{"id":26679,"date":"2021-03-19T11:06:20","date_gmt":"2021-03-19T11:06:20","guid":{"rendered":"https:\/\/stonebridge-blog.positive-dedicated.net\/?p=26679"},"modified":"2021-03-19T11:06:21","modified_gmt":"2021-03-19T11:06:21","slug":"how-to-support-mental-health-at-work","status":"publish","type":"post","link":"https:\/\/www.stonebridge.uk.com\/blog\/mental-health\/how-to-support-mental-health-at-work\/","title":{"rendered":"How to support Mental Health at Work"},"content":{"rendered":"\n

Businesses are only as strong as the people they employ. Therefore, each workplace must do all it can to properly support its workforce. Mental wellbeing is an important aspect of this so, as an employer, you need to know how to support mental health at work.<\/p>\n\n\n\n

You no doubt have processes, systems and a workplace culture that values the importance of workplace health and safety. However many businesses overlook mental health in the workplace as something to be monitored and supported.<\/p>\n\n\n\n

By supporting your employee\u2019s mental wellbeing, you\u2019ll reap the benefits of improved morale, loyalty, commitment and innovation. It can also improve productivity by up to 12%<\/strong><\/a>, which can positively impact profitability overall.<\/p>\n\n\n\n

We all have mental health just like we have physical health and just like physical health, it needs to be maintained. So, workplace systems and cultures need to be flexible to support these fluctuations as employee circumstances change. Helping those with existing and enduring mental illness. As well as supporting others who may be at risk of a looming mental health crisis.<\/p>\n\n\n\n

Find out the changes you can make to create a workplace environment that enables everyone to thrive.<\/p>\n\n\n\n

\"Stonebridge<\/figure>\n\n\n\n

Discuss Mental Health Openly<\/h2>\n\n\n\n

Mental health issues and enduring illnesses can be aggravated or brought on by workplace stress. Since work is a place most people spend the majority of their time, the likelihood of it triggering an episode can be high.<\/p>\n\n\n\n

One of the common challenges is feeling like we can\u2019t be honest with colleagues and managers about our mental state. So, one of the first things you need to do is have an open dialogue about mental health.<\/p>\n\n\n\n

Establishing a positive culture that removes the fear of discussing mental health encourages employees to voice their concerns. Individuals with mental health illnesses often comment on concerns of being judged or their challenges effecting their job security.<\/p>\n\n\n\n

A great way to open up a dialogue is talking about your own personal experiences with mental health. If applicable, have other managers and senior members of the team do the same. You could also get guest speakers<\/a><\/strong> in to talk about their experiences and share techniques for mental resilience. All of these methods will help to send the message that work is a safe place for employees to seek help.<\/p>\n\n\n\n

You can keep this dialogue open by embedding conversations about mental health in regular one-to-ones and team conversations. Normalising the topic at every opportunity and praising those who are honest and transparent. This will help routinely monitor employee wellbeing throughout the business.<\/p>\n\n\n\n

\"Stonebridge<\/figure>\n\n\n\n

Review Current Processes<\/h2>\n\n\n\n

You\u2019ll already have systems in place to check employee performance and satisfaction. But reviewing these with mental health in mind can help you paint a more detailed picture of your workforce.<\/p>\n\n\n\n

This doesn\u2019t require a complete overhaul of the system. Instead, you can adjust your current policies and processes accordingly to more effectively capture this important information. Some areas to consider are:<\/p>\n\n\n\n