Mental health
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2016-05-04 Time
Wednesday, May 4, 2016 3:54 pm - 6:54 pm
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I've been searching for knowledge regarding Mental Health In The Workplace Interventions for a long period of time and have compiled what I have found out in the text of this post.

Take proactive steps to keep your employees’ work/life balance healthy. You could encourage your staff to work sensible hours, ensure they take full lunch breaks, and advise them to avoid working at weekends. Employing the right person for the job and getting the staffing right on particular projects in the first place is crucial to help prevent stress and promote individual resilience. A key source of work-related stress and poor mental health is a misfit between the individual and the role, or between the needs and values of the person and those of the work environment, or between the individual’s skills and abilities and the organisation’s demands on them. Thirty years ago, most workers with mental health issues did not expect to receive significant help from their employer beyond, in the more enlightened or benevolent cases, tolerance and some time off work. For the government and the bodies that enforce health and safety at work – the HSE and local authorities – the emphasis had traditionally been on safety with consideration of health matters mostly addressing physical health. It is important to ensure employees are given the opportunity to disclose any health condition that could potentially affect their performance. Line managers should make it clear that any disclosure of a mental health condition will be dealt with in a supportive manner and not prompt disciplinary action. The 2017 Mental Health at Work survey found that 15% of employees had faced dismissal, disciplinary action or demotion after disclosing a mental health condition. How people are treated and managed on a day-to-day basis is central to their mental well-being and engagement, as well as the level of trust in the employment relationship. The behaviours of line managers will, to a large degree, determine the extent to which employees will go the extra mile in their jobs, are resilient under pressure and remain loyal to their organisation. We all come to the topic of mental health with our own ideas and exposure levels. You will have your own experience of mental health or mental illness, and your own motivation for why you want to learn more about the topic. Perhaps your interest in the subject has been sparked by your own experience of clinical depression or intense, long-standing stress at work.

Despite being neglected as a workplace issue (even RIDDOR, the regulations that govern reporting accidents at work, specifically exclude suicide), there are important reasons why suicide should be seen in the context of work. Poor workplaces are bad for our mental health. Precarious work, impossible targets, bullying and harassment can be major sources of stress. Through the efforts of many advocates, organizations, researchers, and brave patients, we have gained an understanding of how to helpfully treat mental illness. Communicating openly and authentically helps team members open up to you. Choosing to be kind over right, or admitting to vulnerabilities and uncertainties, can really benefit team trust. Everyone has been stressed by work or life at some point. Even if you as an employer have not struggled with mental illness, or you’re not yet ready to share with coworkers, find someone in leadership who would be willing to open the dialogue. Employees will follow the lead, but someone needs to take the first step. Discussing ideas such as [url=]managing employees with mental health issues[/url] is good for the staff and the organisation as a whole.

Invest In Mental Health Training

The most common diagnosable mental health problems are anxiety and depression, which often co-exist and are leading causes of long-term work-related ill health. Regular staff surveys and other research are useful to build data about staff mental health, using findings to plan and deliver action and inform workplace policies. If organizations doubled the percentage of their employees who have a best friend at work, they would realize fewer safety incidents, higher customer ratings and as much as 10% higher profit margins. Contrary to old-school business thinking, friendships increase speed and efficiency. People spend less time second-guessing their coworkers’ motives and intentions and more time having transparent conversations that lead to high productivity. Friends go out of their way for friends. When you’re open about the importance of mental health, you enhance your overall business reputation. 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. For employers not investing in wellbeing initiatives, [url=]workplace wellbeing support[/url] can be a difficult notion to comprehend.

Creating the right culture involves many things but a good place to start is to make sure everybody in your workplace shares an equal understanding, awareness, sensitivity and respect of the importance of good mental health. By nurturing a mentally healthy environment attitudes and behaviour will change too - managers and staff will be in a better place to help and support anybody affected by mental health issues at work. In the last decade or so mental health and wellbeing has become a crucial societal issue. Increasing numbers of children and adults in the UK are struggling with their mental health. Creating good mental health wellbeing in the work place can include being flexible and generous with employees, including staff in community-based activities, supporting fundraising for a good cause or charity (strong businesses need strong communities and vice versa). It’s also about appropriately, authentically and publicly showing gratitude to employees. A health-focused culture in an organisation improves employee wellbeing and leads to higher job satisfaction and retention. The use of safe, respectful, and inclusive language is key to a psychologically healthy and safe workplace. Prioritising mental health and building resilience right now is the best way to get through the economic downturn. Open and supportive workplaces benefit everyone – employees, employers and the bottom line. Weathering the storm together puts an organisation in a strong position. An opinion on [url=]how to manage an employee with anxiety[/url] is undoubtebly to be had in every workplace in the country.

Happy And Healthy Employees Drive Success

Many workers are unwilling to talk about stress at work, because of the stigma stress has. But stress is not a weakness and can happen to anyone. Businesses should ensure they have the support mechanisms in place to help anyone who is experiencing mental health, whether this is making adjustments to their workload, signposting them to your resources or even directing them to professional support. In times of profound stress and uncertainty, it’s more important than ever to protect our mental wellbeing. Equip yourself and your team with evidence-based tools to help you thrive in challenging circumstances. Employers of all sizes and sectors should promote and improve the mental wellbeing of their employees. Improved employee mental wellbeing may help to reduce sickness absence and staff turnover and increase performance and productivity. Mental health challenges are a growing concern for employers worldwide. Organisations can make sure their employee benefits package provides support for [url=]workplace wellbeing ideas[/url] today.

Age and gender both have an impact on the likelihood of an employee suffering poor mental health. Women generally feel more comfortable talking about their health with colleagues, and as line managers to their employees. Work is better for the individual – work in good conditions is good for mental health and well-being and aids recovery from mental ill health. A mentally healthy and safe workplace culture makes employees feel more comfortable coming forward with mental health concerns. It can help keep employees at work and support them when they return to work if they’ve been on disability leave. Mental ill health and stress are associated with many of the leading causes of disease and disability in our society. Promoting and protecting the mental wellbeing of the workforce is important for individuals’ physical health, social wellbeing and productivity. Mental wellbeing in the workplace is relevant to all employees and everyone can contribute to improved mental wellbeing at work. Not everyone who experiences mental ill health will exhibit obvious signs. So, it is important for a manager to regularly ask team members 'how they are doing' and create an environment where staff feel able to be open and honest about how they are feeling. Similarly to any change that happens within organizations, discussions around [url=]employers duty of care mental health[/url] need planning and implementing properly.

Mental Health Support

What affects employees outside the workplace can affect them in it, too; it’s inevitable. No organization or manager can force people to be friends. While this element may seem like the most difficult for an organization to influence, it may be the easiest. While both remote and in-person socializing is beneficial, in-person interaction has the greatest impact on mood. But that doesn’t mean you have to overdo it or that social connections have to drain time to be effective. Create regular opportunities for people to get to know one another through work. Then let human nature prevail. Uncertainty breeds anxiety, and we are living in uncertain times. Find extra information regarding Mental Health In The Workplace Interventions on this [url=]World Health Organisation [/url] link.

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