More leaders are recognising that their business is only as healthy as its employees. Placing physical and mental wellbeing in the spotlight.
Why support good mental health at work?
Health is defined by the World Health Organisation (WHO) as: “… a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity.”
With its emphasis on the importance of good health in body and mind, the WHO highlights that mental wellbeing is fundamental to helping individuals realise their abilities, “cope with the normal stresses of life” and “work productively.” Making it a vital area of focus for organisations that value high levels of employee engagement.
However, businesses are faced with high levels of ill health as:
One in four of us will experience a mental health issue in any given year.
One in six people experience a common mental health problem like anxiety or depression in any given week in England.
This translates to at least 25% of your employees dealing with mental illness at any time. Something that’s inspired many employers to take action with a range of mental health support programmes.
Prevent ill health with a wellness policy
Being clear about your wellbeing intentions will demonstrate your commitment to your employees’ health. You’ll need to:
Consider your working environment.
From the food and drink available on site to the range of benefits you offer.
Consider who your employees can speak to about their wellbeing.
Many firms have introduced employee assistance programme (EAP) helplines, mental health first aiders and professional counsellors.
Think about your company culture.
Managers are still on the front line when it comes to dealing with employee ill health. So, whether employees are in the office or working remotely, leaders need to ensure good communication about the support on offer.
One way to support employees’ health is to introduce wellbeing days as part of your time off policy. These days can be used by employees to recharge in the way that works for them. You’ll need to establish clear guidelines to ensure wellbeing day requests don’t create any operational or fairness issues.
Introduce mental health first aid
Mental health first aiders provide a safe, confidential ear for employees to share their challenges and concerns.
Employees often feel more comfortable raising concerns about their own mental health problems or those of others with mental health first aiders because they’re usually other members of staff. Mental health first aiders can then get in touch and have a confidential, non-work related conversation. Before offering guidance and encouraging the individual to help themselves by finding the right support. This less formal first step can often open the door to conversations employees wouldn’t typically have at work. And, more importantly, to help people seek help.
First aid mental health workers can sometimes help employees access treatment more quickly. For example, by pointing people in the direction of mental health support programmes available through your company’s medical insurance, EAP, occupational health or counselling service. Or other services, like a GP or wellbeing charity.
By committing resources and holding space for these conversations, you’ll help reduce any stigma in the workplace. And pave the way to a culture of trust that will help people talk openly about their mental and physical health.
Implement and communicate an EAP and counselling services
EAPs have long been a staple of employee benefit programmes. However, they’re often underused. Which places ongoing EAP communication at the heart of a successful mental wellbeing strategy.
With a wide range of services which help people deal more effectively with challenges, EAPs prevent employees from becoming overwhelmed. Support typically includes:
Legal, financial and debt management information and/or advice.
Health and wellbeing support.
Help dealing with difficult situations at work and home.
Six to 12 free employee counselling sessions.
Key to optimising your EAP is a solid plan to introduce and embed the service. While an EAP is no longer enough on its own to meet all your employees’ wellbeing needs, it is an important part of a holistic wellbeing offer. Good communications will remind employees and managers about what’s on offer and how to access the service. Boosting uptake and helping employees proactively manage their mental wellbeing.
Formalise flexible working arrangements
Following the pandemic, many organisations are taking a more flexible and holistic approach to work. With wellness and flexible work benefits in demand, flexibility plays an essential role in helping employees strike the right work-life balance.
Of course, working from home isn’t possible in all industries. But it’s not the only flexible working option. Job shares, condensed hours, flexible start and finish times and term-time only working are potential alternatives. Introducing the right options to suit your business is key to making this viable. Both for employees’ differing needs and your business’ operations.
Mental and physical health are the foundations on which your employees’ ability to work is built. By implementing a range of wellbeing programmes, you’ll support people at work and ensure your employees have the health they need to engage and perform. All of which creates the conditions for a very healthy business.
A helping hand with employee wellbeing
We’re always on hand to support your well-being strategy. From assessing your workforce’s health through our wellbeing survey to using our independent mental health first aiders. Get in touch to see how we can help.
