Blog: Wellbeing and mental health
The fluctuating nature of changes witnessed since March 2020 with periods of national lockdown and rising Covid-19 cases, followed by the vaccine rollout and easing of lockdown, with now the risk of Omicron, it is no wonder this is causing a significant level of psychological distress.
Employers need to recognise that mental health issues experienced at a personal level also impact the well-being of staff at work and the two should not be compartmentalised. It is culture within an organisation that needs exploring and a deeper investigation of who is running the show in your business. What is the message from senior managers, executives and directors? Since Covid-19, there is a greater duty of care to ensure health and safety within organisations and this includes mental health. Is this on the agenda in board meetings on a regular basis?
A more dynamic and compassionate HR team needs to be in place. What training do new HR recruits have in relation to mental health, what questions are being asked of them at the recruitment stage to assess their attitude to ensuring a happy workplace. How is mental health impacting different demographics?
At GNR we deliver training to HR departments but we do this from a legal risk perspective, namely with reference to the Equality Act and discrimination law. This often has the impact of businesses realising they need to take it seriously. Well-being needs to be built into the recruitment process and package offered to candidates – it is simply not enough to have an external speaker once a year come in to give a talk or to direct someone to an App. An open, honest conversation needs to be taking place across the organisation as well as fostering safe space for employees to speak more openly.
With the end of the year looming, and a new year on the horizon, it is time for employers to reflect on what ‘burnout’ is exactly and the impact it can have on individuals. Are your expectations and work timeframes realistic or is this something that needs to be organised before the start of the new year.
Do you have clear policies in place which are understood by all members of the HR function and do your employees know where they can turn when experiencing problems? Policies should not be a last minute resort when issues arise but rather act as guidance throughout the employer and employee relationship.
What improvements can your business make when it comes to considering their employees welfare, health and well-being. Book a free discovery call to see how we could help or sign-up to receive our monthly legal updates.