It’s simply not enough for Business Leaders to offer the latest apps or throw out over-used terms like “mental wellbeing” as temporary Band-Aid solutions. Mental Health in the workplace can no longer be regarded as an individual’s responsibility to address alone through mental health days or employee benefits. The perspective needs to shift from an individual challenge to an organizational priority.
Reports from numerous industry sectors show that the way we’re working is unsustainable with a widespread work-life imbalance hurting our mental health. Employees are not experiencing mental health challenges in isolation – it’s become the norm across all organizational levels, supporting the notion that these challenges affect all of us on a regular basis. Yes, companies have invested more in mental health support out of necessity, but they still haven’t achieved the true culture change necessary to make real progress.
People still feel uncomfortable around the topic at work. They feel it inappropriate to discuss, they’re afraid of being misunderstood, worried about losing opportunities, uncertain about their confidentiality, terrified of risking their job or career, ashamed of possibly being perceived differently or worst of all, being unheard and therefore remaining unsupported.
Now more than ever, employers need to ensure that what they say is aligned with what they do. To really destigmatise mental health in the workplace, a culture of trust and inclusion needs to be created and courageous conversations need to be encouraged, so people feel comfortable enough to share their difficulties without negative implications.
The big looming question is “HOW?” It starts with ‘a top-down, bottom-up’ approach where everyone is involved, and everyone plays a role. Mental Health should not just be relegated to HR, but instead be treated as an organizational priority, where leaders, managers and trainers all serve as allies, creating an environment of transparency and trust by openly sharing their own experiences and difficulties.
A ‘psychologically safe’ workspace is built by training managers in being able to have courageous conversations and navigate difficult situations. They should be able to create norms around communication, promote autonomy and establish boundaries. The key to creating a culture of connection is both empathy and authenticity. Leaders need to show more vulnerability, compassion, and be open to seeking more individually sustainable ways of working. Direct reporting and conversations around individual working styles and preferences support inclusion. It’s important also not to ignore life beyond the workplace and encourage open discussions around challenging social and political topics that affect us outside of work.
Business Leaders must create company-wide opportunities to connect, but not forget to promote more regular ‘check-ins’, more meaningful interactions, and deeper one-on-one conversations. All Company mental health policies, practices, benefits, and resources should also be over- communicated and regularly re-enforced.
WE CAN HELP YOU CREATE A COURAGEOUS CULTURE IN YOUR BUSINESS.
Empower your employees and train your staff in how to manage Mental Health.
www.nikkimunitz.com
Contact: consulting@nikkimunitz.com
