Mental health in the workplace

How to support mental health in the workplace

There has been an increase in optimistic outlook about mental health in the workplace in the past years. Nevertheless, a lot of companies are slow to put in place mental health worker strategies for the wellbeing of their staff. Learning the benefits of mental health wellbeing support in the workplace and using them could be the edge your organisation requires.

Giant companies such as Pixar, Google, and Facebook are known for their costly mental health wellness initiatives, also ‘what is mental well-being?’ and ‘what is mental ill-health?’. Nevertheless, are there advantages of employee mental health support strategy for smaller companies? The answer is yes, putting in reasonable adjustments to mental health support works!

Mental health in the workplace UK does not need to be expensive. Less investment could generate efficient results. This study has provided different reasons workplace wellness pays back, together with ‘mental health back to work support.’ Indeed, it’s difficult to measure the payoff in monetary value, even though there’s certainly a return on investment.

Below are some mental health wellbeing in the workplace ideas you can use today.

  1. The culture of change starts with the CEO’s and their behaviour

An organisational change could begin at the bottom through individual employee behaviour. Nonetheless, it will always fall short without assistance from the people on top. Employee’s mental and physical health wellbeing is a concern that CEOs and other executives should not take lightly.

However, putting that into practice could be complicated even if a CEO believes in prioritising wellbeing at the workplace. The workload for a CEO and the energy and time they spend is overwhelming. Without a strategic plan at hand to make it more adaptable, the good intention will fall short.

Some ideas on how CEO’s could promote health wellbeing at work:

  • Support employees when they concentrate on their wellbeing
  • Be vulnerable. Admit when your mental health is a struggle
  • Provide the best healthcare plans you could offer
  • Combine personal health experience along with ROI of programs
  • Get rid of the taboo from taking a nap once during the day
  • Prioritise taking time off and unplugging while away from your desk

 

  1. Taking responsibility and ownership will create a climate that will enhance the mental health of everyone in the workplace

A healthy workplace environment is perfect when it comes to keeping a positive spin in a stressful situation. The most vital thing that impacts employee pleasure and creativity, how efficient and productive they could be, boils down to their working environment.

Everybody has personal concerns and mental health news uk will give you the updates you need. It’s only human that some personal emotions get carried into the workplace. As much as possible, try not to overlook them but find the core of the issue. Be a sympathetic employer by showing your staff you care. Your employees might come into work frazzled and uncomfortable because of a passing family member, or they have had an awful weekend.

Show kindness and be there for them. You don’t need to sit by your employees throughout the day. But by showing you care about the progress of the company but also care about their wellbeing, saying your doors are open for them, and dropping them an email is enough. Take note that reassuring workplace culture is the groundwork of a healthy workplace setting.

  1. Job versus personal resources

When workers are struggling with physical or emotional concerns, they call in sick often. They possibly aren’t working at their most productive level even when they’re in the office. When you concentrate on keeping your employees healthy, you can see an improvement, and team members put all their efforts into their projects. Therefore, it saves employers money in the end, as the employees are productive at work, and the business will become successful.

  1. Risk prevention

People take note of your employee’s workplace stress, and if they are coping with their work-life balance. This approach leaves people to acknowledge that the company you work for cares for them, and they are open and honest about their struggles. Taking a preventive approach to wellbeing allows people to take control of their health and manage illness before they become critical health issues.

Health risk prevention programs provide solutions in the context of mental health wellbeing in the workplace. It takes into account the job, the worker, and the environment to prevent unnecessary illness or injury.

Mental health in the workplace

Excellent mental health back to work support is one, which determines and embraces employees for their unique skills and individuality. It’s one that offers a setting that addresses mental health worker’s wellness and enables employees to work in a way that suits their requirements.

Establishing a healthy workplace doesn’t need to be costly or challenging. Remember, wellbeing is a foundation for productivity, and it will affect your overall business results. It’s not going to make all your worries go away, but it’s going to help you build a workplace culture of health. It will increase and sustain employee morale too.

Do you need Stress Resilience Coach who can help you to feel stress-free? If so, feel call Andrea Smith MSc Psych to book a consultation. By helping you deal with your stress, find fresh perspectives: Making your life better! Click here to know more! 


Stress in the workplace - Surrey

How to handle stress at work?

Stress is a natural part of our daily life these days, and everyone struggles from anxiety. How to handle stress at work is one of the critical questions you will ask yourself daily. Low-levels of stress are beneficial and motivational to make job-related stress, anxiety, and worry manageable. There are plenty of strategies that can help you to deal with stress in the workplace, read here for some ideas.

