Mental health in the workplace: why it matters and available suppor

Mental health at work is currently at the heart of everyone’s concerns. Although we have a much better understanding of what it consists of and the extent of poor mental health, it is still useful to recall certain fundamental points.

Supporting mental health at work is no longer a choice but a necessity.

Companies would be wrong to underestimate the importance of the subject of mental health in the workplace.

Similarly, employees can encourage their employers to offer mental health programs in the workplace.

It is well known that work-related risk factors can affect mental health. But before we get into suggestions for combating these factors, let’s take a look at what exactly mental health means.

We will also see how two companies have improved the performance of their employees since the implementation of mental health policies.

Mental health is a state of well-being in which a person can cope with everyday stressors, work productively, reach their full potential, and contribute to their community.

Along with physical health and social well-being, it is an essential component of overall health.

It is also important to emphasize that mental health is more than the absence of mental illness. One can have poor mental health without having a disease, just as it is possible to be in good mental health while suffering from a mental illness.

We believe that mental health and human performance are not two separate goals, but rather two parts of the same equation. Together, they allow people to flourish.

In summary, here are the five big takeaways when it comes to mental health:

The days of not talking about mental health are over . Or she should be. Good mental health is important because it allows us to face challenges, even the good ones, as well as setbacks in life, professional or personal.

Good mental health at work helps us cope with changing roles and responsibilities. Not to mention the problematic challenges. It helps us thrive in our role, manage stress and build resilience.  Ultimately, it allows us to reach our full potential.

Occupational health and safety policies aim to protect the well-being of employees, visitors and customers. They also protect employers.

For example, a general policy may include consulting employees on day-to-day health issues or demonstrating a commitment to safe working conditions. Do staff work with hazardous materials or poorly maintained equipment? Are there too many people in the workplace, is it poorly lit, poorly ventilated or unsanitary? Are workplace accidents common? Do employee complaints or concerns about safety go unaddressed?

Workplaces with poor health and safety policies can affect employee mental health, lead to attrition, create risk of lawsuits, or hurt profitability.

Poor communication and management practices

Courteous and engaging communication and management practices testify to a good relationship between managers and employees.

On the other hand, if communication and practices are poor, tensions are created in the relationship, leading to poor mental health and increasing stress at work.

How can mental health issues affect my work?

When you feel mentally and emotionally well, you approach your work with good mental health. You are versatile, flexible and resilient. You can face the challenges. You contribute significantly to your team, and you thrive in your personal and professional life.

But when you struggle with poor mental health at work, even if it’s nothing extreme, negative repercussions affect your work in many ways.

Bad decision making. Poor mental health can lead to lack of impulse control, harmful thoughts, and poor decision making. Poor decision-making can lead to missing meetings, arriving late, not meeting commitments, or not enforcing company

It is essential to make clinical services accessible to employees suffering from mental illness. However, the majority of staff do not require clinical care, they only require mental health support.

To promote mental well-being at work, associates should encourage employers to provide training programs on stress management and mental health that meet their needs and interests

Participate in employer-sponsored programs and activities. Employees should take advantage of employer programs to learn skills and get the support they need.

Share experiences with others. To reduce the stigma around mental health, employees can share more of their own experiences with colleagues when relevant. Unless you really feel safe, it’s more of a shared humanity than a willingness to go into detail – colleagues can’t replace mental health professionals.

Practice coping techniques during the work day. To cope with day-to-day work stressors, employees can apply skills that promote a healthier mindset, relationships, and self-image.

Adaptation tools may include, but are not limited to: