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Post by account_disabled on Mar 12, 2024 0:29:52 GMT -5
Speaking clearly and directly: not taking care of the mental health of employees is a shot in the foot of the company itself. You already understand that. There are many risks involved which, according to the International Labor Organization report on mental health, are divided into: Job Content/Task Design; Work Load and Pace; Autonomy; Environment and Equipment; Organizational culture; Career Development; Interpersonal Relationships; Home and Work Interface. This classification already gives us clues about aspects of culture and internal policies that may need to be revised. But that is not all. To simplify this complex task, below are the main points that an effective and lasting mental health initiative must have. Team awareness A very common initiative among companies that care about the psychological well-being of employees is to give lectures on the topic. These lectures or workshops can cover different topics. The most interesting thing is to have already carried out some diagnostic analysis on the team to identify the main problems. However, it is important to highlight that one of the main problems in relation to mental health is precisely the stigma that still exists .
Unfortunately, we still often see people believing that psychotherapy is for “crazy people”, for example, or feeling ashamed of having symptoms of depression or anxiety. Therefore, in many cases, before thinking about specific topics, it is Bahamas Mobile Number List worth having chats to deconstruct these myths and this view full of prejudices. As Dr. Fernando Mariya spoke in the webinar “Mental health: how to act preventively and not leave money on the table?” , for a mental health program to be adhered to, that is, for the investment to be fruitful, it is important that awareness is first worked on and, mainly, the problem is destigmatized. Otherwise, the investment will not obtain the expected results. To measure this adherence and decide when to increase initiatives beyond the lecture cycle, it is worth asking employees to complete surveys on the subject. Mental health awareness in numbers According to a case study presented in the World Mental Health Report, already mentioned in this article, a company in the United States carried out internal research on mental health before and after training on the topic.
The extremely positive results were these: Awareness of mental health issues rose from 47% to 97% among employees; The ability to identify symptoms of anxiety and depression was also increased, from 21% to 44%; And mental health stigmatization , which was previously 84%, dropped to 38%. Constant training and culture change The awareness process, however, does not happen after a single event for this purpose. There are still companies that hire an expert to speak on Yellow September, for example, and then nothing more is said about the subject. Of course, this will not have significant results. Campaigns such as White January, Mental Health Day, SIPAT and Yellow September itself, as well as other dates, are important moments because they help to boost the debate. A workshop on anxiety can take place on one of these dates and ideally this will start to generate transformations in people. Both employees and leaders and managers. From then on, the most positive outcome is when companies begin to self-regulate. In other words, analyze what can be done to not overload employees so much, work on promoting psychological safety in the company, carry out more in-depth training with leaders, etc.
Unfortunately, we still often see people believing that psychotherapy is for “crazy people”, for example, or feeling ashamed of having symptoms of depression or anxiety. Therefore, in many cases, before thinking about specific topics, it is Bahamas Mobile Number List worth having chats to deconstruct these myths and this view full of prejudices. As Dr. Fernando Mariya spoke in the webinar “Mental health: how to act preventively and not leave money on the table?” , for a mental health program to be adhered to, that is, for the investment to be fruitful, it is important that awareness is first worked on and, mainly, the problem is destigmatized. Otherwise, the investment will not obtain the expected results. To measure this adherence and decide when to increase initiatives beyond the lecture cycle, it is worth asking employees to complete surveys on the subject. Mental health awareness in numbers According to a case study presented in the World Mental Health Report, already mentioned in this article, a company in the United States carried out internal research on mental health before and after training on the topic.
The extremely positive results were these: Awareness of mental health issues rose from 47% to 97% among employees; The ability to identify symptoms of anxiety and depression was also increased, from 21% to 44%; And mental health stigmatization , which was previously 84%, dropped to 38%. Constant training and culture change The awareness process, however, does not happen after a single event for this purpose. There are still companies that hire an expert to speak on Yellow September, for example, and then nothing more is said about the subject. Of course, this will not have significant results. Campaigns such as White January, Mental Health Day, SIPAT and Yellow September itself, as well as other dates, are important moments because they help to boost the debate. A workshop on anxiety can take place on one of these dates and ideally this will start to generate transformations in people. Both employees and leaders and managers. From then on, the most positive outcome is when companies begin to self-regulate. In other words, analyze what can be done to not overload employees so much, work on promoting psychological safety in the company, carry out more in-depth training with leaders, etc.
