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Recently I listened to a speaker about the relevance of Employer's Mental Health Programs Mediations and would like to share what I found out from it with you in this blog post.

Mental health is complicated. Everyone’s experience of mental health is slightly different. It is sometimes difficult to tell whether someone is experiencing stress, anxiety or depression. A really important sign is a change in the person’s behaviour – are they behaving differently? Here are some of the common signs and signals – you may find it helpful to share this information at work if you find it difficult to describe how your mental health impacts you. One in four people will experience a challenge around mental health in their working life. Maximus works with individuals, employers and government to deliver effective and personalised services. If we spend our time worrying about emails we need to send, a project that needs finessing, or the results our boss is expecting, these blessings can become a source of stress. And that means our quality time with the people who matter is impacted, not only by our stress, but our distractedness. There are national awareness campaigns that your company could use to promote awareness of mental health issues and hold seminars or talks about mental health during these times. Mental Health Awareness Week is in May and World Mental Health Day is in October. During these times you could invite a speaker in to talk about mental health and encourage sharing of stories from people within your business. Employee wellness programmes are a solution for employers looking to give their staff the opportunity to improve both their physical and mental health. With mental health at the forefront of discussions around employee wellbeing, it's important that mental health is at the top of your agenda. Talk about your mental health at work if you are struggling, and do your part to reshape the narrative, inspiring peers and potentially even managers to do the same.

Employers can use health risk assessments (HRAs) and/or biometric screenings to evaluate employee health and well-being. HRAs are voluntary assessments that rely on employee self-reporting of medical conditions and risk factors related to tobacco use, physical activity, diet and mental health. In turn, employers leverage de-identified and aggregated data from these assessments to implement health programs and measure improvement Actively encouraging your employees to take their full lunch break, finish on time and avoid checking their emails outside of their working hours will help build a balanced, people-first culture in which your team thrive. The stigmas around mental health are lessening. But employees can still feel they must put their feelings on hold when they’re at work. Using your internal communications, you can create and promote programs that raise awareness and help improve your employees’ overall mental health. Mental ill health and stress are associated with many of the leading causes of disease and disability in our society. Promoting and protecting the mental wellbeing of the workforce is important for individuals’ physical health, social wellbeing and productivity. Mental wellbeing in the workplace is relevant to all employees and everyone can contribute to improved mental wellbeing at work. For employers not investing in wellbeing initiatives, workplace wellbeing ideas can be a difficult notion to comprehend.

Really Listen

Larger employers can and should increase transparency and accountability through internal and external reporting, to include a leadership commitment and outline of the organisation’s approach to mental health. Whilst there is a wealth of good evidence on mental health at work, we still have many challenges and unanswered questions. Organisations should address discrimination, support disclosure and value the diversity and transferable skills that the lived experience of mental health problems brings. Perhaps you have a typically sociable employee who is withdrawing, or a colleague who usually eats substantial meals skipping lunch and working through. Noticeable changes in behaviour are a sign that something may not be right. While there are close links between mental and physical health and wellbeing, this report focuses on mental health and wellbeing in the workplace, and the need for dedicated strategies to be integrated in overarching human resources (HR) and health and safety policies. Communication that emphasizes that leadership cares about concepts such as how to manage an employee with anxiety should be welcomed in the working environment.

Organisations should ensure that groups of employees who might be exposed to stress but might be less likely to be included in the various approaches for promoting mental wellbeing have the equity of opportunity to participate. These groups include part-time workers, shift workers and migrant workers. Potential workplace triggers for distress include job insecurity or poor change management, high-risk roles and lone working. There are many projects around the country that offer support both to employees who have experienced mental ill health and to employers. These projects have an excellent track record in placing people in employment and in supporting them to be effective in the long term. We all have times when we can’t cope. We are often clear about how we support a colleague or team member through bereavement, a divorce, or with caring responsibilities. The same skills of empathy, flexibility, time, boundaries and support apply in supporting staff in distress. Employees should have certain amount of autonomy in organising their own work. Professionals have agreed on this for quite some time. Freedom to organise their own working day and to carry out tasks under their own initiative, is an important health resource to the employees. Thinking about concepts such as employers duty of care mental health is really helpful in a workplace environment.

Evidence-based Mental Health Promotion

In the UK, 1 in 4 people will experience a mental health problem of some kind each year. In a week, 1 in 6 people report having a common mental health problem such as anxiety or depression. With these figures so high, it is so important that business owners take action to make their workplace environment mentally healthy. It can be tempting to invest everything in building self-esteem around work success. That often means that people with mental health problems give everything at work and are high achievers. It also creates a risk that when things go wrong, when mistakes are made, or when change is necessary, people may take it personally. Depression and comorbid conditions are also associated with workplace safety. One study of chronic illnesses and their impact on workplace productivity and workplace accidents found that the leading cause of lost work hours, measured through absenteeism and presenteeism, was depression. Effectiveness at work is has strong links to mental health and wellbeing; research has found that employers can see a 10% increase in performance by prioritising employee engagement and wellbeing. Whether you have a job that leaves you rushed off your feet or one that is monotonous and unfulfilling, the most effective way to combat job burnout is to quit and find a job you love instead. Of course, for many of us changing job or career is far from being a practical solution, we’re grateful just to have work that pays the bills. Whatever your situation, though, there are still steps you can take to improve your state of mind. Subjects such as workplace wellbeing support can be tackled by getting the appropriate support in place.

People with high levels of experience activators have less stress and better well-being, engagement and productivity. Employee wellbeing is about optimizing the health of all employees. It is not only about physical wellbeing, but other components of wellbeing that cannot be ignored when talking about healthy and well-functioning individuals or employees. There’s a number of factors that can contribute to poor mental health in the workplace, most of which only lead to further stress if left unaddressed. These can include not getting along with colleagues, unnecessary pressure and intense deadlines. Steps organisations can take to create a healthy workplace include awareness of the workplace environment and how it can be adapted to promote better mental health for different employees. The workplace is really just an adult playground. We’re all older, but it’s very much the same. We all have a common space we’re in (whether it’s physical or virtual), relationships to maintain, toys to share, a king or queen of the jungle gym, and people who don’t play nicely with others. When we think about this in the context of work, all of these affect the psychological safety we feel at work, and feed into our comfort or discomfort to share about mental health at work. Don't forget to send out proper internal communications around managing employees with mental health issues in your organisation.

Reduction In Absences

At times, mental health can be an intimidating and challenging topic for employers to address. The reasons include limited human and financial resources, perceived scope of responsibility, privacy concerns, or simply not knowing what to do. Yet, undiagnosed, and unrecognized mental health issues raise human capital, business, and financial consequences for employers. A healthy workplace is one in which employees and their leaders actively work together to create a work environment that promotes and protects the health, safety and well-being of all employees. Creating a workplace environment that recognizes, acknowledges and promotes the importance of positive mental health is one of the most important things an employer can do to improve their organization. Thirty years ago, most workers with mental health issues did not expect to receive significant help from their employer beyond, in the more enlightened or benevolent cases, tolerance and some time off work. For the government and the bodies that enforce health and safety at work – the HSE and local authorities – the emphasis had traditionally been on safety with consideration of health matters mostly addressing physical health. Stumble upon additional facts appertaining to Employer's Mental Health Programs Mediations in this World Health Organisation web page.

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