Investing in Mental Health at Work
The recent £1 Billion investment from the Government has provided a valuable resource to help people struggling with mental health issues to return to work and stay in work. But what can Businesses do to manage mental health at work and maintain employee wellbeing?
To have a sense of wellbeing employees need to balance the challenges they face in their work with the resource pool upon which they can draw to face those challenges. Resources may be psychological, such as resilience and optimism or social, such as good working relationships. Below are some practical steps businesses can take to boost employees’ psychological resources.
3 steps to Managing Mental Health at work:
Put Wellbeing on the Agenda.
Do you know:
- What Wellbeing is?
- What impact it has on your business?
- Your legal obligations?
If you have answered “no” to any of these questions, perhaps it is time to address wellbeing in your business. By actively promoting wellbeing, for example by having a wellbeing policy, building it into induction and appraisal and electing wellbeing champions that operate across business departments, Wellbeing can become part of your business process.
Build Psychological Resources.
When work demands are high, building the psychological resources of staff so they can thrive in a busy environment is critical. For example, building optimism encourages people to think about constructive ways to respond to adversity. Increased optimism does not just benefit individuals, but also your business.
This is most notably illustrated by a study conducted on life-insurance salesman at Metropolitan Life. Positive psychologist Martin Seligman persuaded the business to employ 129 individuals who had failed the recruitment tests but scored highly on an optimism test. Within 2 years these optimists were outperforming the pessimists who had passed the exam by 57%. As a result Metropolitan Life increased their market share in Life Insurance sales by 50%.
Support Through Good Management
Studies have shown that employees are less stressed about increasing demands in their roles if they are supported in the work they do. The CIPD suggests that this relates to the way that people are managed on a day-to-day basis. Some of us will naturally establish good relationships through the “softer skills” of management, but many of us can benefit from training to help understand the art of communication and find practical ways in which we can apply that learning to support our staff.
At Namasté Culture we exist to help people thrive in the workplace. So if you need support in developing a wellbeing strategy, management training or mindfulness interventions to support psychological resources please contact us on 01954 267640.Find out more following this link to Google+