The poll result from our previous post is out! 📊 The results showed over 64% of our readers expressed a strong preference for their Employee Assistance Program (EAP) to prioritise promoting a supportive workplace environment, rating it as more important than solely focusing on building their own self-resilience.This may indicate a shift in some employee expectations, where they are no longer just seeking strategies to build personal resilience for navigating challenges and work stress. Instead, they are looking for a workplace environment that fosters a sense of belonging and feel being valued in the team. Here’s the 3 reasons why we need to explore beyond building employees’ self-resilience when implementing EAP service in the workplace? 1. Every employee has their individual challenges. Every employee brings a unique set of challenges and experiences to the workplace. While self-resilience is valuable, it's essential to acknowledge that factors like early life experiences and external stressors can significantly impact one's ability to cope. By prioritising a supportive workplace environment, we create space for understanding and accommodating these individual challenges and allow them to have the emotional safety to cope with the constant changes at the workplace. 2. Looking into team resilience instead. It’s not just about self-resilience because most of the tasks require teamwork. It is important to look beyond personal resilience and acknowledge the role of the work environment, peer support, training and organisational culture factors in dealing with stress and building better performance at work. Open communication, trust, and mutual support among team members contribute to a harmonious work environment where collaboration thrives, conflicts are resolved constructively, and everyone in the team feels motivated and appreciated. 3. Aware and reduce employees’ burnout level. By providing accessible resources, guidance, and counselling support, employees can learn to manage their burnout, actively get help and learn to support each other. When individuals experience lower levels of burnout, they are more likely to have the energy, motivation, and capacity to engage positively with their colleagues, fostering a culture of collaboration and mutual support. By exploring beyond employee’s self resilience, organisations not only invest in the well-being of their employees but also cultivate a resilient and engaging workforce for them. ---------------------------- If you're looking for a team of clinical psychologist and are keen on empowering your employees with better mental wellness, feel free to reach out to us or visit our website at https://lnkd.in/gC7-awGw to discover the benefits of our Employee Assistance Program (EAP). Find out more at https://lnkd.in/gC7-awGw and you can also reach out to us on WhatsApp at https://lnkd.in/gT6WxSuu to start a conversation.
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Master Educator & Sales Coach | Mindfulness Trainer| Soul Alchemist | No.1 Best Selling Author - Amazon
📣📣 In today's fast-paced world, the workplace often serves as a hub of stress and anxiety. From approaching deadlines to heavy workloads, employees face numerous challenges that can take a toll on their mental health. Understanding the presence of stress and anxiety in the workplace is crucial for both employers and employees alike. 𝗦𝘁𝗮𝘁𝗶𝘀𝘁𝗶𝗰𝘀 𝗼𝗳 𝗦𝘁𝗿𝗲𝘀𝘀 𝗮𝗻𝗱 𝗔𝗻𝘅𝗶𝗲𝘁𝘆 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲: 📊📈 According to recent studies, stress and anxiety are recurring issues in modern workplaces: 1. 𝗣𝗿𝗲𝘃𝗮𝗹𝗲𝗻𝗰𝗲: The American Institute of Stress reports that 83% of workers in the United States suffer from work-related stress. 2. 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗻 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆: The World Health Organization estimates that depression and anxiety disorders cost the global economy approximately $1 trillion per year in lost productivity. 3. 𝗔𝗯𝘀𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗧𝘂𝗿𝗻𝗼𝘃𝗲𝗿: The Centre for Addiction and Mental Health (CAMH) states that stress-related absences account for an estimated 30% of all disability claims, leading to significant costs for employers. 4. 𝗟𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝗛𝗲𝗮𝗹𝘁𝗵 𝗘𝗳𝗳𝗲𝗰𝘁𝘀: Chronic stress and anxiety can contribute to serious health conditions such as heart disease, high blood pressure, and depression. 𝗧𝗵𝗲 𝗡𝗲𝗲𝗱 𝗳𝗼𝗿 𝗗𝗮𝗶𝗹𝘆 𝗪𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀: 🎯 Recognizing the detrimental effects of stress and anxiety on both individuals and organizations, there is a growing emphasis on implementing daily wellbeing practices in the workplace. These practices aim to foster a supportive environment that prioritizes mental health and resilience: 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘀𝗼𝗺𝗲 𝘀𝗶𝗺𝗽𝗹𝗲 𝗶𝗱𝗲𝗮𝘀 𝘁𝗵𝗮𝘁 𝗰𝗮𝗻 𝗵𝗲𝗹𝗽: 🙏👇 1. 𝗠𝗶𝗻𝗱𝗳𝘂𝗹𝗻𝗲𝘀𝘀 𝗮𝗻𝗱 𝗠𝗲𝗱𝗶𝘁𝗮𝘁𝗶𝗼𝗻: Encouraging employees to practice mindfulness and meditation can help reduce stress levels and improve focus and concentration. 2. 𝗥𝗲𝗴𝘂𝗹𝗮𝗿 𝗘𝘅𝗲𝗿𝗰𝗶𝘀𝗲: Physical activity is known to release endorphins, which are natural mood lifters. Offering gym memberships or organizing group fitness activities can promote employee wellbeing. 3. 𝗪𝗼𝗿𝗸-𝗟𝗶𝗳𝗲 𝗕𝗮𝗹𝗮𝗻𝗰𝗲: Encouraging employees to disconnect from work during non- working hours and providing flexible scheduling options can help prevent burnout and promote overall satisfaction. 4. 𝗠𝗲𝗻𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵 𝗦𝘂𝗽𝗽𝗼𝗿𝘁: Offering access to confidential counselling services or Employee Assistance Programs (EAPs) can provide employees with the resources they need to address mental health challenges. 𝗧𝗵𝗲 𝗖𝗼𝘀𝘁 𝘁𝗼 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗰𝗮𝗻 𝗯𝗲 𝗵𝘂𝗴𝗲: 🥺🥲 The financial implications of workplace stress and anxiety are significant: 1. 𝗔𝗯𝘀𝗲𝗻𝘁𝗲𝗲𝗶𝘀𝗺: Employees experiencing stress-related symptoms are more likely to take sick days, leading to increased absenteeism and decreased productivity... Continue in comments …
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Senior Marketing Manager at ifa systems AG – Wingman for Marketeers – Brands: Design, Strategy, Business Psychology
“Workers are highly resilient 🛡️already. They fail because the organization is often designed to eat away at it, not maintain or enhance it.“ Companies would be better off rethinking their organization instead of having individual employees or their teams coached under the guise of the insufficiently defined construct of ”well-being“. #coaching #pschology #leadership #organization
Senior Consultant in Men's Health and Workplace Mental Health at Donald McCreary Scientific Consulting
I came across a troubling post recently that goes counter to the existing evidence around managing and preventing poor workplace wellbeing. The post is advertising a course aimed at teaching managers to assess their team's personal and organisational wellbeing, interpret the assessment results, and identify critical areas requiring attention, as well as learn to create targeted strategies and interventions to enhance their team's wellbeing and productivity. This is vague and alarm bells are going off as a result. First off, the notion of wellbeing is not defined, so how can potential attendees know what the focus is? I am assuming they mean something along the lines of people’s degrees of depression, anxiety, and burnout. Resilience is often mentioned in these discussions, but is often poorly defined and measured. So, are we expecting managers to make clinical and clinical-adjacent assessments now? This runs counter to recent WHO guidelines. Second, what types of interventions are they taking about? Since it’s all about assessing the individual, then one has to assume the interventions are aimed at changing the individual worker, not the organizational factors that we know adversely impact employees wellbeing. Moreover, there are a number of meta-analyses showing that these types of individual-level interventions don’t have a lasting or meaningful impact on workers. The emerging gold standard approach is to address organizational barriers to worker mental health and wellbeing first. Third, it’s encouraging managers to develop and implement interventions to reduce these problems - (a) managers are more likely to believe the problems are with people, not the organization; (b) there is no mention of the fact that all individual interventions to date have been ineffective; and (c) there’s no indication these managers are being taught about the importance of evaluating these programs for effectiveness. I’m happy to be wrong here, but I don’t think I am. I really want to be optimistic about this area, but posts like this make me sad for the future. Workers are highly resilient already. They fail because the organization is often designed to eat away at it, not maintain or enhance it.
