Organization should have their own worker friendly basic policy which should not affect workers mental health after frequent changing of leadership.

Building well-being into the foundation of your workplace assures priority of your employees brain health and wellness. A well-being based organization enlists the principles of the intrinsic motivation self-determination theory, which are autonomy, competency and relatedness. Our wellness is in balance when these three factors are present. In the workplace, it may look like a flexible environment that offers growth and nurtures connection and collaboration. These elements are used to design work, hiring, performance, learning and development, and community service all leading to a healthier, more productive workforce.

Promoting mental health awareness in your talent pool requires a thoughtful and inclusive approach. I think the first step is comprehensive mental health awareness training for all employees to simply ensure understand the importance of mental health, can recognise signs of distress, and know how to support colleagues. I think promoting flexible working options, such as remote work or flexible hours is also incredibly important. This can help employees manage their well-being more effectively. Another practice that should be implemented is to recognise and celebrate milestones and achievements in mental health awareness initiatives. This reinforces the importance of mental well-being within the organisation.

A valuable insight from this article is the significance of destigmatizing mental health conversations. The recognition that fostering an open and accepting environment encourages employees to seek support resonates deeply. By normalizing discussions around mental well-being and providing resources for employees to access mental health services, organizations can create a culture where individuals feel safe and supported.

In the realm of promoting mental health awareness within the talent pool, a key insight from this article is the importance of leadership buy-in. Recognizing that leadership sets the tone for the entire organization, fostering a culture of openness and support starts from the top. By ensuring that senior leaders actively endorse mental health initiatives and share their own experiences when appropriate, organizations can reduce stigma and encourage employees to prioritize their well-being.

Assume that 25% of your workforce has a mental health condition they're managing. Conduct a needs assessment within your organization to identify valuable services. Remember, programs and policies may be external to the organization but there's plenty you can do within the org as well. Job characteristics can lead to mental illness and physical decline. Modify jobs to increase autonomy and support, and provide recognition and resources to combat symptoms of mental illness.

It is of importance to conduct a psychological risk assessment by a professional, in order to be able to implement tailored mental health initiatives within the corporate health management. In addition, data from HR can be used as well, such as data on sick days by departments.

In addition to mental health surveys, a general assessment of your organization’s overall well-being taken through an NPS survey or in person checkpoints are also valuable. Starting with a baseline of your employees engagement level, and learning and understanding any pain points will help you better understand the needs to build a plan for transformation. Asking people what they need and want is an excellent starting point.

Before implementing any mental health initiatives, it is important for HR leaders to assess their current situation to better understand the existing mental health needs and concerns of their employees. This can be done through collecting data from surveys, focus groups, or other forms of feedback to identify the most common mental health issues and stressors within the workplace. By gathering this information, HR leaders can tailor their mental health initiatives to better address the specific needs of their employees and ensure that they are providing the most effective support possible.

I agree completely with this. The StigmaZero System that we employ follows a three-stage process to Engage, Inform and Mobilise. The first step includes surveys and focus groups to complete a Workplace Stigma Assessment, which provides a clear and accurate picture of where your workplace currently is on the "stigma spectrum." This data allows us to help our clients create a new baseline through training, consulting and keynote speaking services.

Leaders and managers are role-models to their employees. With that in mind, all mental health awareness activities should begin at leadership workforce level. Corporate health management strategy should be rolled out top-down. Leaders and managers need to learn how to lead their workforce in a healthy and supporting way. It is also key to train them on relevant leadership and mental health topics. In conclusion, this will lead to a culture, in which mental health is accepted and with open communication.

Well-being as a cornerstone in your workplace embeds the importance of your employees’ wellness and mental health. It not only brings awareness but creates a supportive environment where employees are able to be authentic and vulnerable. Examples of this are well-being breaks, community lunches, group learning on employee selected topics, encouraging mental health days. You or your company’s wellness advocate can become certified as a Mental Health First Aider to further demonstrate your company’s commitment to your employees’ wellness and mental health.

To raise awareness and reduce stigma around mental health at work, HR can start by initiating open conversations and promoting a safe and inclusive work environment. This can be done by providing education and training to employees and managers, sharing resources and support options, and encouraging employees to prioritize their mental health. Additionally, HR can lead by example and publicly share their own experiences with mental health to help reduce the stigma and encourage others to seek help when needed. Regular communication and follow-up on mental health initiatives can also help to reinforce the importance of mental health in the workplace.

Raise awareness head-on to fight stigma. Give employees paid mental health days off. And call them mental health days. Promote your EAP. Promote promote promote. I don't think this is used enough by employees. Have an EAP wrap come out quarterly. Put up posters fight the stigma.

It starts at the top. To help reduce the stigma associated with mental health discussions and raise awareness, I encourage leaders (particularly C-Suite) to lead by example. I have been and will remain vocal about my own ongoing struggles with mental health just as I am vocal about physical or spiritual health. Talking about it and normalizing the discussions helps to reduce the associate stigma. Lead by example leaders.

I've found that EAPs are often overlooked and underutilized by employees. One way I think workplaces can truly make a big impact in employee mental health is by embedding effective and helpful practices into their learning and development programs. For example, you might train on personal accountability and incorporate mindset strategies that can be applied to challenges they are facing. Another example might be training employees to have greater self-awareness and better understand how to manage their nervous system. These types of training can stay with employees a long time and make an impact in multiple areas all at once.

