Mental health was once a taboo topic – something we discussed only in hushed tones. Over many years, we’ve developed a more empathetic understanding of mental health. Nowadays, most of us realise that attaching a stigma to mental health issues makes no more sense than blaming someone for catching a physical illness.

If you’re experiencing mental health problems, you no longer have to suffer in silence. It’s okay to not be okay. And it’s okay to ask for help.

As an employer, your workforce is your biggest asset, and there’s a lot you can do to foster mental well-being in the workplace. Mental health awareness and support should be a top priority for all businesses.

Workplace mindfulness: Identifying mental health issues

Always handle mental health concerns in the workplace with care and sensitivity. You don’t need to be a health professional to notice when an employee is not their usual self, but you need to navigate these waters sensitively and research the best ways to offer support. Focus on recognising signs that suggest someone might be struggling, and reach out to them to show that you care. Here are some of the signs that could mean a member of your staff is having a difficult time:

• Change in demeanour
  If an employee who is usually outgoing and talkative suddenly becomes withdrawn or distant, or a normally quiet worker becomes unusually sociable and chatty, it could be a sign that they are dealing with some tough mental issues.
  
  
• Frequent absences
  There are multiple reasons why employees might miss work from time to time. However, if it becomes a regular pattern, it might signal underlying issues. It’s worth casually following up to check if everything is okay.
  
  
• Decline in work quality
  A noticeable dip in the quality or consistency of their work might indicate that a staff member is struggling to cope with something that’s affecting their performance.
  
  
• Substance abuse
  Some employees may use alcohol or other drugs to self-medicate their mental health challenges. This endangers not only their own health and career prospects, but also the safety of everyone else in the workplace. If you suspect that an employee might be struggling with substance abuse, contact internal networks like your HR department for guidance on how to approach the situation.

• Neglected appearance
  A lack of personal hygiene, untidy dressing, or general lack of interest in self-care can also be red flags. Loss of interest in personal care can be a symptom of depression and other mental health struggles.

If you notice these signs, approach the situation with empathy. A simple check-in can make a meaningful difference and could also prompt the employee to seek help. Making sure your workforce has access to professional mental healthcare resources will enable them to seek help without adding to their financial stress.

Create a better working environment

Staff tend to be more productive when their mental health is looked after. Creating a healthy work environment is the first step towards a more motivated, efficient workforce. The World Health Organization (WHO) warns that the following workplace factors can affect employees’ mental health negatively:

• Excessive workloads or a fast work pace.
• Long, unsocial, or inflexible working hours.
• Lack of control over job design or workload.
• Limited support from colleagues, or authoritarian supervision.
• Workplace violence, harassment, or bullying.
• Discrimination and exclusion.
• Unclear job roles.
• Unsafe or poor physical working conditions.
• A negative organisational culture.
• Job insecurity, inadequate pay, or poor career development.
• Conflicting home and work demands.

By addressing these issues, you’ll have happier, healthier employees and a more determined, productive workforce.

6 ways to improve employee well-being

While you can’t control what happens in your employees’ personal lives, you can take steps to improve their well-being at work and support them during tough times:

1. Mental health days

Offering mental health days shows your staff that you value their well-being. These days boost productivity in the long run, since they allow employees to decompress after traumatic events or during extremely busy periods. To prevent misuse, you can limit the number of days that your staff are allowed to take off. Any days needed beyond that limit can be taken from their annual leave, or sick leave if a doctor books them off. You want to avoid employees abusing this policy, so you need to foster a culture of trust and mutual respect to ensure that employees use these days appropriately.

2. Health benefits

You should approach health holistically. A healthy body and a healthy mind go hand in hand, since each affects the other. Review and improve your workplace policies and benefits. Declining physical health has a direct effect on mental well-being – if possible, give your employees access to medical aids, hospital plans, life cover and cover for dread disease.

3. Employee assistance programmes

Hiring an in-house counsellor or psychologist can provide valuable support for staff members. However, this approach may have downsides, such as limited capacity, potential mistrust regarding confidentiality, and high costs. Instead, partner with external companies that offer health and wellness programmes to businesses. These services give your staff access to counselling and other resources. They focus on cultivating wellness and supporting mental health while avoiding the complications and expense of in-house specialists.

4. Health and wellness sessions

Hold regular health and wellness sessions to raise awareness and promote understanding of mental health issues. Treat mental health with the same seriousness as physical health. These sessions help employees become empathetic and better informed, teaching them how to recognise, help and support colleagues in difficult times, and how to get help when they need it.

5. Encourage work-life balance

Overworking dedicated employees can lead to burnout and reduced performance. Promote a healthy work-life balance to prevent these issues and support stress management. Make sure that working after hours remains an exception, not a consistent requirement. Encourage your staff to use their leave days for necessary rest and recovery. As an employer, you can help by planning rosters accordingly.

6. Listen to your employees

Listen to your employees’ concerns with empathy. Understand that they might find it difficult to express their feelings, which can increase their frustration. Be patient and create a safe space for them to share their thoughts. Implement changes that help improve their mental well-being. Happy, healthy workers are more productive.

By applying these strategies, you can create a supportive work environment that supports the mental health of your employees.

Contact us to find out how we can help reduce financial stress through effective money management, easing your financial worries and improving your mental health.