In the age of the Covid-19 pandemic, good practice around mental health has never been more important to maintain.
This is due to how the unfortunate arrival of coronavirus has led to many seismic shifts, huge changes which have impacted the mental health and the way we both live and work and meant we’re had to contend with the accompanying stress and challenges this all brings.
While Covid-19 has created opportunities for job seekers, recent statistics have revealed the impact on those who have switched to working from home during the last two years. The most common concerns were feeling less connected to colleagues (67%). A further 56% said they found it harder to switch off. However only a third of respondents had been offered support with their mental health (34%) from their employer. With the pandemic continuing, we believe those employers that can demonstrate that they value their staff and are willing to go the extra mile to support them will be the ones to benefit from a loyal, engaged and high performing team. But what are the best ways to do this and cultivate good practice around mental health? Let’s explore some top tips below…
Leader role-modelling
Business leaders have multiple roles within an organisation but looking after a company’s most important resource – its people – should be near the top of the list of priorities.
This means those in charge need to set a good example to their teams to underline the importance of prioritising yourself and a healthy mindset. By doing this, it shows that the message from senior staff is to invest in self-care and not work yourself to the bone.
ESSENTIAL TIP:
Good mental wellbeing practice in the office can involve avoiding sending emails ‘out of hours’ or coming into work when ill. It’s also about finishing work on time wherever possible.
Establish open channels of communication
Discussing mental health issues in certain environments can be stressful for employers and employees if it’s not handled correctly. Sharing personal information such as this can be sensitive and staff will be reluctant to do so if they feel there could be repercussions or any judgements made against them. It’s therefore important for business leaders to go out of their way to create an open culture where people are unafraid to be themselves and share how they are feeling.
Another positive, particularly when it comes to factories or manufacturing, is the increase in productivity it offers. This means more companies are looking to AI as a way to enhance how they work and increase output.
One report forecasts the potential impact of AI. According to the Massachusetts Institute of Technology, AI could replace as many as two million more workers in manufacturing alone by 2025.
One report forecasts the potential impact of AI. According to the Massachusetts Institute of Technology, AI could replace as many as two million more workers in manufacturing alone by 2025.
ESSENTIAL TIP:
An open culture can be kickstarted by managers sharing stories about their own mental health and any challenges they have faced or overcome. This can facilitate a sense of trust between staff and senior team members so the former know they will be supported if they speak openly about details of their own struggles.
Embed mental health champions across the organisation
While we’ve so far focused mainly on business leaders, it’s important to instil mental health advocates across an entire company.
So you should look beyond a manager or department head to set the example here. Ultimately, it’s important for employees to feel there is someone to reach out to for support if they need it wherever they may sit in the hierarchy of a business.
ESSENTIAL TIP:
Appointing mental health champions or mental health first aiders can be an effective strategy when looking to embed an open mental health culture within a workplace.
Share knowledge, resources and best practice
The world of mental health is one which constantly changes and, without a dedicated mental health adviser in post, can be tricky to navigate.
So managers and organisations should not beat themselves up too much if they feel like they are not experts in this field. Instead, they should ensure they have the resources on hand to support staff wherever possible. If your organisation has a dedicated HR team, then a worthwhile investment could be around training around mental health issues.
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Create an accessible source of mental health and wellbeing information on an intranet or shared folder including links to initiatives, websites and useful guidance.
If possible, over-communicate with staff
A recent report showed how employees who felt their managers were not effective communicators have been 23% more likely than others to experience mental health declines.
So do what you can to keep staff engaged and informed, particularly if they are working remotely? Establish weekly Zoom team calls so staff can check in on each other and establish what is being worked on. You should also look to go beyond this and ensure they are aware of what is happening in the wider business so they feel included.
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Look to remove stress where possible by setting expectations about workloads. If staff know what to prioritise and managers acknowledge what can be postponed if necessary, then productivity and morale can be maintained.
Introduce a Mental Health Policy
Many companies choose to tackle mental health in the workplace by establishing a policy and framework for dealing with issues. This provides employees and managers with a process to follow to ensure challenges are dealt with properly. It also provides a strong message to employees that the work culture is responsive and comfortable dealing with and discussing mental health issues.
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If you do decide to implement this, then make sure it’s checked thoroughly before being shared in a public domain so you know what you have committed to. Ensure you can meet any promises included in this document and you can support employees effectively.
How Recruitment Services Can Help with Promoting a Positive Work Culture
The world has changed a great deal in the past two years and any companies that don’t realise this could lose out.
Working with a top recruitment company such as ourselves can be a way for companies to stay on top of the shifting job market and take important steps forward in helping retain staff by working with a recruiter like JAM Management Consultancy, you can access advice and insight on embedding a positive and open culture within your organization. Ultimately, this will ensure you not only source but retain happy and high performing staff to help your business grow.
