Why Mental Health is Integral to the Workplace
Workplace mental health has become a hot topic in the last few years, particularly since the global pandemic. There is, of course, a clear moral argument for promoting and protecting the wellbeing of employees, but organisations are also increasingly recognising the relationship between employee mental health, productivity, and employee engagement. Not only that, but not investing in the right initiatives means that organisations are losing money - around £1600 per person, per year in the UK. In this blog post we will explore why a focus on mental health in the workplace is so vital and will highlight some strategies for fostering a mentally healthy work environment.
The Impact of Poor Mental Health in the Workplace
Poor mental health not only impacts individuals but also organisations. Firstly, poor mental health is associated with decreased productivity; just like poor physical health, employees are not able to perform at their optimum when they are unwell. In addition, increased absence and higher turnover rates are associated with poor mental health at work. If companies do not foster a culture of wellbeing and are causing huge levels of stress, employees will experience poor job satisfaction, making them less likely to be engaged in company success. Not only that, poor mental health at work costs a lot of money - $1 trillion per year globally. On an individual level, stress and poor mental health caused by work can have lasting effects, including burnout, an increased risk of heart disease, stroke, and depression.
Benefits of a Mentally Healthy Workplace
Promoting mental health in the workplace offers significant benefits for both employees and organisations. A mentally healthy work environment is vital in promoting employee engagement. It fosters better collaboration, motivation, creativity, and problem-solving abilities. Individuals experience higher rates of job satisfaction which in turn can help sustain their wellbeing. Investing in mental health initiatives is a win-win, and it really is an investment - evidence-based initiatives like workplace mental health training for managers offer a return on investment of £5 back for every £1 spent.
Workplace Mental Health Training for Managers
Without managers and leaders receiving evidence-based, effective training that gives them skills in prevention and support, a mentally healthy culture is highly unlikely to be embedded. Some organisations make the mistake of only investing in a few mental health first aiders, or a mental health therapy and self-care platform, and although these initiatives are a useful and often necessary part of a mental health strategy, they are only part of the package. When organisations simply invest in a few initiatives like this, they tend to exist in a vacuum. Not only that, but they also put the onus on employees to create a culture of wellbeing. Managers should have the skills to minimise stigma, reduce workplace stressors, spot early warning signs of mental health problems, have sensitive conversations, and put reasonable adjustments in place. These skills ensure that everyday working culture is truly mentally healthy; perhaps it is this reason that the World Health Organisation found that workplace mental health training for managers has the most evidence for effectiveness than other initiatives.
Breaking the Stigma: Encouraging Open Conversations
One of the significant challenges in addressing mental health in the workplace is the stigma associated with the subject. To create a mentally healthy work environment, it is essential to break the silence surrounding mental health issues and encourage open conversations. Training, awareness campaigns, and making policies and procedures clear and accessible are key, as is leading by example - managers and leaders should talk openly about wellbeing, ask employees about their wellbeing during 1:1s, and discuss stress levels in team meetings. Often companies are vocal about mental health and wellbeing at a top level but forget the importance of truly embedding a culture of openness at the individual level. 86% of people say they would think twice before offering to help a colleague whose mental health they were worried about - this highlights a real need for workplace mental health training for managers, to build the confidence and skills in having sensitive conversations with employees. It’s not just about putting on some awareness events once in a while, it’s about embedding a mentally healthy working culture into everyday practices and normalising the conversation around mental health every day, not just on a particular date of the year.
Implementing Mental Health Policies and Procedures
Comprehensive and clear mental health policies and procedures are crucial for promoting mental well-being in the workplace; key components should address work/life balance, stress prevention, and the provision of reasonable adjustments or supportive strategies for those with mental health problems. Linking to other relevant policies is also vital in truly embedding a culture of wellbeing. For example, diversity and inclusion and workplace mental health are intrinsically linked and shouldn’t be thought of as two separate issues. Discrimination is linked to poorer mental health outcomes, so reducing covert and overt discrimination and inequality is important in creating a mentally healthy culture. On top of this, training is needed. Workplace mental health training for managers has the strongest evidence for effectiveness of any wellbeing initiative, yet only a small proportion of managers have actually been trained in this area. Managers need to be trained effectively so that they are enabled to implement policies and procedures; organisations should be making this a priority. Employee assistance programs/therapy platforms should also be accessible for employees who may be struggling but are not the sole solution. Think about things from a public health perspective - would it be sufficient just to offer people therapy, without prevention efforts in place?
Policies and procedures should be readily available and regularly updated. There is no point in having a thorough mental health policy if nobody knows about it. It’s also important to measure outcomes associated with workplace mental health, such as levels of stress within the team, and update policies accordingly to help reduce these issues.
Promoting Work-Life Balance for Better Mental Health
Work-life balance plays a key role in maintaining mental health. Organisations can support their employees by encouraging flexible work arrangements, promoting boundaries between work and personal life, and providing resources for managing stress. During the pandemic, many people reported a rise in ‘digital leavism’ - the tendency to respond to emails or continue with work due to the ease of digital access while working from home. This blurs the line between work time, and personal time, and can have a significant long term impact on employees.
On top of this, expecting employees to regularly work beyond their contracted hours can cause a competitive and often toxic culture, and opens up a whole raft of issues around diversity and inclusion. For example, it is a well established fact that women carry the burden of the majority of unpaid work in society such as childcare or caring for relatives/loved ones with care needs. They may simply be unable to work extra hours regularly because of this, and if the culture rewards those who do put in extra time, then you can start to see how an unfair advantage might start to develop. This can have a real impact on the mental health of female employees.
Creating a Supportive Work Environment
Building a supportive work environment involves fostering a culture of trust, empathy, and mutual respect. One of the most important aspects of this is leading by example. Managers and leaders who don’t take time off, work exceptionally long hours, and email people outside of their contracted hours are modelling this as the norm. It is vital that managers create and sustain a culture that doesn’t inadvertently pressurise employees into unhealthy working habits.
Another key aspect of creating a supportive culture is for managers and leaders to develop skills in spotting early warning signs of mental health problems and having sensitive conversations with those who may be struggling. Workplace mental health training for managers can teach them how to do this, develop their confidence, and help them to develop supportive strategies for employees who may be struggling. It’s vital that managers understand the limitations of their role, however, and recognise the need for boundaries. Managers should be able to put reasonable adjustments/supportive strategies in place for people if needed and signpost them to appropriate support, but they should not be attempting to offer therapy or treatment; doing so is unsafe for both parties.
Supporting People with Long Term Mental Health Problems
Under The Equality Act, employers have a legal duty to offer reasonable adjustments to people with long term mental health problems where required. This may include things like flexible working hours, access to a quiet room, time off for appointments, etc. Not offering reasonable adjustments where they are required is discrimination. Workplace mental health training for managers can help them to develop the skills to be able to put reasonable adjustments in place for employees.
Conclusion
Recognising the importance of mental health in the workplace is not only an ethical duty but also offers a huge organisational advantage. By prioritising mental health, organisations can create a positive work environment that boosts employee engagement, productivity, and overall success. Not only that but by investing in the right initiatives such as workplace mental health training for managers, they will make a return on investment. Embracing open conversations, implementing the right policies and programs, promoting work-life balance, cultivating a supportive work environment, and understanding how to support those with long term mental health problems are key steps toward fostering a mentally healthy workplace. Investing in mental health benefits individuals, teams, and the organisation as a whole, leading to a happier, healthier, and more productive workforce.