the working environment.

Since being social is an essential part of human nature, people will find ways to socialize despite what their organization legislates. Do you want a culture of private gripe sessions? Or do you want to make the most of human nature and build a net thriving culture with people who trust each other? Many employers now have positive policies on disability and equality at work and take a more positive view of mental health problems, which ought to mean that being open about your mental health is less of a risk. There are also laws in place to protect you at work if you are considered to be disabled because of a mental health problem. Employees want to be listened to, shown by the desire of mentoring schemes, counselling schemes and monitoring of mental wellbeing (e.g. via surveys). This boils down to a desire to be understood. If employers can take the time to understand the struggles and needs of their employees when it comes to mental wellbeing, then they are well on their way to building a workplace where employees feel able to share their feelings and experiences. If you think you are suffering from stress, you should talk to your GP, who may provide you with advice, refer you to a mental health specialist or for counselling, or prescribe medication. Although you may not want to talk about stress at work, possibly because of embarrassment or fear of stigma or suffering detriment, you should speak with someone at work with whom you feel comfortable. Wellbeing sessions will be a welcome additional to many employees’ lives and ultimately should be part of a healthy work culture. But the shortcoming uncovered here that while they might help some individuals with short-term office-born issues such as a stress, deeper-rooted problems will need further work. Don't forget to send out proper internal communications around workplace wellbeing ideas in your organisation.

Mental Health Programs At Work

As an employer, you have a duty of care to look after your people's mental health. This means you must do all you reasonably can to support health, safety and wellbeing - and this includes stress levels. Workplace well-being isn’t just a measure of physical well-being metrics like nutrition, exercise, biometrics and sleep quality. It’s more holistic and includes a focus on mental health in the workplace. Be sure to continually check in on your employees, and ask how they are. To be more effective, ask them twice. Research from Time to Change shows that 75% of people will say they’re okay, even if they’re not. By simply asking twice, you may uncover an issue that you might previously not have found. Stumble upon supplementary details on the topic of Mental Health In The Workplace Schemes at this Health and Safety Executive web page.

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