People continuously hear about the different ways in which one can lessen their technology use or screen time to reduce stress in the workplace. Awareness is undoubtedly vital to keeping healthy digital habits. However, there are sites or apps we must be spending more time to help: how to manage stress and anxiety. Programs and apps created to help enhance mental state and mood are becoming widely accessible on hand-held devices and the internet.

The increase in technology has assisted in some areas of modern life. It even supports particular industries to flourish. For fitness and health enthusiasts, the development of technology has made it simpler to track their performances. Further, it allows them to set themselves new targets and accomplish them.

But what exactly is the impact of digital technology on society and stressed people? In this post, you will learn the five different ways of how technology can support healthy well-being in the workplace, i.e., relieve stress at work.

  • Using digital technology to stop absenteeism – get help faster

Absenteeism is costing a lot of businesses thousands of pounds yearly. How do you take on the challenge of qualifying cost when employees sometimes don’t even grab their phones to call in sick? Nowadays, skipping work could be as easy as sending a short email or text message to the manager. That and the costs related to absenteeism could be better spent on helping employees with their work-related stress and to stress-less.

Organizations can efficiently lessen absenteeism rates through frequent analysis and tracking of data with the help of technology-based tools. A biometric employee clocking system, which is connected to payroll software can give reports on attendance, is the perfect way to begin the day.

Such tools offer team leaders and frontline managers a platform for gathering accurate attendance and time data. Which could provide them with a precise measurement of the level of employee discipline in the workforce?

https://youtu.be/VaMC5paV9gs

  • Online self-assessment tools to diagnose the problem

Online self-assessment tools used to diagnose issues efficiently and to lower symptoms can be delivered instantly. These mental health assessments and screening are critical early steps in taking charge of an individual’s stress at work.

Mental health screenings are a free symptom check-up tool that is composed of questionnaires and checklists, asking people to consider what their symptoms are. These tools do not diagnose mental disorders. Nevertheless, they are excellent for starting to understand one’s mental health, decide if one should see a mental health expert, and determine what a person would want to proceed to look after their health.

For example, Google partnered with the National Alliance on Mental Illness to provide mental health screening surveys to American residents who look for “depression” or “stress” on their mobile devices. The top result is a box they referred to as Knowledge Panel. It has all the information regarding depression, stress, and anxiety, the symptoms associated with these issues, as well as possible treatments, de-stressing.

  • Prioritize help of the most needed staff

Several physicians utilize a method referred to as exposure therapy to help the employees that struggle the most with stress and anxiety and relieving the symptoms. They are designed to help patients reduce trauma-related phenomena in a safe and controlled setting like in a doctor’s office. That truly helps people get habituated to the memories, so they no longer trigger anxiety, stress, and flashbacks.

Some scientists have tested Virtual Reality as a tool for this therapy in some clinical trials. Luckily, several trained clinicians use these in their practices.

  • Prevention is better than cure

Some mental health apps can present results. However, experts are also working to harness mobile technology to detect depressive or stressful episodes before they manifest, burgeoning manic episodes, and identify suicidal inclinations.

For instance, a user begins typing more than average. Their syntax transforms, or they crave some impulsive shopping sprees. It might be a sign that they are manic. Not responding to messages from friends and family means they might be anxious or depressed.

  • Early identification will lead to better mental health

You will find some insurance companies today that are utilizing cloud-based software tools to access electronic insurance claims and medical records data to determine patients who are at risk of having mental health problems such as depression. They then connect them with proper treatments with the help of a network of behavioural health experts.

Stress in the workplace- Surrey

Mental health issues have been brushed under the carpet for far too long and are a taboo topic in some workplaces. Luckily, times are transforming. With more and more people, such as celebrities sharing their own stories in public regarding their mental health challenges, an average individual tends to become more honest about their stress struggles at the workplace. They are also beginning to talk about their anxiety and depression or other mental health issues.

As the world is becoming more technological and society is becoming more educated about the topic of mental well-being, technology is becoming a crucial part of presenting answers to restore and strengthen mental health especially handling of stress at work.

Do you need Stress Resilience coaching support in this matter? If so, feel free to call Andrea Smith MSc Psych to book a consultation. She will help you beat stress and help you with fresh solutions: making your life better! Click here to know more! 


