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Mental health is something that we all have and something that we need to work at. It enables us to participate fully in life and get the most out of what we do. We all encounter situations and scenarios that can cause us stress. Knowing how to deal with these and actively managing them can help to minimise the impact they have on us and on our life. Stigma remains a significant barrier to help seeking, both in terms of fear of discrimination and in terms of internalised self-stigma related to perceptions of weakness or incompetence. A positive first discussion about distress can create a pattern of hope and an expectation of understanding and empathy. An ambivalent or negative discussion can create a pattern of uncertainty, or reinforce embarrassment, self-stigma, or at worst confirm fears of discrimination. Many of us spend the majority of our waking hours at work, so it is important that our workplaces are mentally healthy. Too much work stress harms mental health, while too little hurts mental and emotional wellness by lowering motivation and drive. Strive diligently, but take quick, regular pauses. Stretch, take a stroll around the office or outside (just get moving), take a deep breath, stay hydrated, and have a healthy snack. Doing modest, wholesome things can revitalize you in enormous ways. Spotting the warning signs of a colleague struggling with their mental health can sometimes be hard, especially as more and more people now work remotely. But the one thing to keep in mind is that if something doesn’t feel quite right with someone, it probably isn’t. Our experience at work contributes heavily to our thoughts, emotions, and feelings, which contributes to the quality of our overall mental wellbeing. Naturally, people who experience a toxic work environment have poor mental wellbeing, which translates to poor decision-making, communication, team work, leadership, and overall productivity.

.Employee Mental Health Programs Schemes.

.Employee Mental Health Programs Schemes.

The reduction of health risks for physical conditions needs to be complemented with action to prevent and address mental ill health, an often-ignored reality in the workplace. Mental ill health is a condition of the brain that should not be treated differently than other chronic health conditions, such as heart disease or cancer. People professionals have a lead role to play in steering the health and wellbeing agenda in organisations. They need to ensure that senior managers regard it as a priority and integrate wellbeing practices into the organisation’s day-to-day operations. For employers, it is important to raise the priority given to mental health and wellbeing in order to move toward a culture which proactively manages mental wellbeing. This could be through the appointment of health and wellbeing leads, or signing-up for corporate pledges. It is also important to take stock and monitor performance using validated tools to track quantifiable measures and gain momentum and buy-in around wellbeing programmes. Mental wellbeing at work is determined by the interaction between the working environment, the nature of the work and the individual. Don't forget to send out proper internal communications around employers duty of care mental health in your organisation.

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Most mental health issues are left untreated because employees don't recognize the signs and symptoms. They may pass off their issues as "stress" or they may try to convince themselves their problems will go away on their own. The term burnout was originally coined in the 1970s to describe the consequences of ‘severe stress and high ideals’ among the helping professions. These are fields where many feel a high level of moral purpose, a dedication to making a difference and an urge to go above and beyond. This well-intentioned source of motivation can take its toll on a person. Does this sound familiar? Mental health implies fitness rather than freedom from illness. When we understand that our mental health fluctuates, just as our physical health, this presents an opportunity to look at managing our mental health — maintaining, sustaining, and nurturing our mental state. We all have tired days but if somebody is coming to work looking consistently over-tired it may be worth a conversation. This is especially important if you notice their tiredness is affecting their productivity, attention to detail and workplace relationships. If a person‘s mental health problem requires them to be absent from work, as an employer you should ask the person what they would like their colleagues to be told. This remains a sensitive area and many people worry about discussing this with colleagues when they return to work. Subjects such as workplace wellbeing ideas can be tackled by getting the appropriate support in place.

9 Imperative Questions To Ask When Researching Employee Mental Health Programs Schemes