Most employees won’t put on a public display of their grievances for fear of being labelled difficult or missing out on future promotion opportunities, they simply take their frustrations home instead. And it’s a slippery slope into low job satisfaction and poor overall health.
They’ll sit on their feelings, putting a ton of pressure on their growing instability - and what happens next? Their wellbeing is at risk. If you don’t provide a platform for managing and supporting that, you risk blow-outs across your business and, more importantly, unmotivated and unhealthy teams.
Don’t let your people become a shocking statistic
TVNZ recently reported that suicide rates in New Zealand have never been higher, at just under twice our roads toll. That’s not to say that they’re all workplace-related, but toxic environments certainly play their part in dissatisfied employees which can lead to mental health challenges. Prioritising and promoting the wellbeing of your people will set a standard of positive contribution and people who have the strength and motivation to do big things - for themselves and your business. Your organisation will be a flagship for model employer behaviour, a place people want to be.
Provide for your people and reap the rewards
Promotion of wellbeing though, isn’t enough. Employers must follow through with appropriate programmes and services that truly support their people - and a ‘one size fits all’ approach won’t be enough. With the right research, you can implement support that creates an inclusive culture and reaches all employees, leaving them feeling that they’re valued and that they are able to make their mark. It’ll also help to remove societal stigma that mental health is a weakness, instead leaving you with motivated and productive employees who ask for genuine help when it’s needed.
Developing strong, well-rounded, healthy people
Forward-looking organisations have identified four elements that need to be in place to promote mental health initiatives:
- Leadership and management - without good managers who lead by example, you’ll be hard-pressed to instill a sense of direction and collaboration amongst the wider team. They’ll need to be actively demonstrating how to become strong and resilient.
- Communication and culture - ever heard the saying, “The single biggest problem in communication is the illusion that it has taken place”? George Bernard Shaw - smart man. Be clear in your communication and foster an open culture for your people to thrive in. Keep programs simple and available to everyone - regardless of their position in the company. Make it easier for them to do their jobs whether on-site or elsewhere. And give your teams more opportunity to bond; social events increase sense of purpose, their identity and their overall wellbeing.
- Scoping resilience, managing pressure - if you want your people to contribute and achieve objectives, you need a rock-solid foundation for them to stand on. They can’t kick goals if the playing field wobbles with every step. Job security, managers who don’t micromanage, and trusting relationships are all key components for reducing stress levels and increasing satisfaction.
- Support - today’s fast-paced and rapidly changing world is exciting, but it can also be stressful. Support is important for individuals and to society, ensuring everyone has an outlet for coping with day to day life. It comes in many forms and will vary in success depending on the individuals needing it, but it should always be available.
Organisations should lead and be crystal clear on the type of culture that promotes healthy wellbeing for everyone. Your end game should be building environments that promote meaningful involvement of your people; people who feel like they belong, feel their input is valued and who work together towards a common goal.
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