O que fazer se a sua organização não tiver uma cultura que priorize a saúde mental e previna o burnout?

Showcasing the benefits of running business with a bunch of motivated and rejuvenated resources will certainly add fuel to convince the leadership to support and promote engagement/wellness initiatives. The golden thought in the industry will prevail for long which says "Happy staff can produce happy customers/clients" In today's competitive envrionment stress cannot be eliminated however it can only be minimized/managed by stressbusters at regular intervals.

- To start with, sensitize leaders and people managers on the importance of mental health and how a healthy employee can lead to better productivity. - Mandatory shut down days or organization wide mental health day off - Third party employee assistance program where the employees can confine themselves without the fear of being judged

Mental health is the heartbeat that drives performance.Encourage staff to utilise annual leave days and take breaks.Have open ended conversation incase you notice something weird in staff and have regular talks from external professionals on the importance of keeping mental health in check.

Culture of an organisation is dependent on the Top Management / Policy makers view points. Organizational cultural change has to flow from Top to Bottom approach it makes things complicated once the management is rigid in understanding the mayhem that awaits toxic culture that misses the need of an effective employee mental health policy. The conversation should start from the management and its priority of the employees to communicate their burnout issues clearly with transparency. It is necessary for us to make the management understand the impact of employees burnout issue and its relation to the efficacy of their job outcome.

Many times, you cannot change the whole organization. I have found doing things within the scope of my authority for people who report to me is the quickest way to give the team the help they need. Its sometimes the "light" you shine in your corner that exposes the darkness that exists.So the half day off, the early leave, and the work from home today. following up with issues shared with me.(How are your daughter and the dog doing?). Being open with my struggles allows people to know I too am feeling the pains of life, and just knowing that I am a "human" lets the team know that even if I don't have the authority to go all the way or the organization doesn't have the framework for mental health and burnout, someone understands.

If as a team member you have a strong interest in sharing your ideas towards bringing awareness on wellbeing programs and on a mental health focused approach bring those ideas to the team, share with your leadership, add on suggestion boxes, share on surveys, it is vital that organizations start creating more strategies around staff wellbeing, which will benefit by having high performing committed teams.

Mental illness these days are very common. I recently came through an employee she was just 23 or 24 and was suffering Epilepsy and depression. I believe organsation alone is not responsible for this, family, there upbringing totally will effect on final product. Today's world is so much competitive and so demanding that employee at a point of time will surely get drained out and will be mentally stressed. To overcome this situation one should be well prepared from there intial stage of life, so that once they entered into the corporate world they partially are ready to take pressure. As an organisation we should take care of a fresher who just entered into the corporate world give them time to adjust and understand there responsiblity.

Initiating dialogue about mental health and burnout in the workplace is a critical first step toward creating a supportive culture. We need to schedule a meeting or workshop dedicated to discussing mental health and burnout in the workplace and invite employees from all levels of the organization to participate.

You must first start the conversation and see where that goes. Then, keep striving to be an advocate for the change needed. Keep going, you will be the voice and the breakthrough that’s needed.

Setting boundaries in today's demanding world is quite next to impossible. Employee has to be active round the clock. But to relax there should be regular intervals/breaks between the shifts. Organise inhouse activities that definately help employee to rejuvenate. Whereas work-life balance is concern, one should understand demands of both the parties and life need to prioritize the things sometime. So when you are at work focus on work and when you are with family just enjoy with them.

Setting boundaries is crucial for maintaining mental health and preventing burnout in the workplace. It is our duty to clearly communicate our boundaries to our colleagues, supervisors, and clients. Be assertive but respectful when expressing our needs and limitations.

We should not hesitate to seek support from our supervisor, HR department, or colleagues if we are struggling to maintain boundaries or experiencing burnout. They may be able to provide guidance, resources, or accommodations to help us in managing the workload and prioritize our well-being.

Engaging in self-care is essential for maintaining good mental health and preventing burnout in the workplace. For example : We need to aim for 7-9 hours of quality sleep each night. It is necessary to create a relaxing bedtime routine and establish a consistent sleep schedule to promote better sleep habits. We need to take time to practice mindfulness or meditation to help reduce stress and promote relaxation. Even just a few minutes of deep breathing or mindful awareness can have a positive impact on our mental well-being.

Change starts with you. Whether you make adjustments to how you navigate your current workplace or decide that your health is more important and make a move, it is up to you to prioritize change in your values before you can influence change elsewhere. Once you understand that the work culture isn’t good it is critical to speak up on behalf of yourself and others so that once you do determine you must go it was clear why you left. Organizations will not change if people stay or leave quietly. Ideally we are able to approach the leaders and have a wonderful conversation and we will see a better environment BUT we all know that is not likely. Love yourself and your family enough to make the changes that help you thrive! You are worth it!

Take the lead! Start conversations with leadership or HR about the importance of mental health support in the workplace. Secondly, lead by example. Model healthy work habits and encourage open communication about mental health struggles.

Sometimes the message becomes more credible depending on the messenger.....there is merit in having an external professional share the pros and cons of mental illness and the impact that it can have on an an individual, team and the organization. This can strike a chord with quite a few persons and then persons can at least become aware and that curiosity can spark the start of a change in how this is viewed and addressed and of course the importance of an all embracing as well inclusive approach.

Advocating for any org level change could be tricky. Approach ideally should be both top down as well as a well grounded plan. We may consider the following: 1) Management approach: create an innovative presentation with real life examples. Include elements which directly tie with productivity and convert that as much possible with revenue and show how mental well being is critical to drive better growth 2) Employee approach: organise a family event, get families to talk about stress levels and effects on self and family. Showcase small duration AVs to get better understanding from audience and also get health experts deliver short seminars on problems and simple solutions to manage stress at work and home

Ceci est un problème dont la racine peut être l'ignorance des bienfaits qu'on a, d'avoir une culture qui valorise le bien-être au travail. Pour corriger le tir, il s'agira de repenser la culture de l'entreprise en y mettant un point d'honneur sur les questions de santé mentale et d’épuisement professionnel. Car quelque part, les performances de l'entreprise sont le reflet du traitement accordé au personnel. Si vous avez un personnel qui vit le martyr, ne soyez pas étonné qu'à la fin, votre bilan soit des plus médiocres. Les faits parlants sont l'absentéisme, la baisse de productivité, la perte de concentration et beaucoup d'autres. Donc chacun de nous est un ambassadeur qui doit toujours faire, des plaidoyers dans le sens du bien-être.

Organize an increasing number of mindfulness-related activities and engagements. Hold seminars every month for the next six months and teach SMEs about mindfulness.

Considering your own actions and reflecting on how you can improve your contribution to your own and others safety too. No one is perfect - so as long as we reflect and learn from past mistakes, we are doing everything we can. Ultimately, to quote The Minimalists ‘you can’t change the people around you, but you can change the people around you’ may also need to be considered, unless leadership is on board.

First, advocate for awareness about mental health issues. Implement policies and resources that support work-life balance, such as flexible schedules and wellness programs. Additionally, provide training for managers on recognizing signs of burnout and supporting their teams effectively. Regularly assess the effectiveness of these efforts and adapt as needed to foster a healthier organizational culture.

Double check with your benefits broker to find out if there are any resources built into your current benefits program that you may have overlooked. Sometimes medical insurance plans and life insurance plans have Employee Assistance Program perks built into them.