How to manage Staff Mental WellBeing

How to manage Staff Mental WellBeing DEPARTMENTS AT A GLANCE STRATEGIC COMMENTARY HOW TO… METRICS HOW TO… PRACTITIONER PROFILE Practical advice for HR professionals Q&A HR AT WORK REWARDS RESEARCH AND RESULTS Manage staff mental well-being hile employers take great care health conditions are still subject to minimizing the negative effects of mental over employees’ physical stigmatization and there is widespread health problems through education and Wsafety, from fire safety ignorance of the issues they face. Only a management strategies, and assisting training to advice on posture, mental minority of organizations actively do individuals who are experiencing the effects well-being can be taken for granted. anything to manage mental well-being. of mental health problems. It’s important to According to the World Health Most mental illness is not severe and recognize that work can play an important Organization, 40 percent of all disability is can generally be dealt with by a family part in recovery by boosting self-esteem due to mental illness. But while mental doctor. There is also a good deal that and providing supportive social networks. Source: Alice Sinclair, research fellow, Institute for Employment Studies health problems are a common part of organizations can do to tackle the Reference modern life, the relationship between problem. The main types of interventions 1. Arthur, A. (2002), “Mental health problems and British workers: A survey of work and mental well-being is not widely focus on prevention by eliminating or mental health problems in employees who receive counselling from Employee understood. Employees with mental minimizing mental health risk factors, Assistance Programmes,” Stress and Health 18, 69–74 1 3 4 1. ACCEPT THE ROLE 2. THINK ABOUT THE 3. TAKE A HOLISTIC 4. GIVE MANAGERS 5. BE POSITIVE OF WORK ROLE OF STRESS APPROACH THE RIGHT SKILLS Stress has a complex Mental health problems do Managers should take a Much of the language An integral part of any association with mental not occur in isolation of the holistic approach, from surrounding mental health is healthy work environment is health. Although many workplace and often stem adopting recruitment practices negative in tone, talking about the general ethos of the consider stress to be bad for from a number of factors, that ensure individuals are ill health rather than well- company, which should be us, some people claim that both at home and at work. placed in roles that suit their being, and this can be off- supportive and encourage they need a certain amount of Mental health problems skills through to absence putting. Changing the employees to be open about stress to perform effectively. resulting from domestic management and return-to- approach to the topic can help any problems they are Academics and practitioners in issues may be exacerbated by work policies. They should also people take the issues more experiencing. Line managers occupational health tend to experiences in the workplace focus on the individual by seriously. Some organizations need to be equipped to see stress as a “state” rather and vice versa. When not equipping employees with the are starting to look beyond tackle mental health issues. than an illness. It’s well managed properly, mental ill skills they need to deal with compliance with health and Ideally they should be able to known, however, that health can impact on work stressful work situations and safety legislation and towards identify when an employee is prolonged work-related stress performance and can have providing support to those promoting health and well- having problems and know can increase the risk of mental damaging consequences for who suffer from mental health being at work. Many of the how to respond health problems. There is also organizations through its problems. Useful prevention approaches commonly used appropriately. Managers can evidence to suggest that stress effects on absence, strategies include provision of address health factors outside play an important role in can be confused with productivity and retention training in problem-solving, of work, including exercise, preventing the escalation of diagnosable mental health of talent. coping and social skills, and healthy eating and family issues by talking to problems. A study of the use of exercise and relaxation. issues. While there is no employees at the early stages employee assistance programs Managers should be aware of evidence as yet of the impact of distress, keeping in touch showed that up to 86 percent workplace stressors that can of these measures, research should sickness absence of people who reported trigger or exacerbate poor suggests that improving the occur, and supporting staff in experiencing stress were mental health, such as long health and well-being of the returning to work as soon actually suffering from serious work hours, work overload and workforce can be beneficial for as possible. mental health conditions. pressure, and lack of control. the organization. Volume 6 Issue 6 September/October 2007 5 http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Strategic HR Review Emerald Publishing

How to manage Staff Mental WellBeing

Strategic HR Review, Volume 6 (6): 1 – Sep 1, 2007

Loading next page...
 
