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Relate some pro's and con's about Employer's Mental Health Programs Approaches that you've heard

A two-year study on team performance by Google revealed that the highest-performing teams listed psychological safety as a top priority. They discovered that this type of security helped team members feel comfortable with being vulnerable in front of one another. T If someone is having frequent short bursts of sickness absence, giving a variety of reasons such as stress, migraines and back pain – or, indeed, if they give no reason – they may have an underlying, mental health issue that you need to discuss with them. People living with mental health problems contributed an estimated ?226 billion gross value added (12.1%) to UK GDP. This is 12.1% of GDP overall, and as high as nine times the estimated cost to economic output arising from mental health problems at work. Employers must provide reasonable adjustments to people who are eligible, including people with a mental illness such as schizophrenia, bipolar disorder or depression. Identifying the right changes at work for you will reduce the impact of your health condition on your ability to work, and ensure you are getting the right support. This should also include planning ahead to agree arrangements in case you become unwell. Lack of concentration affecting an individual's quality of work, irritable individuals affecting the workforce's motivation are just a couple of examples of mental health affecting productivity. People with a mental health condition have the same potential as everyone else. Learners with mental health conditions need to be able to get the best out of their experience and gain the necessary skills for work.



The acknowledged stigma around discussing mental health issues means that organisations are likely to underestimate the number of employees with mental health problems and therefore underestimate its importance to the organisation. We know businesses need to do more to support workplace mental wellbeing, and even the smallest change can make a huge difference. Mental health was a rather taboo topic in the not too distant past, but progress has certainly been made in recent years! Though there is still a way to go, particularly with regards to mental health and wellbeing at work. the canteen, to gym membership, to resilience training – to help promote wellbeing. Our end goal is to build an inclusive workplace where everyone feels safe and valued. This means we have to rid ourselves of the stigma attached to mental health and draw attention to its impact on overall health. Don't forget to send out proper internal communications around employers duty of care mental health in your organisation.

<h2>Psychological Protection</h2>Not questioning a decision may be because an employee is scared of speaking out. Mental wellbeing at work is determined by the interaction between the working environment, the nature of the work and the individual. While monitoring productivity is likely to be intrusive and actually increases employees’ pressures to perform, monitoring workloads — including regularly assessing job design and possibly reallocating tasks among your employees — takes a bigger-picture perspective. If you already have a mental health problem, maintaining paid employment can itself be a challenge: the usual pressures of work may sometimes make you feel worse, or you may feel that you can’t be open about your condition to your supervisor or colleagues. However, with understanding and support from your employer, and a little bit of flexibility, work can be a positive experience. Larger employers can and should improve the disclosure process to encourage openness during recruitment and throughout, ensuring employees are aware of why the information is needed and make sure the right support is in place to facilitate a good employer response following disclosure. Similarly to any change that happens within organizations, discussions around workplace wellbeing support need planning and implementing properly.

Anxiety, stress and depression are becoming exceedingly common problems for employers in today’s working environment. More than ever employees state that they feel they have to give everything to their job and their personal lives – which means that health can often come in second place. We may be trying our best to look after ourselves, doing all the right things, but we still find we are struggling. If we are experiencing one of the common mental health difficulties such as anxiety or depression, this can lead to altered thinking, different energy and motivation levels, which all make it harder to do what we need to do to keep well or function effectively. With new workplace difficulties arising, companies need to maintain a positive work environment now more than ever. Offering wellness programs, and access to wellness resources is important for the success and productivity of the employees. Positive affirmations through milestone gifts or customer reviews are also a great way to keep up spirits. If your company currently doesn’t have a wellness program for employees, now might be a good idea to start it. You can circulate wellness surveys to employees asking them for feedback on what a good wellness program means for them. The best employers take a proactive approach to their employee’s wellbeing. They understand one simple truth. A happier workforce is a more productive, enthusiastic and loyal workforce. Even though it may not be easy to become an employee-centric company addressing managing employees with mental health issues it is of utmost importance in this day and age.

<h2>People Come First</h2>Organisations should promote a culture of participation, equality and fairness that is based on open communication and inclusion. Employers have a legal duty to protect workers from stress at work by doing a risk assessment and acting on it. Workers feel stress when they can’t cope with pressures and other issues. Employers should match demands to workers’ skills and knowledge. Organisations should ensure a physical environment that is supportive of mental health and wellbeing including a sound, ergonomically designed workstation or working situation with appropriate lighting, noise levels, heating, ventilation and adequate facilities for rest breaks. When having mental health conversations with team members at work, respect their privacy, as you sit in a position of influence. The strong relationship between levels of staff wellbeing and motivation and business performance is often called employee engagement. Increasing engagement is a major priority for UK leaders because engaged employees have been shown again and again to deliver improved business performance. Thinking about concepts such as how to manage an employee with anxiety is really helpful in a workplace environment.

None of us are superhuman. We all sometimes get tired or overwhelmed by how we feel or when things don’t go to plan. Employers should treat mental ill health in a matter-of-fact way – it is common and should not be a source of office gossip or conjecture. There should be regular catch-ups and one-to-one meetings in the workplace. Line managers should feel obliged to raise concerns with their immediate charges, and if the employee still isn’t prepared to admit anything is amiss, the issue should be raised up the line. Canada provides a structured framework for workplace mental health. Their framework, called ‘the Standard’ provides a comprehensive framework to help organisations of all types improve their workplace mental health offer to provide the best return on investment. The Mental Health Commission of Canada has developed a variety of resources to help organisations implement the Standard. Employers offer work place wellness programs to improve the health and well-being of their employees, increase their productivity, reduce their risk of costly chronic diseases, and improve control of chronic conditions. In 2012, half of all employers with at least 50 employees offered programs, and nearly half of employers without a program said they intend to introduce one. For employers not investing in wellbeing initiatives, workplace wellbeing ideas can be a difficult notion to comprehend.

<h2>Create Opportunities For Coaching, Learning And Development</h2>The call to find a better way of working isn’t new. The internet is brimming with prescriptions for building a "happy" workplace. Employers have had to grapple with new challenges with a move to home working. This includes dealing with fatigue as employees juggle professional and family responsibilities, promoting social connections while maintaining physical distancing, managing performance and productivity remotely, virtually supporting employee mental health, and much more. We all have mental health, in the same way that we all have physical health too. Our mental health affects the way we think, feel and behave, which is why it’s so important that we take the time to look after our mental health and wellbeing and look out for one another. You can find further insights appertaining to Employer's Mental Health Programs Approaches at this Health and Safety Executive article.

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