Here are some common barriers and simple solutions to help you take positive action on mental health.
I don’t have time
If you want to reach peak organisational performance, you need to make time for staff mental health. It’s a mainstream issue – organisations are only as strong as their people and the wellbeing and motivation levels of every single worker are key to this.
Why not start by asking staff how they’re getting on? Making space for employees to ask questions and raise issues can have powerful results. You can do this at an individual level in regular catch-ups or at a team level in team meetings.
I’m scared of opening a can of worms
We all have mental health so being proactive on wellbeing in the workplace benefits everyone – employees, employers and the bottom line. Ignoring it can make problems worse.
Right now one in six workers is dealing with a mental health problem such as anxiety, depression or stress – but when employers support employees’ mental health it makes all the difference.
By taking action you not only minimise the impact of poor mental health, but also reap the benefits of increased morale, loyalty, innovation, productivity and profits.
I don’t feel equipped to do this
Effectively supporting employees' mental health isn’t about having all the answers. Everyone’s experience of a mental health problem is different so there’s no one-size-fits-all solution.
Starting a conversation about mental health in the workplace isn't difficult. Employers that get it right tend to have a positive approach and listen to the individual.
Mind can show you how to start taking care of business right now. Why not download our free practical guides, watch our free webinars or take a look at our range of training courses, coaching and consultancy.
I’m not sure how to start
To take action you need a clear picture of your organisation’s mental health. Our guide, 'How to take stock of mental health in your workplace', provides practical advice on how to collect information about your employees’ wellbeing so you can identify priorities for action.
Our next free resource will be published in September and will help you plan simple, inexpensive and practical steps to promote wellbeing for all staff and tackle many of the common causes of work-related mental health problems like stress, anxiety and depression.
Mental health isn’t an organisational priority
The twin goals of increasing levels of staff wellbeing and engagement should be a major priority for UK leaders. Research shows that when employees feel their work is meaningful and they are valued and supported, they have higher wellbeing levels, are more committed to the organisation’s goals and, importantly, they perform better too.
FTSE 100 companies that prioritise employee engagement and wellbeing outperform the rest of the FTSE 100 by 10 per cent. If you need help to convince senior leaders, our guide, 'Introduction to mentally healthy workplaces', shows how staff wellbeing, motivation and performance are linked and the costs of doing nothing.