/lp/emerald-publishing/how-to-manage-staff-mental-wellbeing-7B46swJHsW
Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
1475-4398
DOI
10.1108/14754390780001004
Publisher site
See Article on Publisher Site

Abstract

DEPARTMENTS AT A GLANCE STRATEGIC COMMENTARY HOW TO… METRICS HOW TO… PRACTITIONER PROFILE Practical advice for HR professionals Q&A HR AT WORK REWARDS RESEARCH AND RESULTS Manage staff mental well-being hile employers take great care health conditions are still subject to minimizing the negative effects of mental over employees’ physical stigmatization and there is widespread health problems through education and Wsafety, from fire safety ignorance of the issues they face. Only a management strategies, and assisting training to advice on posture, mental minority of organizations actively do individuals who are experiencing the effects well-being can be taken for granted. anything to manage mental well-being. of mental health problems. It’s important to According to the World Health Most mental illness is not severe and recognize that work can play an important Organization, 40 percent of all disability is can generally be dealt with by a family part in recovery by boosting self-esteem due to mental illness. But while mental doctor. There is also a good deal that and providing supportive social networks. Source: Alice Sinclair, research fellow, Institute for Employment Studies health problems are a common part of organizations can do to tackle the Reference modern life, the relationship between problem. The main types of interventions 1. Arthur, A. (2002), “Mental health problems and British workers: A survey of work and mental well-being is not widely focus on prevention by eliminating or mental health problems in employees who receive counselling from Employee understood. Employees with mental minimizing mental health risk factors, Assistance Programmes,” Stress and Health 18, 69–74 1 3 4 1. ACCEPT THE ROLE 2. THINK ABOUT THE 3. TAKE A HOLISTIC 4. GIVE MANAGERS 5. BE POSITIVE OF WORK ROLE OF STRESS APPROACH THE RIGHT SKILLS Stress has a complex Mental health problems do Managers should take a Much of the language An integral part of any association with mental not occur in isolation of the holistic approach, from surrounding mental health is healthy work environment is health. Although many workplace and often stem adopting recruitment practices negative in tone, talking about the general ethos of the consider stress to be bad for from a number of factors, that ensure individuals are ill health rather than well- company, which should be us, some people claim that both at home and at work. placed in roles that suit their being, and this can be off- supportive and encourage they need a certain amount of Mental health problems skills through to absence putting. Changing the employees to be open about stress to perform effectively. resulting from domestic management and return-to- approach to the topic can help any problems they are Academics and practitioners in issues may be exacerbated by work policies. They should also people take the issues more experiencing. Line managers occupational health tend to experiences in the workplace focus on the individual by seriously. Some organizations need to be equipped to see stress as a “state” rather and vice versa. When not equipping employees with the are starting to look beyond tackle mental health issues. than an illness. It’s well managed properly, mental ill skills they need to deal with compliance with health and Ideally they should be able to known, however, that health can impact on work stressful work situations and safety legislation and towards identify when an employee is prolonged work-related stress performance and can have providing support to those promoting health and well- having problems and know can increase the risk of mental damaging consequences for who suffer from mental health being at work. Many of the how to respond health problems. There is also organizations through its problems. Useful prevention approaches commonly used appropriately. Managers can evidence to suggest that stress effects on absence, strategies include provision of address health factors outside play an important role in can be confused with productivity and retention training in problem-solving, of work, including exercise, preventing the escalation of diagnosable mental health of talent. coping and social skills, and healthy eating and family issues by talking to problems. A study of the use of exercise and relaxation. issues. While there is no employees at the early stages employee assistance programs Managers should be aware of evidence as yet of the impact of distress, keeping in touch showed that up to 86 percent workplace stressors that can of these measures, research should sickness absence of people who reported trigger or exacerbate poor suggests that improving the occur, and supporting staff in experiencing stress were mental health, such as long health and well-being of the returning to work as soon actually suffering from serious work hours, work overload and workforce can be beneficial for as possible. mental health conditions. pressure, and lack of control. the organization. Volume 6 Issue 6 September/October 2007 5

Journal

Strategic HR ReviewEmerald Publishing

Published: Sep 1, 2007

There are no references for this article.

You’re reading a free preview. Subscribe to read the entire article.


DeepDyve is your
personal research library

It’s your single place to instantly
discover and read the research
that matters to you.

Enjoy affordable access to
over 18 million articles from more than
15,000 peer-reviewed journals.

All for just $49/month

Explore the DeepDyve Library

Search

Query the DeepDyve database, plus search all of PubMed and Google Scholar seamlessly

Organize

Save any article or search result from DeepDyve, PubMed, and Google Scholar... all in one place.

Access

Get unlimited, online access to over 18 million full-text articles from more than 15,000 scientific journals.

Your journals are on DeepDyve

Read from thousands of the leading scholarly journals from SpringerNature, Elsevier, Wiley-Blackwell, Oxford University Press and more.

All the latest content is available, no embargo periods.

See the journals in your area

DeepDyve

Freelancer

DeepDyve

Pro

Price

FREE

$49/month
$360/year

Save searches from
Google Scholar,
PubMed

Create folders to
organize your research

Export folders, citations

Read DeepDyve articles

Abstract access only

Unlimited access to over
18 million full-text articles

Print

20 pages / month

PDF Discount

20% off