Workplace mental health: 5 best practices and rules to be aware of

 It can be difficult to confront the stigma connected with mental health difficulties in the workplace. Many people have unconscious biases against mental health concerns, which can lead to major workplace difficulties like discrimination and harm an employee's well-being.

Furthermore, persons suffering from mental health concerns at work may opt to keep their struggles to themselves for fear of being labelled as weak or unfit to execute their professional obligations, which might prevent them from seeking help.

Here are five steps that businesses may take to properly promote employee mental health at work.

1. Educate your workforce

Mental health concerns, such as anxiety, stress, sorrow, trauma, depression, and burnout, are more frequent than you may realise.

According to the National Alliance on Mental Illness, one out of every five adults will suffer from mental illness in any given year.

When these figures are considered, someone in your staff is likely suffering from mental health concerns. If this is the case, it can affect not only the individual in issue, but also a large section of your workforce, team morale, productivity, and other areas that influence overall business performance.

There are four subtle signals to look for to identify an individual who is struggling with emotional wellness at work. They could:

• Be more prone to be absent from work (increased absence)

• Inefficiency and inadequate decision-making skills

• Have productivity gaps, leading to poor job performance

• Workplace interpersonal interactions are strained.

You may build an accepting workplace that eliminates stigma and minimises the possibility of long-term difficulties by ensuring your staff realise the importance of mental health at work and that common concerns can be rapidly addressed.

2. Promote good mental health practices

Managers and staff who are informed on the impact of mental health difficulties in the workplace will be more prepared to offer assistance, follow proper protocol, and avoid acquiring excluding preconceptions.

Here are six proactive ways to address workplace mental health:

• Provide lunch-and-learn programmes on mental health facts.

• Create an Employee Assistance Programme (EAP) that offers counselling and mental health support. Make certain that your personnel are aware of it and how to use it.

• Managers should be trained to recognise risk factors and symptoms of stress, weariness, anxiety, or depression.

• Maintain an open-door policy for employees to share when they are having a difficult time at home or are feeling overwhelmed.

• Work with managers to determine how they may assist their employees in balancing their stressors and embracing a healthy work-life balance.

• Include information in your employee handbook about how to address mental health in the workplace.

3. Treat mental health hand-in-hand with other wellness initiatives

When it comes to our physical health, we are all aware that we have options. To protect ourselves in advance, we're constantly advised to obtain free flu shots, quit smoking, eat properly - the list goes on and on. Mental health and wellness are no exception.

It's also crucial to be proactive when it comes to mental well-being. You may help open the way to constructive solutions by addressing mental health concerns in the workplace like you would any other wellness topic. 

Openly discussing commonplace mental health difficulties is a vital component of a good work environment. Do not brush it under the rug.

Here are some things to think about:

• Many sorts of mental health problems are caused by stressful life events and are not permanent.

• Employers who are aware and upfront with their employees about challenging topics foster a trusting environment (which leads to happier employees and more productivity).

• Businesses that promote work-life balance and prioritise employee well-being not only minimise the risk of employee burnout but also have lower turnover rates and fewer sick days recorded.

4. Focus on stress management, not stigmatisation

Since stress can appear in a variety of ways, it's crucial not to make assumptions about someone's mental health at work. If you are concerned about the mental health of an employee or a peer, it is preferable to begin with an open conversation without making assumptions or labelling the behaviour.

It is critical to be direct. Be concise and to the point.

For example, you could remark, "I noticed you yelled at Mary during the meeting and abruptly left the room." "Do you have anything going on that you can tell me about?"

As a starting point, advise people to ask themselves the following questions:

• What is the source of my anxiety?

• Do I have the impression that it is only temporary?

• Is it necessary for me to request a change in my workload or schedule?

• What is the source of this?

• Should I seek assistance?

If they signal that they require further assistance for work-related stress, be open to their suggestions. Be encouraging and nonjudgmental. Inform them that there are services available to assist them and connect them with your HR professional or EAP. Remember that mental health issues must be kept private.

5. Create a healthy workplace culture of trust

Your employees are your most valuable asset, and they must feel respected and supported. Nothing expresses this better than cultivating a balanced culture in which employees feel valued.

A great company culture fosters an atmosphere of grace and mutual trust inside your organisation, reinforcing the importance of mental health awareness and acceptance.

Employees who feel valued are more likely to have open, honest conversations with one another and to genuinely care about one another, their work, and your company.

Here are some things you can do to foster a positive business culture:

• Maintain an open-door policy.

• Inform your staff about how their efforts contribute to the overall success of your company.

• Recognise people for their one-of-a-kind achievements.

• Ignore gossip, especially name-calling.

• Be dependable.

• Create a mission statement that acknowledges and appreciates your staff as your most valuable asset.

• Regularly communicate and reinforce your culture.

• Recognise that your words have power; they should be deliberate and careful.

• Lead by example and demonstrate your culture from the top.

We all go through difficult situations in our lives and may experience mental health issues at any time. Being proactive and ensuring your employees get the assistance they require at work can play a significant role in their successful recovery.

If an employee seeks paid time off to address a mental health issue, make every effort to accommodate them. Taking earned leave does not require a medical diagnosis or the use of the Family Medical Leave Act (FMLA) days for significant health issues.

But what if the employee is requesting time off due to a persistent or serious diagnosed mental health issue? It is prudent to consider what kind of reasonable accommodations can be made to assist the employee in performing the essential functions of their work.

Conclusion

In conclusion, prioritizing mental health in the workplace is essential for both employees and employers. By implementing the five best practices and adhering to relevant laws, organisations can create a supportive and inclusive environment. This not only improves employee well-being but also enhances productivity and overall workplace satisfaction. Remember, fostering a culture of mental health awareness is not just a legal obligation but a  moral imperative that benefits everyone involved.