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Alumni / 第三屆系友會會長 / Mental health problems

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Cahrles
11 Days 22 Hours Ago
For making your employee journey beautiful and interesting you need to build the best environments for your employees. The Flex genius https://flexgenius.co.uk/ is one of the best platforms which are works on creating the best employee benefits programs, by applying for these programs many businesses can easily hunt the best talent for their business.
2022-11-25 PM 4:18
sansara8
8 Months 16 Days Ago

The sheer number of people on social networks, particularly Instagram and Open Diary, discussing Mental Health At Work Programs Schemes keeps growing monthly. I'd like to know what you think about Mental Health At Work Programs Schemes?

It’s important to recognize mental and physical health are intertwined. Investing in physical health can be an effective aspect of a workplace mental health strategy. It may also be an easier place to start if mental health is a new topic for your workplace. Investing in lifestyle change programs and incentives can be an effective strategy for improving total wellbeing in the workplace. What are your thoughts on your job? You are not bound to suffering if you are worried and dissatisfied but feel trapped with no choices. Whether your job is moderately stressful or plagued with friction and challenges, there are techniques to boost your psychological well-being at work. Developing friendships with people you work with can help buffer you from job burnout. When you take a break, for example, instead of directing your attention to your smartphone, try engaging your colleagues. Or schedule social events together after work. From a business perspective, it makes perfect sense to pay more attention to the health and wellbeing of your employees because when they’re happy and mentally well-balanced, they drive the success of your business. No business succeeds unless employees are invested in that success and performing to the best of their ability on a consistent basis. That’s how it works. But, it won’t work if you don’t pay attention to issues relating to mental health among your workforce in your workplace. Mental wellness as a term puts focus on how to improve health and wellbeing, thus it should be unassociated with mental illnesses. In fact, all work related mental illnesses originate from the lack of awareness-based intrapersonal skills that allow people to deal with work-related stress and secure their mental well-being. Please kindly seek professional help when you are mindful of your mental health issues or mental illness. Talking about your feelings can help you to maintain good mental health. It can also help you to cope when you are feeling worried. Speaking to colleagues about your feelings, or sharing a problem, is not a weakness. It is part of maintaining positive mental health and taking control of your wellbeing.

.Mental Health At Work Programs Schemes.

Potential workplace triggers for distress include people working long hours and not taking breaks and unrealistic expectations or deadlines. Having to choose between our need to belong and our need for rest isn't healthy. And it isn't fair either. Workplaces should take that option off the menu. There’s no question that presenteeism is difficult to define and even more difficult to tackle. What we’re talking about here is not the kind of presenteeism that means people are staying at their desks longer than necessary in an effort to show how hard they are working - although that’s not great either. Organisation should think about the structures and workplace functions as well when devising a mental health poilcy. For example, field workers and physical labourers can be hard to reach with typical wellness supports. This is in part because of their scattered and often remote locations. Organisations can make sure their employee benefits package provides support for managing employees with mental health issues today.

Emotional Issues

We all have mental health, just as we all have physical health. How we feel can vary from good mental well-being to difficult feelings and emotions, to severe mental health problems. Organisations that do not engage their workforce risk losing their best staff and face difficulties when embedding organisational change. It is estimated that two thirds of employees in the UK feel engaged, and organisations that engage their workforce can see productivity increase by up to 20%. Employees who feel engaged at work are more likely to build positive relationships, helping to forge a positive workplace cultures. Employers offer work place wellness programs to improve the health and well-being of their employees, increase their productivity, reduce their risk of costly chronic diseases, and improve control of chronic conditions. In 2012, half of all employers with at least 50 employees offered programs, and nearly half of employers without a program said they intend to introduce one. As employers embrace employee wellbeing, it’s critical that they include the mental and emotional health piece in their efforts. As with other aspects of wellbeing, the focus of employers’ efforts should be to move from reactive to preventive. Severe and long-term anxiety is known to trigger our primal fight or flight mentality, leading to rash decisions, poor communication and further heightened stress levels. Instead of focusing on high-priority work, meetings and events, employees who suffer from depression may miss deadlines, mishear briefs and even seem less-dedicated to their job or the company. An opinion on employers duty of care mental health is undoubtebly to be had in every workplace in the country.