Drugs in the workplace Surrey & Hampshire

How substance abuse can negatively influence the workplace

Drug and alcohol abuse by employees can cause a considerable amount of costly concerns for organizations ranging from an increase in health insurance claims, injuries, as well as lost productivity. How substance abuse can negatively influence the workplace efficiency, impact judgment, alertness, and decision-making will be discussed here.

Dealing with workplace addiction has become a vital aspect for employees and HR departments. It has become essential for organizations wanting to keep a healthy office setting to enact rules to avoid and mitigate drug addiction amongst staff, especially with the increase of people suffering from addiction.

If you are one of those employers who suspected drug use in the workplace, here are some tips you might want to consider. Allow this blog to help you learn the best advice on how you can handle employee substance misuse and mental health.

  1. Implementing drug in the workplace and alcohol abuse strategy

The first step in dealing with drugs and mental health problems in the workplace is to create and implement a clear plan for the employee. Tell them the stance your company takes regarding alcohol and drug use. Placing those rules in writing allows you to talk about what you will and will not tolerate in connection to drugs and alcohol.

What the policy will include depends on the individual situation. Organizations aren’t the same, nor the employees working for them. Thus, your policy statement must reflect the values and needs of your workplace. And take into account the people who will be affected by you to create an individualized strategy.

  1. Support employees with issues of drug and alcohol in the workplace

Do you like to help an employee with their substance abuse issue to get the assistance they need? Get the employee ask themselves questions like: ‘How long does cocaine stay in your system?’ ‘how to stop drinking alcohol?’  ‘Do I have an alcohol dependence?’ ‘Can I go to alcohol anonymous meetings to beat this addiction?’. As employers, you should provide comprehensive health plans, which will cover every stage of treatment for substance abuse disorders.

Take note that a lot of substance addicts have personal problems in their lives, and they might not get the social support they require. Your role must always stay as private as possible. You can support your staff by providing addiction recovery support and motivating them to get their treatment.

The ideal plan must cover treatment, counselling, aftercare, as well as teaching employees about the risks of abusing drugs and alcohol.

  1. Set out testing for abuse of substance requirements in contracts

It will surely cost your organization some capital. Nevertheless, educational programs and drug testing support a healthy ROI for small businesses that take the time to adopt them. Some of its proven benefits include reduced cost of insurance and worker’s compensation claims, reduce employee turnover, improved productivity, lowered workplace incidents, lessened employee theft, and improved morale.

  1. Carry out fair testing across all employee groups

You should make a series of decisions on how your drug testing program will be set up and operated. Below are some questions you should answer:

  • Who will you test?
  • When will you test?
  • For what drugs will you test?
  • How often will you conduct the test?
  • What will you do if an employee tests positive?
  • What will you do when an applicant tests positive?
  • What type of tests will you utilize, and the processes will you follow?

You will possibly like to ask a legal official first who understands more about drug testing and take action on addiction. You must be sure as well that your drug testing program is fair, accurate, and legally secure. Bear in mind that it must be undertaken only as a portion of a wide-ranging drug-free workplace program.

  1. Conduct a full investigation if abuse is suspected

When substance abuse is present among the staff in your workplace, do not wait to deal with the issues happening. Putting these things off will not help you. Make sure you conduct a thorough and fair investigation if abuse is happening in your organization.

You also need to remember that alcoholism and drug addiction could be both considered disabilities. That indicates you have the responsibility to treat your staff fairly, especially when substance abuse is alleged.

https://youtu.be/jbzrktZFxbs

Managing drug and alcohol misuse at work could prevent issues which not controlled could deteriorate, affecting both the employer and employee. Employees suffering from substance abuse concerns tend to cause workplace accidents and tend to be less prospective and be absent. That could impact the morale of the team, even when no one gets hurt.

Drugs in the workplace Surrey & Hampshire

As an employer, you have to monitor and be cautious about suspicious behaviours and be able to respond appropriately. Keep in mind that these concerns can be addressed sensitively; however, always consult with a legal professional if you have particular concerns.

To conclude, the goal of the employer must be to support an addicted worker to get the medical assistance he or she needs to be as productive and healthy as possible. If you have any further questions on how substance abuse can negatively influence the workplace, get in touch with me.

Do you need Stress Resilience coaching support as this can help you cope with your struggles? If so, feel call Andrea Smith MSc Psych to book a consultation. By helping you deal with your stress, find different answers: Making your life better! Click here to know more! 