In my opinion, peer-to-peer support networks are an effective way to share experiences and empower people. Within these networks, individuals can connect with colleagues who have faced similar mental health challenges, creating a sense of community within the workplace. Another idea is to establish storytelling platforms where employees can anonymously or openly share their journeys through narratives. This approach can inspire others to seek help or reduce feelings of isolation, ultimately contributing to a more supportive workplace culture. Additionally, leveraging technology & apps to provide resources and support that can be accessed discreetly, can be highly beneficial. Communication plays an extremely important role in all of this.

When possible, design work to be results oriented rather than schedule oriented as this allows individuals to manage themselves and their days for the instances when flexibility is needed. Build policies that support paid wellness leaves even if federal or state law do not require it. Instill well-being as a company value to further support your commitment to your employees and company’s overall health.

You can implement various initiatives such as employee assistance programs, mental health counseling services, wellness programs, and flexible work arrangements. These programs can provide employees with access to resources such as mental health hotlines, online therapy sessions, and educational resources on managing mental health. HR can also provide training to managers on how to identify and address mental health concerns in the workplace, and promote a culture of openness and support around mental health.

Making sure that signposts are clearly marked, so people can make their own choices, on their own schedule. If you have an EAP, scream and shout about it! If you have e-learning about mental health matters, make sure people know about it!

Actively engaging with your employees to check on their mental health can have several benefits for both the employees and the organization. Actively engaging means immediately building trust, and create a safe environment, and ask the questions, in person. *Do not wait for them to call a hotline and don't simply say "we're here if you need us". Improved morale and productivity occurs when employees feel that their organization cares about their well-being, they are more likely to be motivated, engaged, and productive. That can be measured. Reduced absenteeism and turnover can be measured. Employees who feel supported and valued are less likely to take time off work due to mental health issues. Measured easily.

To measure and improve mental health outcomes at work, HR can use employee surveys to gather feedback on mental health initiatives and track changes in employee well-being over time. They can also analyze absenteeism and turnover rates to assess the impact of mental health issues on employee performance and retention. Other metrics that can be used to evaluate mental health outcomes include productivity, engagement, and job satisfaction. Based on this data, HR can adjust their mental health programs and initiatives to better support employee well-being and improve outcomes over time.

This is so important. If every step up to this point is taken and performed well, the end result will be significantly less successful without the following: a repeat of the initial assessment, which at StigmaZero means collecting enough data to prove how much the culture has changed; a thorough review of all existing policies and procedures to ensure all "institutional stigma" is removed; and establishing a regular internal communications campaign to reinforce all learnings provided. Tracking key indicators such as absenteeism, presenteeism, turnover, productivity and performance must also be part of the process if success is to be achieved.

To add; Never ignore feedback and survey analysis. Those might be a stepping stone for you as an employer to improve in the productivity of your organization. Most of the feedback might highlight the setback faced by the organization. Delve into your reviews and set up a team and work on improving and promoting self development and positivity in your organization. Invest in your workers mental health if you want to have a successful business / healthy working environment.

To add; Never ignore feedback and survey analysis. Those might be a stepping stone for you as an employer to improve in the productivity of your organization. Most of the feedback might highlight the setback faced by the organization. Delve into your reviews and set up a team and work on improving and promoting self development and positivity in your organization. Invest in your workers mental health if you want to have a successful business / healthy working environment.

Organizations should also consider the role that culture plays on their employee’s mental health. Identifying and eliminating workplace stressors and triggers are essential to cultivating cultures of inclusion. Common stressors and triggers include: microaggressions, lack of upward mobility, pay inequities, lack diversity, and lack of feedback.

One of, if not the most crucial factor in the impact on employee's mental health is the leadership skill within the organisation. If good leaders are able to adapt and support their colleagues then they are more likely to make use of the tools available to them (eg. EAPs etc). They will promote an environment that is better for their colleagues mental health. If you have poor leaders in your organisation, that don't think about their people, you can have all the wellbeing initiatives in place but you won't see the same positive impact from them because they are not championed by leaders.

One of the most effective initiatives I’ve been involved in was a coordinated fitness campaign that was company wide and encouraged employees to walk, run or cycle to raise money for charity. This had the added benefit of supporting mental health and well-being as cross functional teams started doing this together over lunch time and new relationships and friendships were formed. We raised over £100k for charity by doing this and received lots of fantastic feedback on how this initiative supported both physical and mental health.

There is no organizational health without mental health. The only sustainable way to promote mental health through the employee experience, end2end it's by creating a culture of well-being = it's the how, the why, and the how we make things around here. Culture makes strategy happens and creating a culture that promotes mental health, by allowing people to be themselves, creating Psychological Safety, productivity, engagement, and retention will increase and growth will occur. So make sure leaders are supported to support their teams, not supported by perks or words, but by the actions of culture! It's easier than you think... But still a bit hardish than just buying a perk or saying a word😉

Employers can and should view high rates of burnout as a powerful indication that the company —not the individuals in the workforce—needs to undergo logical systematic modifications.