And how will you prioritise employee mental health more generally in 2024……?
Mental Health Awareness Week 2024 will take place from 13 – 19 May 2024 and the theme is: “Movement: Moving more for our mental health” ie: helping people to find moments for movement in their daily routine whether at work or at home.
Mental health, now more than ever before, is increasingly becoming a key focus for inclusion and diversity.
Recruitment and retention
We know that employee turnover has a significant impact on the company bottom line. It’s important to understand the impact of the shift in our intergenerational workforce, younger generations in particular are becoming more aware and vocal in their focus on workplace wellbeing as a key factor that draws them to and keeps them in roles.
Company leaders focusing on employee well-being and incorporating better work practices will reduce the turnover in their industries, simultaneously fast-tracking business growth.
Impact on productivity and feelings towards work
When our wellbeing is chronically being impacted or there are enduring influences on employee mental health, there is a clear correlation in apathy, lack of productivity, and even feelings of resentment. In spaces where mental health is not prioritised we continue to see increased instances of absenteeism.
There is often a misplaced focus on “happy” workplaces as a solution, whereas our focus should be on healthy workplaces. When the focus is on fostering a sense of belonging, purpose, and fulfilment among employees, these inherently lead to enhanced well-being and job satisfaction.
Build understanding to reduce mental health discrimination
Multiple factors may combine, through our lives, to protect or undermine our mental health, and shift our position on the mental health spectrum. Individual psychological and biological factors such as emotional skills, substance use and genetics can make people more vulnerable to mental health problems.
It is only through taking a learned and strategic approach to understanding employee mental health that we can begin to foster inclusion and mitigate mental health discrimination.
A bespoke approach to training as well as creating opportunities for key skills such as Mental Health First Aid creates a culture of resilience and sustainability.
Ways to prioritise and support employee mental health:
Have key policies and procedures in place
Policies and procedures that are prepared with a high level of expertise form the foundations of prioritising mental health support in the workplace – evidenced in all key policies including mental health and wellbeing, sickness, and flexible working.
Ensure that polices and procedures are clear, accessible and indicate clearly the company’s prioritisation of employee mental health and wellbeing. Provide appropriate training for all people across the organisation.
To ensure that employees receive comprehensive support, catering to their diverse needs and enhancing not only job satisfaction but overall life satisfaction, it’s important to implement targeted and appropriate training for all people across the organisation.
Create psychologically safe workplaces
Having a culture of true psychological safety is the foundation that prioritising employee mental health is built on. Empathetic leadership that embeds inclusive values in word and practice allows for space to be both vulnerable and soft, and, dynamic and strong – by doing so, you pave the way for longevity and innovation.
Staff networks
Staff networks, employee resource groups, or ad-hoc employee support groups are a highly beneficial tool for embedding a culture of wellbeing within the workplace.
They show a recognition of the correlation between employee wellbeing and organisational success, fostering an environment where employee health and welfare are considered integral to business objectives. Through these networks organisations acknowledge the integral role of community support when it comes to employee wellbeing. These spaces provide agency where employees are empowered to take the lead on their wellbeing needs, with organisations providing the necessary resources, support, and flexibility to facilitate these spaces.
This approach not only enhances the relevance and effectiveness of wellbeing initiatives but also fosters a sense of autonomy and control among employees, contributing to improved wellbeing outcomes.
Summary
Prioritising employee mental health is not just a nice to have, it is business critical – incorporating an informed and robust culture of prioritising mental health takes an active and ongoing stance – through strategy, training and inclusive practice.
For help with policies or the implementation of a Mental Health and Wellbeing Audit please get in touch with nicola.goodridge@goodhr.co.uk or call +44 7917 878384
