Mental Health Trends in workplace


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Corporate Collectives

Undoubtedly, work is beneficial to mental health, but an unfavorable workplace can cause not only physical but also mental health issues. Management is increasingly concerned about workplace stress, rage, and melancholy. Mental discomfort or illness is a leading source of sick leave, decreased efficiency, and workforce turnover.

The majority of problems stem from unhealthy interactions between the nature of work, the organizational and administrative environment, employee expertise, dexterity, and capability. 

Some daily mental health related discomforts in a workplace arise due to:
  • Extended, rigid shifts, manpower shortages owing to layoffs or vacancies, or a growing responsibility
  • Work from home with no clear distinction between workplace and leisure time
  • An unpleasant work environment that encourages abuse, discrimination, or violence.
  • Lack of necessary training and supervision for the job.
  • Absence of assistance and scarcity of equipment or employment supplies.
Organizations should be responsible for accommodating and assisting people with their mental health concerns in returning to or continuing work but it is never easy. The following are some key difficulties that employees face while seeking psychological assistance in a workplace:
  • The employee’s assumption is that receiving aid will be challenging.
  • Having trouble recognizing and expressing feelings and thoughts of distress and discomfort.
  • Fear of an undesirable outcome from seeking support like social undermining and absence of reciprocity.
Since mental health issues are stigmatized, companies must guarantee that employees feel aided and held up and can seek help in continuing or going back to work. Employees should also be supplied with the assets they need to complete their jobs especially since the pandemic has increased the psychological distress faced by the employees.
Companies are also teaching their workers to recognize indicators of mental health problems and instability, such as changes in someone’s behavior and actions. Psychological health treatments should be a component of a complete health and well-being plan that includes preventative measures, early diagnosis, assistance, and rehabilitation.
Where all these measures are accessible, workplace health care services or specialists may assist organizations in executing them. However, even when they’re not, various improvements can indeed be implemented to preserve and enhance the quality of life. While delivering security, promotion, and support initiatives, as well as evaluating their efficiency, it is critical to involve stakeholders and personnel at all ranks.
Organizations that want to create a healthy work domain for their employees must adopt policies and strategies to guarantee that their approach is structured, organized, and complete, with measurable results.
In a healthy workplace environment, employers and employees proactively participate in the working environment by encouraging and sheltering the health and well-being, and safety of all employees.
Following are the strategies for creating a healthy work domain –
  • Promotion of beneficial health behaviors directly, intending to keep employees fit enough to deal with job stresses. This will include various relaxation exercises and fitness programs.
  • Implementation of healthy lifestyle management measures like health screenings, alcohol and smoking termination programs, and nutrition guidance.
  • Another strategy is the involvement of workers in decision making, giving them a sense of power and contribution; organizational policies that promote a good work-life balance.
  • Making the staff aware of the support and facilities that the company provides for those seeking mental health support is a great way to promote good mental health habits in the workplace.
  • Rewards, praise, and positive reinforcement play a huge part in making the employee feel motivated and driven to achieve a goal. It makes them feel appreciated, valued, and recognized.
Adverse, defaming views might be a major hurdle to the expansion and success of psychological health in all personnel, in addition to decreasing employment possibilities for those with mental health challenges. Employers must therefore develop an effective way to improve employee mental well-being. It should be based on transparency and acknowledgment of emotional stress as a normal part of everyone’s life at some point.

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