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I create 9-6 Employee content 🤓 Storyteller ⭐️ Finance Business Partner | Coaching employees to own their work-life narratives | 💬 Join my Future of Work conversations in #TheMondayPlaybook!
And with that, it is a wrap. 24 Days. 3,249 Push-Ups representing 3,249 lives lost to suicide in Australia in 2022. I recovered from C+ just in time to clock a finisher after a 3-day recovery pause. Added a MAX-REP challenge this time around too! (Watch the video to see where my max-rep got to 😅) :::::: But wow what a journey it had been. “Mental health” has been a buzzword since the pandemic hit in 2020, But how many of us have truly taken the journey to understand what it meant? I didn’t. Well at least not at the start. And hand to heart, many corporates didn’t as well. While we see mental health being talked about more often these days at the workplace, 💙 How many of those were true, heartfelt initiatives? ✔️ Versus one-off tick box exercises to clock their “commitment” to mental health? . It doesn’t take an employee or student commiting suicide on your watch, to tell you how important it really is. Does it? :::::: Rather than having a mental wellbeing consultant give an hour virtual talk to your thousands of employees worldwide and being done with your annual “wellbeing quota”, Here are some suggestions on how corporates can walk the talk: 1️⃣ Awareness is not a one-off thing. Build quarterly calendars with initiatives to drive regular participation. Start putting employee wellbeing in your company values. That’s the least they deserve for being the backbone of your company. 2️⃣ It is about the support system Invest in your support groups, empower your employee resource groups. Train managers to identify signs of distress. They need knowledge to stop the bleed, as well as who/ how to escalate matters in a way that protect the modesty of the employee, yet get them the help they need. Engage EAPs where experts are on hand to handle employee issues that may arise. 3️⃣ Build a collaborative work environment The number one aggravator to mental wellness is the feeling of isolation. Creating an overly competitive landscape where its “every man for themselves”, or one where enployees work in silos, means that we fail to recognize synergies in collaboration. It also encourages the feeling of isolation and is detrimental to mental health. Start investing resources into building wide employee networks that employees can, and willingly want to be a part of. :::::: Mental wellness needs to be a REAL goal of every organization, Not simply a tick box exercise. That’s the least we can do To be decent human beings. Agree? :::::: P.S. Thank you 🙏 to my fellow Lemon Tree Team 🍋 for being on this journey with me Timothy Gleeson, CPA Angelina Joie Ang 洪夕然 Gabrielle Loh - Purpose-Driven Leadership Speaker Prema Mehrotra Monaliza M. Amid Yathong Lee Shirlyn Lim - Mental Health Speaker! Good job on completing the campaign! 💪 Also, greatest appreciation and thanks to all of you who have supported and contributed to my campaign in your own ways! My heart is full 💙 Love, Jevon #workplace #mentalhealth #pushforbetter
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Mental Health at Workplace: 5 Reasons Why it is Important to Prioritse Psychological Well-Being in Office In the fast-paced corporate world, the importance of employee mental health is often underestimated. However, the repercussions of neglecting this crucial aspect of well-being can be severe, with significant financial implications for both individuals and companies. According to Inc., an employee grappling with mental health challenges can cost an employer around US $1,600 annually. Additionally, depression and anxiety cost the global economy US$ 1 trillion each year predominantly from reduced productivity, according to the World Health Organisation (WHO). The same WHO report also asserts that about 12 billion working days are lost every year to depression and anxiety alone. Speaking exclusively with India.com, Shumita Kakkar, Founder & COO, United We Care explained that the major factors that contribute to poor mental health at work include -excessive workload, long hours, inflexible hours; limited support from colleagues, unclear job roles, and discrimination, among others. The good news is that businesses can mitigate these issues through a few tried-and-tested methods. Open communication, stress management seminars, employee assistance programmes, empowerment initiatives, designated relaxation spaces, and fair workload distribution play pivotal roles in fostering a mentally healthy workplace. While investing time and effort in improving mental wellness in the workplace might require some doing, these can yield a plethora of benefits. 5 Reasons to Prioritise Mental Health at Workplace 1. Enhanced Productivity and Performance: Employees who feel mentally supported are more likely to report increased focus, motivation, and productivity. A clear headspace translates into better work outcomes, benefiting both individuals and the company. 2. Reduced Absenteeism: A workplace that prioritises mental health creates a positive environment, fostering loyalty among employees. This, in turn, reduces absenteeism and curtails the costs associated with recruitment and training. 3. Increased Innovation and Creativity: A mentally well-supported workforce is more inclined to share ideas and think creatively. Nurturing a positive mental environment encourages innovation, driving the company forward in a competitive landscape. 4. Cost Savings on Healthcare: Proactive measures, such as mental health awareness programmes and counselling services, can prevent the escalation of mental health issues among employees. 5. Improved Employee Retention: Companies that prioritise mental health and provide resources for support demonstrate a commitment to their employees' wellbeing. This nurtures a sense of loyalty and belonging among staff members, leading to higher employee retention rates. Recognising the importance of employee mental health is not just a moral imperative but a strategic business decision.