How to cope with stress at work - Surrey & Hampshiire

Benefits of Stress management for employees

Reducing stress at work from your organization entirely is not achievable. The benefits of stress management for employees in the workplace cannot be underestimated. Sickness and absenteeism impact stressed employees; hence the advantages of stress management programs are seen more often in business.

You know that taking the day off due to injury and sickness could establish issues with schedules and meeting deadlines, keeping morale, sustaining productivity, and presenting a high level of service. No matter if it’s long term or short term, staff sickness absence hits the organization hard. However, why should you be worried about it, and how do you go about dealing with it? Is workplace stress management programs needed?

Does your Employee Need Extra Support?

Absenteeism isn’t all about the person, and you must be able to meet with the Employee and talk about potential solutions. Provide flexibility, training, ‘how to destress methods’, stress busters techniques and support if needed. Document each meeting in writing. You can issue a verbal warning if things still don’t improve and make sure the individual is aware.

Talking to your Employee about their workplace stress?

Is your Employee abusing their sick leave?

A pattern of abuse concerning sick leave commonly refers to an employee who has violated the attendance policy of the organization in numerous cases. Some legal specialists say the best bet to discipline staff with attendance issues is to have a written plan. It should define the employee requirements and standards of the organization.

Below are some of the attendance policy violations:

  • failing to present medical certification upon request
  • failing to report an absence appropriately
  • failing to provide advance notice of an employee absence
  • failing to get approval for leaving early or coming in late
  • number of deficiencies, name of early departures, number of times starting work late, all of which go beyond the attendance policy allotment

Is all of The Employee Sickness Work-Related?

The majority of sickness at work is about the whole person. However, more people in the past were suffering from stress-related issues caused or made worse by their work and need dealing with anxiety at work help.

Back pain that can be caused by a lot of circumstances in the workplace is the primary reported reason for the average sickness absence UK 2019. Other causes of work-related absence are the following:

  • hearing loss
  • work-related noise
  • occupational dermatitis
  • occupational asthma
  • upper limb disorders (ULDs)
  • musculoskeletal disorders (MSDs)

You can lessen the effect of work-related absences and illnesses by tracking and recording sickness absence and conducting a risk assessment for the work activities. On top of that, every Employee could feel anxious at work at any moment. Several of the reasons for sickness absence could be because of mental stress, including problems about:

  • work-life balance
  • work relationships
  • job security
  • workload demands
  • ways to destress

https://youtu.be/L1L5FiFAT3c

Good Practice for Sickness in the Workplace

Employee sickness is unavoidable. Nevertheless, you will find some approaches to absence management that managers could focus on to handle employee absence better, so it doesn’t become a long-lasting concern:

  • Out-of-the-box thinking needed. Outsourcing some of the work to reduce strain and providing them work from home options could help the productivity power of your work team.
  • Keep the person in mind. Listening and presenting personal attention to your staff’s stories will make them feel valued, along with positive support and answers to any issues.
  • Create and communicate policies about sick leave. Create a sickness management strategy and discuss this with every member of staff. It will determine the protocol and criteria to apply for sick leave.

Tackling Sickness, Absence, and Stress management:

How-to-cope-with-stress-at-work-Hindhead-Stress-Surrey

 

Every worker has the right to be sick. However, procedures are in place to make sure sickness absence doesn’t become uncontrollable. Below are some of the most effective absence management methods you can implement today:

  • Follow up absences. Do not only allow your staff to go back to work as if nothing has occurred. You should make it a rule for them to have a meeting along with their boss to present a reasonable clarification and evidence of their ailment, like a note from a clinician.
  • Strict sickness policies. A policy in which a member of the department is not at work before 9:00 AM has to call to report sick, to root out any pretence illness. Stop taking an unintentional approach to people calling in sick. That will only present the impression you’re not worried and support every Employee to take ‘sick’ days.
  • Support attendance. Start praising and rewarding your employees who don’t take time off. You could give them a small reward for all their hard work. Of course, you don’t like people to feel they’re doing something wrong, especially if they’re genuinely ill. Still, a small meal voucher could support a more positive outlook about attendance.

Pioneering stress management in the workplace training and promoting a healthy lifestyle in the company could improve staff experience. As an employer, you can tackle stress in the workplace by stopping or lowering the effect of these concerns and problems.

Do you need Stress Resilience coaching support in this matter? If so, feel call Andrea Smith MSc Psych to book a consultation. By helping you cope with your stress, find different answers: Making your life better! Click here to know more!