{"id":27147,"date":"2021-05-13T10:27:55","date_gmt":"2021-05-13T09:27:55","guid":{"rendered":"https:\/\/stonebridge-blog.positive-dedicated.net\/?p=27147"},"modified":"2021-05-17T15:11:23","modified_gmt":"2021-05-17T14:11:23","slug":"work-and-mental-illness","status":"publish","type":"post","link":"https:\/\/www.stonebridge.uk.com\/blog\/mental-health\/work-and-mental-illness\/","title":{"rendered":"Work and Mental Illness"},"content":{"rendered":"\n

The workplace isn\u2019t always the first thing you think of when it comes to mental health support. But businesses should and are playing an increasing role in the intervention and prevention of mental health conditions and mental illness.<\/p>\n\n\n\n

This is on the back of the gradual realisation of how much mental health impacts the economy and the workforce. With fifteen per cent of people<\/strong><\/a> in the workplace showing signs of poor mental health. And one-in-four adults estimated to experience mental health issues each year.<\/p>\n\n\n\n

Without the proper support, the pressures of work can cause their issues to worsen. And most businesses can\u2019t afford a quarter of their workforce becoming too unwell to work.<\/p>\n\n\n\n

Thankfully, many elements are leading to positive changes in this area. Policies are gradually being changed to encompass support within organisations. Plus, employees now have different expectations when it comes to company culture.<\/p>\n\n\n\n

Xennials, Millennials and Gen Z care more about working for supportive companies with benefits than they do the salary. They\u2019re also more likely to quit ahead of finding another job.<\/p>\n\n\n\n

So, companies who refuse to look after their employees can expect to experience high turnover rates and increasing recruitment costs. Not to mention a poor reputation which would make it harder to find good people.<\/p>\n\n\n\n

You can avoid these problems \u2013 and the associated recruitment costs \u2013 by reviewing processes with mental health in mind. Identifying the aspects that are putting a strain on your employees\u2019 mental wellbeing and making the necessary improvements.<\/p>\n\n\n\n

Find out more about the reality of the situation, how you can prevent issues and support mental wellbeing below.  <\/p>\n\n\n\n

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

Identifying the problem of Work and Mental Illness<\/h2>\n\n\n\n

The existing culture of silence in workplaces allows mental health issues to go unnoitced. With sickness absence, increased presenteeism and higher levels of staff turnover being just a few of the consequences that result.<\/p>\n\n\n\n

Employers are lagging behind wider societies progression in maintaining good mental health. Despite the poor negative implications of work and mental illness being evidenced for years. For instance, the 1967 Whitehall Studies<\/strong><\/a> assessed how staff at various levels of employment were affected mentally and physically by their work. Concluding that poor treatment of workers leads to an increase in stress-related illnesses.<\/p>\n\n\n\n

It showed higher level staff had more control of their workload and support within their role. With the lower level employees succumbing to more illnesses due to job stress. Which resulted due to poor skill utilisation, tension and lack of clarity in their tasks.<\/p>\n\n\n\n

Less control in the workplace was proven to lead to an increased risk of future coronary heart disease. Which could be reduced simply by giving employees more variety and influence in how their work is carried out.<\/p>\n\n\n\n

Ultimately, it demonstrated the psychosocial work environment could predict rates of sickness absence. And identified that further control and support in workplaces can positively affect the health, wellbeing and productivity of employees.<\/p>\n\n\n\n

While this study has been widely accepted for 50 years, many employers still provide little support or benefits for employees.<\/p>\n\n\n\n

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

The current state of Poor Mental Health in the Workplace<\/h2>\n\n\n\n

Currently, poor mental health costs the economy between \u00a374-\u00a399billion<\/strong><\/a> each year. Around 72million working days are lost because of it and that directly costs employers between \u00a333billion and \u00a344billion per year.<\/p>\n\n\n\n

Poor mental health is the leading cause of sickness absence. And choosing to ignore the ramifications of work and mental health issues is evidently a costly mistake.<\/p>\n\n\n\n

Your business can avoid these costs and instead become a pillar of support for employees by providing early crisis intervention. This not only ensures employees get the help they need, but it reduces absence and loss of valued team members.<\/p>\n\n\n\n

You and your management teams can gain crisis intervention, mental health first aid and other skills easily through appropriate training. Taking courses like mental health first aid and mental health advocacy in the workplace<\/strong><\/a>. Which enables you to have trained mental health champions on hand at all times.<\/p>\n\n\n\n

Turning your workplace into one that provides effective support benefits everyone involved. Valued employees are more likely to feel content, take pride in their work and remain with your company. Improving productivity, the bottom line and reducing your expenses relating to employee turnover.<\/p>\n\n\n\n

Studies suggest that for every \u00a31 invested in workplace mental health employers receive \u00a34 back<\/strong><\/a>. So, it\u2019s clearly a worthwhile expense for both employers and Governments.<\/p>\n\n\n\n

Many people manage their mental health issues effectively alongside their work and daily life. Some do so with further treatment and support when diagnosed. However, others may experience symptoms but have not sought help for\/received an official diagnosis.<\/p>\n\n\n\n

This can make it difficult for your business to identify the individuals who need assistance. As such, creating an openly supportive work environment for all mental health needs is the best approach. So that anyone needing support feels safe and able to seek help.<\/p>\n\n\n\n

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

How Company Leadership can Help<\/h2>\n\n\n\n

Workplace employees of all levels are responsible for ensuring mental health is an openly supported topic. Though, leadership and management teams are key to setting examples and promoting positive mental health at work.<\/p>\n\n\n\n

Treatment from line managers and the general behaviour of leadership affects the way employees feel. So, you want to be sure those which are coming from your senior level staff aren\u2019t creating a toxic culture.<\/p>\n\n\n\n

Ideally, leaders should invest time in making sure everyone shares the company vision. Discussing changes and decisions transparently and including the wider team in the business \u2018tribe\u2019 so they feel involved and appreciated.<\/p>\n\n\n\n

Management can sometimes be so concerned with the running and organisation of things that they lose sight of the people involved. Leaving them failing to notice times when employees are struggling.<\/p>\n\n\n\n

As such, managers and leaders must both be aware of the potential triggers and indicators of concern. Since they\u2019re in a position to positively alter the working conditions that present risks to employee mental wellbeing.<\/p>\n\n\n\n

What they can do<\/h3>\n\n\n\n