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Employee mental health is overrated In today's fast-paced corporate world, it's clear that the key to success lies in squeezing every ounce of productivity out of your employees. Why should you waste time and resources on "mental health" when the bottom line is all that matters? Here are a few reasons why companies should disregard mental well-being entirely and focus on performance metrics instead: 1. Maximize short-term gains: Who cares about long-term sustainability? By pushing employees to their limits without regard for their mental health, you can maximize short-term profits. After all, burnout is just a sign of dedication, right? 2. Cultivate a competitive environment: By ignoring mental health, you foster a cutthroat atmosphere where only the strongest survive. This Darwinian approach ensures you keep only the toughest employees, and who needs a supportive team when you have a handful of overworked, overstressed high performers? 3. Reduce time off: Mental health initiatives might encourage employees to take time off to recharge. But by ignoring mental health, we can ensure that our employees are always at their desks, even if their productivity plummets due to stress and fatigue. 4. Eliminate distractions: Focusing on mental health might introduce "distractions" like wellness programs, counseling, and stress-relief activities. By avoiding these, we can keep our workforce laser-focused on their tasks, regardless of how overwhelmed they might feel. 5. Stay traditional: Embracing mental health is just a trendy fad. Sticking to traditional values of hard work and perseverance without all the "feel-good" fluff keeps your company grounded in the good old days. You might be thinking: Kai, seriously? No, of course not: The above points are a satirical take on a serious issue. The reality is that neglecting mental health can be incredibly detrimental to both employees and the organization. Numerous studies have shown that a supportive approach to mental well-being boosts productivity, creativity, and employee retention. Happy, healthy employees are more engaged, motivated, and capable of delivering high-quality work. Investing in mental health is not just a compassionate choice but a strategic business decision that enhances overall performance and drives sustainable success. (By the way: Therefore at Salzgitter AG we make sure fostering mental and emotional health on many different levels and facets - E.g. with our so-called mental-health-navigator-support, supporting team resilience pro-actively to tackle challenges and including health aspects within our leadership training) Let's prioritize mental health, not just for the sake of our employees, but for the betterment of our companies as well. #mentalhealth #Employeeexperience #corporatewellbeing #gesundheitsaktivisten #wemakeithappen [Foto von Luis Villasmil auf Unsplash]
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Senior Consultant in Men's Health and Workplace Mental Health at Donald McCreary Scientific Consulting
I came across a troubling post recently that goes counter to the existing evidence around managing and preventing poor workplace wellbeing. The post is advertising a course aimed at teaching managers to assess their team's personal and organisational wellbeing, interpret the assessment results, and identify critical areas requiring attention, as well as learn to create targeted strategies and interventions to enhance their team's wellbeing and productivity. This is vague and alarm bells are going off as a result. First off, the notion of wellbeing is not defined, so how can potential attendees know what the focus is? I am assuming they mean something along the lines of people’s degrees of depression, anxiety, and burnout. Resilience is often mentioned in these discussions, but is often poorly defined and measured. So, are we expecting managers to make clinical and clinical-adjacent assessments now? This runs counter to recent WHO guidelines. Second, what types of interventions are they taking about? Since it’s all about assessing the individual, then one has to assume the interventions are aimed at changing the individual worker, not the organizational factors that we know adversely impact employees wellbeing. Moreover, there are a number of meta-analyses showing that these types of individual-level interventions don’t have a lasting or meaningful impact on workers. The emerging gold standard approach is to address organizational barriers to worker mental health and wellbeing first. Third, it’s encouraging managers to develop and implement interventions to reduce these problems - (a) managers are more likely to believe the problems are with people, not the organization; (b) there is no mention of the fact that all individual interventions to date have been ineffective; and (c) there’s no indication these managers are being taught about the importance of evaluating these programs for effectiveness. I’m happy to be wrong here, but I don’t think I am. I really want to be optimistic about this area, but posts like this make me sad for the future. Workers are highly resilient already. They fail because the organization is often designed to eat away at it, not maintain or enhance it.
