Workplace Strategies for Mental Health
Post-pandemic, we are seeing a continued strain on employee well-being, particularly with younger generations. The cause of this mental health disparity is not linear, multiple factors contribute to various degrees depending on an individual’s circumstances. As business leaders, one of the best ways to support your team and organization is through implementing clear strategies for mental health in the workplace.
In this article, we’ll look at the effects of leadership styles and practices on employee performance regarding employee well-being and share strategies and resources for business leaders.
Causes of Mental Health Strain in the Workplace
According to WHO Commission on Social Connection, loneliness is a compounding problem in modern civilization. This was magnified during the COVID-19 pandemic, but the effects continue through the post-pandemic era. One potential cause is isolation from remote work, resulting in less collaboration and interconnection. This problem is particularly prevalent with younger generations who entered this new norm.
While it might be hard to convince employees to return to work in the office, due to the added convenience and cost-effectiveness of working from home, there are organizational and individual benefits that come with it. A hybrid or in-person work model may be a viable mental health strategy worth considering.
Organizations can only thrive when the individuals within them thrive, so we suggest reviewing your current leadership practices, company policies, and procedures, to see if you can better support your employees.
A multitude of other factors can contribute to mental health risks in the workplace. The World Health Organization identifies the following as some significant causes:
- Under-use of skills or being under-skilled for work
- Excessive workloads or work pace due to understaffing
- Long, unsocial, or inflexible hours
- Lack of control over job design or workload
- Unsafe or poor physical working conditions
- Organizational culture that enables negative behaviours
- Limited support from colleagues or authoritarian supervision
- Violence, harassment, or bullying
- Discrimination and exclusion
- Unclear job role
- Under-or over-promotion
If you are experiencing difficulties with mental health within the workplace, for yourself or your employees, refer to the above list and identify which factors might be problematic.
Rectifying these problems takes time, intention, and often strategic restructuring. It can be helpful to refer to a peer group of like-minded leaders who may have experienced similar challenges in implementing workplace strategies for mental health advantages.
Canadians are often recognized globally for their compassion and kindness; however, new data may suggest otherwise.
But only…
The release of this data coincides with CMHA’s 73rd Mental Health Week (May 6-12, 2024). This year’s theme “Healing through Compassion” explores how compassion connects us all.
Strategies for Mental Health in the Workplace
A report from Telus identifies that employees who don’t feel valued in “their workplace are twice as likely to report that their mental health adversely affects their productivity.”
While valuing and respecting a colleague may seem like an abstract idea, there are actionable workplace strategies for mental health support that can create a positive impact on company culture and improve bottom-line results. Below are some examples of possible steps and solutions:
- An example of the effects of leadership styles on employee performance can be found in Jim Collins’ best-selling book Good to Great. He identifies one of the key fundamental factors that allows companies to be great is finding the right person for the job.The result of this action in terms of employee well-being is two-fold. First, the right person for the job will inherently be valued by their employer, adding value to the organization without needing to be externally motivated or micromanaged. Second, the right person will further develop a workplace culture of respect, by being a valuable and respectful team member to their colleagues.
- To support employees’ well-being, consider a mental health benefits package or program that aims at preventative and reactive care. Preventative care could be anything from a sponsored gym membership, a well-being app subscription, or a spending account for healthy lifestyle expenses. Reactive care could be a conventional benefits package that covers counseling, therapy, and massages, along with basic medical assistance for physical and mental health problems. Ideally, the more comprehensive the preventative care package, the more it will encourage ongoing well-being and reduce the need for reactive care.
- A fair wage goes well beyond simply incentivizing employees to work hard, it also shows how much you value them in a real and quantifiable way. Employees’ engagement, productivity, and job satisfaction will greatly decrease if they feel they are not compensated fairly. A fair wage also relieves external financial pressures, which can allow them to focus on the task at hand rather than looking for extra income or a new job.This step coincides with the first, the right person for the job will bring much to the company beyond short-term financial gains, and employers are happy to pay them a competitive wage.
- Creating a space that values employees’ perspectives shows firsthand that you respect their time and opinions. This is greatly enhanced by having open communication channels. A DiSC personality assessment can help facilitate collaboration, positive culture, and team building, as it assists colleagues in understanding each other’s work habits, strengths, weaknesses, and communication styles. Access to the DiSC Workplace tool is included in a TEC CEO membership.
Mental Health and Well-Being Resources for Canadian Entrepreneurs and Business Leaders
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