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As an employer, it’s highly likely that at some point in your career one or more of your employees will experience mental health issues, such as depression, stress or anxiety. Stress and mental health problems can lead to costly and time-consuming conflict at work, but conflict at work can also be a significant cause of stress and poor mental well-being. Not putting forward a slightly more out-there idea can be because an employee is afraid of speaking out. Poor mental health and emotional distress in the workplace are problematic for companies for a number of reasons. Poor mental health at work can result in safety liabilities, poor decision-making, decreased profits, poor job performance, low productivity, disengaged employees, poor communication and high employee turnover. Make sure your company provides employee mental health benefits and services — including everything from individual and couples counseling to group therapy. Employee Assistance Programs (EAPs), for instance, provide access to services that allow employees to reduce stress related to childcare, housecleaning and running errands. If people are being redeployed or made redundant then this can have a significant impact on their mental wellbeing. People being redeployed will need to be supported through the process and properly inducted into their new role. Redundancy polices should consider mental health aftercare for staff and signposting to appropriate services. 

You have to understand your employees and what you’re asking of them. I can produce quality work and keep going, but it isn’t sustainable. You have to be understanding toward people’s lives and the way they individually function. Create an accepting environment that encourages employees to speak up when workloads or personal pressures are causing mental and emotional stress. There are many benefits to this – smoother workplace operations, employee loyalty, work productivity and more. Give your employees the tools and appropriate pathways to follow, to support their mental wellbeing before a problem arises. Rather than solely reacting when something does happen. Building a workplace environment where staff feel comfortable sharing their thoughts and needs, and working on their mental wellbeing won’t happen overnight. The language that we use helps to shape the reality we all share. It helps to shape our attitudes in how we view the world, the meanings of what we say to others, and to ourselves. When thinking about how we should be talking about mental health at work, language is a big deal. More specifically, the words we assign to what we are thinking or feeling are important. Naming something brings it to life. Even though it may not be easy to become an employee-centric company addressing 

how to manage an employee with anxiety

 it is of utmost importance in this day and age.

Engagement With One's Work

Mental health and mental illness cannot be compartmentalized, and therefore are workplace issues. Company-funded counselling schemes and free NHS services can provide a safe space for staff to explore emerging problems before they become acute. We don’t need to make all our line managers mental health experts, but they’ve got to demonstrate and understand that empathetic connection with their team and their people, to see where they need help. Most modern work doesn't have objective conditions for belonging. It's not very clear what's enough. With new workplace difficulties arising, companies need to maintain a positive work environment now more than ever. Offering wellness programs, and access to wellness resources is important for the success and productivity of the employees. Positive affirmations through milestone gifts or customer reviews are also a great way to keep up spirits. An opinion on 

workplace wellbeing support

 is undoubtebly to be had in every workplace in the country.

Managing and supporting people who are nervous or anxious about returning to the workplace calls for careful planning. Employees need to understand the steps their employers have taken to ensure they will be safe and that their wellbeing is genuinely a high priority. Common mental health problems and stress can exist independently. For example, people can have work-related stress and physical changes such as high blood pressure, without experiencing anxiety and depression. They can also have anxiety and depression without experiencing stress. Boost your team’s mental wellbeing, by implementing some simple healthy workplace practices. For office workers you should encourage your employees to frequently break long sitting periods, as this has been shown to enhance mood and boost energy levels. You could also encourage exercise and regular social events to boost the physical and mental wellbeing of your staff. Mental health problems can affect anyone in any industry and yet mental health is often still a taboo subject. anxious or suffering from stress – related problems at any one time. The bad news is that work can trigger or exacerbate such issues; the good news is that enlightened organisational practices and well-trained line managers play a powerful role in fostering wellbeing and sustaining good mental health. Communication that emphasizes that leadership cares about concepts such as 

managing employees with mental health issues

 should be welcomed in the working environment.

Employee Perceptions

The workplace plays an essential part in maintaining positive mental health. Creating psychologically healthy and safe workplaces benefits workers and helps their families and communities. Creating a systematic and sustainable approach for psychological health and safety, similar in spirit to how physical health and safety is managed, is also becoming a business imperative. Experiences of mental health are so different from person to person, but it affects us all and it’s impacted by many different aspects of our lives, including work. So how can workplaces help? A survey by the anti-stigma campaign Time to Change, led by Mind and Rethink Mental Illness, found a 7 percentage point rise, since 2009, in people’s willingness to work with someone with a mental health problem (69% to 76%). However, there is still a long way to go as nearly one in ten adults (7%) in England think people with mental health problems shouldn’t have the same rights to a job as anyone else. Many employers, when faced with the words ‘mental illness,’ react with fear and doubt. But it is important to recognize that people who have been diagnosed as having a mental illness can still have mental wellbeing. How is this possible? Mental illness and wellbeing are not mutually exclusive—someone with a diagnosed mental illness can still be high functioning with the right environmental and lifestyle conditions. Contrary to the myth about people with a mental health condition not being capable of performing to a high standard at work, many people with a condition continue to go into work and thrive. There could be times when performance could be affected, particularly if they are afraid of disclosing their condition and accessing the support they might need at certain times. Thinking about concepts such as 

workplace wellbeing ideas

 is really helpful in a workplace environment.

All employers can and should provide employees with good working conditions and ensure they have a healthy work life balance and opportunities for development. Mental health matters, but the world has a long way to go to achieve it. Many unfortunate trends must be reversed-neglect of mental health services and care, and abuses of human rights and discrimination against people with mental disorders and psychosocial disabilities. People always choose to belong. Belonging is a fundamental psychological need. The American psychologist Abraham Maslow put belonging second only to our need for food, shelter, and safety. Seven decades of academic research have yet to disprove that point. Mental ill-health is a leading cause of sickness absence in the UK, accounting for 12% of all sickness absence days taken each year. Selecting recruits based on competence and/or potential, combined with realistic job previews, is therefore not only important for performance, but also for managing and supporting mental health. Realistic job previews provide potential applicants with information on both positive and negative aspects of the job. For employers not investing in wellbeing initiatives, 

employers duty of care mental health

 can be a difficult notion to comprehend.

Really Listen

Tackling the mental health at work problem before it actually becomes a problem seems like a natural approach to take. For instance, organizations can offer their employees easy access to self-help solutions such as meditation and yoga. There are numerous digital wellness services available, similar to gym subscriptions, that make it easy to incorporate them into an existing employee wellness program. Research confirms that a culture of fear and silence around mental health is costly to employers. Starting a conversation about mental health doesn't have to be difficult. Poor mental health costs the government a lot of money. This is money that is paid out in benefits, the cost to the National Health Service and less money coming in from tax because people are not working. This costs the government between £23 billion and £27 billion each year. You can find more facts about Employer's Mental Health Programs Schemes in this 

World Health Organisation 

web page.

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