Stress management

 

Talk: Break the culture of silence that surrounds mental health by taking the Time to Change Employers Pledge 
Train: Invest in basic mental health literacy for all employees 
Take action:  Close the gap by asking all staff their experiences to identify the disconnects that exist in the organisation

We undertook a national survey to understand the reality of how mental health is experienced at work.  The survey results tell us that progress is being made but there is a need for greater organisational awareness of the support required for better mental health at work. Significant and potentially damaging disconnects exist that demand an urgent response from business.
Employers need to recognise the scale of poor mental health in the workplace and take significant steps to reduce the risk of their workplace being a contributor.  Employers have a duty of care to their employees to respond to mental ill health just as theywould to a physical illness.  Organisations should equip their managers with the tools, support and organisational culture they need to do their job well, which must include managing employees with mental health issues. It makes good business sense to foster a culture of openness that supports employees with a mental health issue to work and stay in work.
This guide is designed to help you identify suitable mental health awareness training for your employees, as part of a broader strategy to create an open, supportive culture around mental health.
Aim: Help employees shift their view of health benefits, engage in preventative care, and be inspired to adopt new healthier behaviours that benefit individuals and their families
Activity: Development of American Express Services Europe Healthy Living Programme
Aim: To provide employees with access to psychological services and support managers to detect early signs of stress in their colleagues to prevent psychological and physical ill health and promote good mental health and resilience
Activity: Introduction of Employee Support Programme
Presenteeism means reduced productivity when employees come to work and are not fully engaged or perform at lower levels as a result of ill health.
Presenteeism means reduced productivity when employees come to work and are not fully engaged or perform at lower levels as a result of ill health. Why manage it? Centre for Mental Health calculated that presenteeism from mental ill health alone costs the UK economy £15.1 billion per annum, while absenteeism costs £8.4 billion. Research shows that presenteeism is hugely costly to employers, but all too often ignored. Managing it well not only saves money in both the short and longer term, but also contributes to the development of an engaged and productive workforce. This paper discusses ways in which employers might be able to respond to presenteeism based on research and experience, as exemplified in the BITC Workwell Model (see above) for creating the conditions in which people can flourish. We hope it will stimulate further debate and more evidence of how to manage presenteeism in practice.
This Emotional Resilience Toolkit provides practical guidance in promoting the resilience of individuals and teams in companies as part of an integrated health and wellbeing programme.