Mental health is an integral part of how we feel about our jobs, how well we perform and how well we interact with colleagues, customers and clients. When working to set the tone of mental health being safe to discuss in a team, you must think about one core thing: trust. Trust is everything. Without trust, you can’t build anything else. Organisations now need to be on the front-foot of employee wellbeing, ensuring that environments, processes and strategies bring out the best in people. Leaving it to chance is no longer an option. Stress is an adverse reaction to excessive pressures or demands in your work life, home life or both. Prolonged periods of stress can adversely affect the way you feel, your behaviour and your health. At work, it is vital that your employer addresses stress by tackling the root causes of any stress that your work is causing or exacerbating. Employees might feel very happy to tell a colleague about a physical injury they’ve sustained, but when it comes to changes in their mental health, people can keep this to themselves through fear of being treated differently or judged. Thinking about concepts such as workplace wellbeing support is really helpful in a workplace environment.

Nurture Relationships

Often people do not recognise (or want to recognise or want anyone else to recognise) that they are struggling with their mental health and other people will notice it first. If you see that someone you know – a friend, colleague, family member or employee – is showing the signs of a mental health difficulty, please don’t ignore it. As we note in the previous chapter, one in four people in the UK will have a mental health problem at some point in their lives, the most common of which are anxiety and depression. The HSE (Health and Safety Executive) advises that the key differences between common mental health problems and stress ‘are their cause and the way they are treated’.1 They often share symptoms, however, and work-related stress can aggravate and become entangled with an existing mental health problem. They can also exist independently – people can experience work-related stress and physical changes such as high blood pressure, without having anxiety and depression. They can also have anxiety and depression without stress. Everyone’s experience of poor mental health is different – so two people with a diagnosis of depression may have very different symptoms and need different adjustments. This may seem complex, but often the person will be the expert on their condition and know their own support needs. In essence this means managing the person as an individual, in the same way that you flex your general management style. Line managers have a crucial role to play in preventing and dealing with workplace stress. While employers increasingly expect line managers to look after people’s health and wellbeing, often employers don’t provide the necessary training and support. The World Health Organisation (WHO) has recently recognised that burn-out is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed. Similarly to any change that happens within organizations, discussions around workplace wellbeing ideas need planning and implementing properly.

All employers, regardless of workplace type, industry or size should adopt the mental health core standards. This will ensure ‘breadth’ of change across the UK workforce and lay the foundations for going further, and can be delivered proportionally depending on the size and type of business. To create a sense of community and belonging, managers need to build opportunities for engaging with each other in the workday. Authentic, transparent, two-way communication should be a pillar in your employee engagement strategy. This way, your employees feel they are valued contributors in the organization’s journey. Mental health help should be made available to workers in times of need, but employers are also better served by a healthy, productive workforce, rather than one characterised by anxiety, stress and low levels of staff wellbeing. Become an advocate for mental health at work. Before you begin, you might want to review the policies and practices currently in place to support mental well-being, so you can see the resources that feel most relevant. And your HR leaders may be open to new ideas—like starting an employee resource group, setting up regular mindfulness sessions, or actively suggesting pre-meeting relaxation time and regular out-of-office walks. Wellbeing is an essential part of productivity in the workplace. Everyone has mental health on a spectrum that varies greatly throughout their lives and organisations should increasingly focus on ensuring people have good mental wellbeing if they want them to be happy and healthy and productive in the workplace. For employers not investing in wellbeing initiatives, how to manage an employee with anxiety can be a difficult notion to comprehend.

The Economic Burden Of Mental Health Disorders Is Staggering

Organisations should produce, implement and communicate a mental health at work plan and develop mental health awareness among employees. Open conversations about mental health should be encouraged and support should be available when employees are struggling. Employees should have good working conditions, effective people management should be promoted and employee mental health and wellbeing should be routinely monitored. Supporting employees through a period of mental ill health may be difficult on a personal and professional level. It is important to look after your own mental health and wellbeing too. Some employees are responsible for caring for people with mental ill health. Managers need to recognise that these carers require supportive workplaces and flexibility in order to successfully manage both their caring and work roles. Digital tools and products are an enabler of change and there is a significant opportunity for low cost, scalable interventions in workplaces. We are witnessing an explosion of such technology and it is vital that there is a firm evidence base that is accessible for employers and employees. Uncover more info appertaining to Mental Health At Work Programs Schemes in this World Health Organisation page.

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2022-03-26 AM 6:43

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