Do you ever like you’re drowning in work? Like your to-do list is a monster you can’t slay? You’re not alone. Millions of employees struggle with mental health challenges brought on by the workplace. But what if there was a better way?
In this blog, we’ll explore the importance of an employee mental health policy in the workplace. We’ll further talk about the risks associated with a stressful work environment. The most important thing that we will discuss is the actionable steps that can be taken to create a more supportive work atmosphere.
Do you ever imagine working in a workplace where the weight on your shoulders feels lighter, not because the tasks are any easier, but because you have the tools and support to manage the stress? A workplace where open communication lets you say “I’m struggling” without fear, and instead, you’re met with understanding and resources.
Creating an employee mental health policy isn’t just about numbers on a spreadsheet, it’s about creating an environment where people can thrive and not just survive. It’s about promoting a sense of belonging and purpose so that the employees feel valued as whole people and not just cogs in a machine.
On a daily basis, there are so many brilliant ideas that might never be shared because someone feels overwhelmed. There is so much potential that goes untapped because happiness feels out of reach. Prioritizing mental health allows us to understand the full potential of our workforce. This ends up working not just for the company’s benefit but also for the individual’s sense of fulfillment. Creating a space where everyone can bring their best and most authentic selves to work is very important in the status quo. This is so because it is a recipe for an inspiring and successful workplace.
What are the Risks Employees Face in the Absence of an Employee Mental Health Policy
Several aspects of work can contribute to mental health concerns. These ‘psychosocial risks’ can include demanding tasks, long hours, a poorly designed workspace, or a lack of chances for advancement. These are some of the mental health risks employees might face everyday:
- Feelings of being under-challenged mainly due to the fact that the employee’s full potential isn’t being used.
- Being buried under an avalanche of work with no end in sight.
- Struggling to maintain a healthy work-life balance due to inflexible hours.
- Having little control over their tasks.
- Facing an unsupportive environment, with negativity or even bullying present.
- Experiencing discrimination or feeling like an outsider.
- Uncertainty about their role or the future of their career in the present company.
Steps to Creating an Effective Employee Mental Health Policy
Creating a work environment that has an employee mental health policy isn’t just about making a formality – it’s about building a high-performing team. Now that we’ve identified the importance of mental health as well as the risks associated with a stressful work environment, it’s time to think about what we can actually do about it. Here are five actionable steps you can take to create a more supportive and thriving work atmosphere for your employees.
1. Give your employees significant autonomy over their work.
Studies show a strong link between limited control over work tasks and poorer mental and physical health outcomes for employees. High work demands combined with low autonomy significantly increase the risks of chronic diseases like diabetes and heart disease. Fortunately, even small increases in employee autonomy can lead to substantial improvements. For example, a study in a call center found that providing additional training to empower employees to handle more complex customer issues independently resulted in both increased employee well-being and improved job performance.
2. Create more predictable and flexible work schedules.
In an effort to secure staffing for fluctuating customer demand, many retail and service businesses rely on “just-in-time” scheduling. However, this often results in erratic and unpredictable work schedules which makes it difficult for frontline workers to manage their personal lives as well as family commitments. These inconsistent schedules can have a range of negative consequences for workers. Some of these include poorer sleep quality, increased emotional distress, etc.
On the other hand, implementing more predictable work schedules can benefit both companies and employees. An employee mental health policy that has greater schedule stability has been shown to lead to increased employee productivity. Additionally, the added consistency improves workers’ sleep quality and reduces stress. This is particularly the case for those with childcare responsibilities.
3. Maintain appropriate staffing to prevent workload overload and potential burnout among employees.
Excessive workloads, which are characterized by long hours and intense pressure to perform quickly, harm employee health and well-being. Multiple studies have identified a link between high demands and low control over work, leading to increased risks for health problems such as depression, high blood pressure, and cardiovascular disease.
Hence, adequately staffing your company is very important. While on the face of it, it might seem like a very expensive option, however, there are significant costs associated with employee burnout, absenteeism, and turnover due to exhaustion or illness as well.
4. Train supervisors in your company to support work-life balance.
Many employees juggle work and caregiving responsibilities for children or aging family members. Supportive supervisors can make a big difference in their well-being. A nursing home study showed that employees with accommodating managers had lower cardiovascular disease risks and improved sleep.
Hence, it is very important to have training programs for managers so that they are able to promote family-friendly practices. These programs lead to positive results for employee work-life balance and health. Businesses also end up getting an advantage, as employees with trained managers are likely to report greater:
- Job Satisfaction
- Higher performance
- Lower Turnover Intentions
5. Appoint a psychologist or create a support group.
Create a company support group and hire a psychologist for your company. This is perhaps one of the most important part of an employee mental health policy. These resources offer a safe space for employees to discuss personal or work-related issues that might be impacting their well-being.
They now have the opportunity to easily talk about their anxiety, stress, depression, or even relationship problems at home that are affecting work performance. Make sure to give your employees the assurance of confidentiality so that they can make full use of these resources.
Create the Best Employee Mental Health Policy For Your Company with benecurv
Investing in an employee mental health policy isn’t just the right thing to do, it’s also a smart business decision. Are you ready to create a workplace where your employees can flourish? Don’t wait to take action. At benecurv, we understand how important employee well-being is, especially because it is the cornerstone of a successful organization. Contact us today and take the next step to see how we can help you discover the full potential of your team.
FAQs
1. Is offering mental health resources expensive?
There may be upfront costs in the short run; however, investing in employee well-being can save money in the long run. Reduced absenteeism, burnout, turnover, etc. lead to significant cost savings for businesses.
2. How can I encourage open communication about mental health?
Lead by example. Talk openly about mental health and create a safe space for employees to share their struggles. Normalize taking breaks and seeking help when needed.
3. Where can I find more resources on workplace mental health?
Look for online resources from reputable mental health organizations or government agencies. One such organization is benecurv. It has a great bunch of resources for your perusal.
4. What if my company is small? Can I still have an employee mental health policy?
Yes, you can. Even small changes can make a big difference. Start by offering flexible work arrangements. You can also implement a buddy system for new hires.