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Admitted Attorney (Employee Relations and Labour Law Specialist, Employment Law)/Leader.
I woke up this morning and realised that it was World Mental Health Day, it got me thinking about how far the world has come in terms of acknowledging and creating a forum where mental health is spoken of, considered and not frowned upon or hidden as older generations once have. And with that, it made me want to provide some guidance and advice, and let people know that a supportive environment is in sight, so just hold on tight. Prioritising Mental Health in the Workplace is the path to productivity and well-being. In today’s fast-paced work environment, the importance of mental health cannot be overstated. As leaders and colleagues, we have a vital role in creating a culture that prioritises mental well-being alongside productivity. Here are a few key reasons why mental health should be at the forefront of our workplace initiatives: Enhanced Productivity: Studies show that employees who feel supported in their mental health are more engaged, motivated, and productive. When team members feel safe to discuss their challenges, it fosters a more collaborative and innovative environment. Reduced Absenteeism: Mental health challenges can lead to increased absenteeism. By promoting a supportive culture, we can reduce the stigma around mental health issues and encourage employees to seek help, ultimately leading to a healthier workforce. Improved Employee Retention: Companies that prioritise mental health tend to see higher employee satisfaction and retention rates. When employees feel valued and supported, they are more likely to remain committed to their organisation. Positive Workplace Culture: A focus on mental health fosters an inclusive and supportive workplace. This encourages open communication and strengthens relationships among team members, contributing to overall morale. Legal and Ethical Responsibility: It’s not just good practice; it’s our responsibility to ensure that our workplaces support mental health. Complying with mental health policies and regulations protects both employees and the organisation. What should we do: Provide Resources: Offer access to mental health resources, such as counselling services and workshops on stress management and resilience. Encourage Open Dialogue: Create safe spaces for employees to discuss mental health openly. Consider regular check-ins or mental health days. Lead by Example: Leadership should model healthy work-life balance and prioritise their own mental well-being, setting a precedent for the entire organisation. Implement Training: Educate managers and employees about mental health awareness, ensuring everyone understands the signs of mental distress and how to respond compassionately. Incorporating mental health initiatives into our workplace strategy is not just beneficial—it's essential. Let’s work together to create environments where everyone can thrive. #MentalHealthMatters #WorkplaceWellbeing #Leadership #EmployeeEngagement #HealthyWorkplace
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🔹 Dedicated Health and Safety Advocate | Experienced Risk Management Expert | Innovator in SaaS Solutions | Investor
🌟 **Mental Health Matters – Let’s Make It a Priority in Our Workplaces!** 🌟 As professionals, we’re always pushing the envelope, striving for innovation, and relentlessly pursuing growth. Our physical safety at work often garners paramount attention—think helmets, safety drills, and ergonomic desks. But what about our mental well-being? 👁️🗨️ **Mental health is an unseen, often unspoken hero of productivity and workplace harmony.** Here’s why mental health should be front and center in every organization’s safety culture: - Mental health issues, if unaddressed, can significantly hinder employee performance, affect communication and drastically lower job satisfaction. - Creating a supportive environment can lead to reduced absenteeism, lower turnover rates, and a more dedicated workforce. 🔎 **Transparency in Communication:** - Encourage open discussions about mental health. Normalize conversations around it just as we discuss physical health! - Leadership must lead by example. When management can openly discuss mental wellness, it sets a precedent and reduces stigma. 