Mental Health in Organizations
Recognizing that there are mental health problems in companies and that your employees may need support in this field is an important step for you and for all those you work with: colleagues, teams, and the community itself.
In this phase that we are going through, "role-model" companies in all parts of the world have already chosen mental health services to help their staff deal with uncertainties, difficulties and psychological problems of all kinds.
Are you going to keep your arms crossed?
In this article:
- learn how to contract Mental Health Counseling and Mentoring services for your company
- what support CEOs and company managers should provide to their employees in a simple and immediate way?
Last March, the renowned Harvard Business Review wrote the following: "Business leaders are focused on the here and now of the Covid-19 pandemic, but there is a second-order mental health crisis that is beginning to emerge as a result of global quarantines and a massive shift to working from home."
The study to which the article refers mentions that: "At the beginning of the pandemic, 75% of people said they felt more suffering socially, 67% of people reported greater stress, 57% felt more anxiety and 53% said they were more emotionally exhausted".
This March and April 2020 global survey comprised 2,700 employees in more than 10 sectors of activity."
The article adds that "(...) As humans, we can deal with change, but we don't do well with uncertainty. Given the enormous uncertainty that everyone faces - economically, personally, and professionally - these mental health statistics are so predictable how alarming. (...)
Therefore, the question that today is fundamental to help companies to keep their assets healthy and motivated is:
What support should CEOs and company managers provide to their employees?
First, they must provide Counseling & Mentoring in Mental Health (online or in-person) provided by professionals duly trained for the purpose (psychologists, psychotherapists and, if necessary, psychiatrists or neurologists).
On the other hand, they must expand this possibility to the families of their employees, so that households also have access to this type of service, in a quick and affordable support.
Allow greater flexibility and more free time for those in need.
Some people get lost in time, other people need their own rhythms and other people still need to strictly adhere to the same schedules they used to do when they worked in person. Therefore, you must discover "who's who" in this new way of working from home, allowing everyone, as far as possible, to discover their own pace. This relieves pressure and stress.
Promote healthy habits that balance work and personal life.
It is important to help employees to disconnect from work and company issues in order to rest and restart with full energy.
Help those who work with you to disconnect without guilt or drama. Resting is important!
Encourage leaders and team leaders to speak openly about mental health and help all members of their staff to talk about it.
Talking helps to identify who needs assistance. However, talking about sensitive topics like "mental health" is not a 5-minute conversation and it is done.
Active and genuine listening helps your staff to have confidence in the support they can receive from the company. Open the door: let yourself be genuine and be consistent with what you are doing. If you suspect that the person needs professional help, offer what you have at your disposal, the resources you have hired for that purpose.
Communicate the available resources
Encourage the Human Resources Department or the Personnel Department to communicate with whom the company made protocols in Mental Health.
Also encourage employees to ask for support. Be consistent with what you offer. Be consistent in availability.
And most important of all: thank your staff for asking for support - after all, it is a sign that they are collaborating!
Source: How CEOs Can Support Employee Mental Health in a Crisis
(Harvard Business Review, March 2020: How CEOs Can Support Employee Mental Health in a Crisis (Harvard Business Review, March 2020