🛡️ **Proactive Support and Resources:** - Provide comprehensive mental health resources like counseling services, stress management workshops, and access to mental health days. - Equip managers with training to recognize signs of mental distress and to act empathetically. 🌱 **A Culture of Continuous Care:** - Implement regular check-ins, not just about work progress but genuine “How are you really?” moments. - Foster a workplace that celebrates breaks, disconnecting after hours, and maintaining a work-life balance. ⚖️ **Holistic Safety Protocols:** - Just as we conduct fire drills, why not mental health drills? Walk through scenarios that help destigmatize mental health issues and rehearse supportive responses. - Integrate mental health into safety manuals and policies. Make it clear it’s as critical as physical safety. 🤝 **Community and Belonging:** - Encourage team-building activities that aren’t just about the job. Let’s connect on a human level! - Facilitate peer support groups within the workplace. Sometimes a co-worker can offer the empathy and understanding that professional help cannot. **Remember,** prioritizing mental health is not just about mitigating risks—it’s about enhancing every employee’s potential and fostering an environment where everyone can truly thrive. It’s time to break the silence and build resilience. Let’s champion a culture that celebrates mental health as a cornerstone of safety and wellness. 👉 **I challenge every business leader, HR professional, and team manager here: What step will YOU take today to support mental health in your workplace?** Let’s get the conversation going! Drop your thoughts or actions in the comments below. 📥✨ #WorkplaceWellness #MentalHealth #SafetyCulture #Leadership #HR #BusinessTransformation
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Trailblazing Educational Leader | Futurist Innovator in K-16 | Shaping the Future with AI-Driven Solutions | Forward-Thinking Strategies | and Unrelenting Solution Seeker.
Boosting Productivity Through Mental Wellbeing: The Key to a Thriving Workplace Did you know that mental wellbeing is directly proportional to productivity in the workplace? Research shows that employees who maintain good mental health are not only more productive but also more engaged, creative, and committed to their roles. According to a study by the World Health Organization (WHO), depression and anxiety cost the global economy an estimated $1 trillion per year in lost productivity. On the flip side, for every $1 invested in mental health treatment, there is a return of $4 in improved health and productivity. Here’s why mental wellbeing is crucial for productivity: 1. Enhanced Focus and Concentration: Employees with good mental health can concentrate better, leading to higher quality work and fewer mistakes. 2. Increased Engagement: Mentally healthy employees are more engaged and motivated, which drives them to put in extra effort and take initiative. 3. Improved Creativity and Problem-Solving: Mental wellbeing fosters a positive mindset, which enhances creativity and the ability to solve complex problems. 4. Lower Absenteeism: Employees with good mental health have lower rates of absenteeism and presenteeism, ensuring that they are present and productive at work. 5. Better Team Dynamics: Mentally healthy employees contribute to a positive work environment, improving team dynamics and collaboration. At T-Mobil, Apple, and Google, it is believe in prioritizing mental health to boost productivity. Here are some initiatives they implemented: • Flexible Work Hours: Allowing employees to balance work and personal life. • Mental Health Days: Providing time off specifically for mental health. • Wellness Programs: Offering access to counseling, fitness programs, and mindfulness sessions. • Open Dialogue: Encouraging open discussions about mental health to reduce stigma. Investing in mental wellbeing is not just good for employees; it’s good for business. Let’s work together to create a supportive environment where everyone can thrive. How does your company prioritize mental wellbeing? Share your thoughts and initiatives below! #MentalHealth #Productivity #WorkplaceWellbeing #EmployeeEngagement #MentalHealthAwareness
