The world of work plays a pivotal role in shaping mental health outcomes for individuals across the globe. With nearly 60% of the global population engaged in work, the workplace becomes a significant arena for promoting mental wellbeing and resilience. Decent work environments not only provide a means of livelihood but also foster a sense of purpose, confidence, and achievement. Moreover, they offer opportunities for positive relationships, community inclusion, and structured routines, all of which contribute to overall mental health.
For individuals grappling with mental health conditions, the significance of decent work goes beyond mere employment. It becomes a catalyst for recovery, inclusion, improved social functioning, and enhanced self-confidence. By offering a supportive and healthy atmosphere, workplaces can significantly impact mental health outcomes, paving the way for greater productivity, job satisfaction, and overall wellbeing.
However, the reality is that the world of work is not always conducive to mental health. Various factors, termed as psychosocial risks, pose significant challenges to mental wellbeing in work environments. These risks can range from job-related stressors such as excessive workloads and long hours to issues of job insecurity, discrimination, and inadequate support structures.
Despite these challenges, there is immense potential for action and change within the realm of work to protect and promote mental health. Governments, employers, workers' organisations, and other stakeholders can collaborate to implement strategies that address psychosocial risks, enhance mental health literacy, provide support for individuals with mental health conditions, and create enabling environments for change. This multifaceted approach encompasses organisational interventions, training initiatives, reasonable accommodations, return-to-work programs, and supported employment initiatives, all aimed at fostering a mentally healthy work environment.
By prioritising mental health at work, investing in resources and interventions, promoting inclusivity and non-discrimination, and ensuring compliance with laws and regulations, stakeholders can collectively contribute to a world where work becomes a source of empowerment, fulfillment, and wellbeing for individuals of all backgrounds and abilities.
IPSOS found that 85% of South Africans grapple with stress at work, BUT that only 39% of employees find their wellbeing programmes “fairly effective”, November 2023. (FANews)
Let’s start with an ‘easier’ and very practical matter for all in your team to rectify and focus on. Feeling that you are not heard at work causes a great deal of stress.
Creating a safe space where people feel comfortable sharing their thoughts, opinions, and ideas is essential for productive meetings, training programmes, or workshops.
Here are seven tips to help you establish such an environment:
1. Share an Agenda Upfront: Providing an agenda in advance caters to different thinking styles, allowing participants to prepare and contribute effectively.
2. Agree on the Purpose: Clearly define the purpose of the conversation or meeting to guide discussions and encourage meaningful contributions.
3. Set Ground Rules: Establish ground rules that promote psychological safety, such as active listening, respect for diverse views, seeking clarification, and maintaining an open mind.
4. Let People Finish: Encourage participants to complete their thoughts without interruptions, fostering understanding and respect within the group.
5. Appreciate Contributions: Show appreciation for all contributions, even if they differ from your own views, to encourage ongoing participation and a positive atmosphere.
6. Speak Last: When in a position of authority or influence, speaking last allows others to express their views freely without feeling pressured to align with yours.
7. Encourage Positivity: Shift focus from negativity by asking constructive questions that highlight strengths, solutions, and opportunities for improvement.
By implementing these tips, you can create a collaborative and inclusive space where everyone feels valued, heard, and empowered to share their perspectives.
The next question is then: ”How do you enable and empower your teams to focus on self-care and create a safe space for them to talk about stress?” You are building a platform of trust to get to the more difficult and sensitive matters around mental wellbeing. Creating a culture of talking starts with trust in the everyday operational conversations. You cannot expect your team to be open and trusting of your employee support programme if that is not the way you do business.
“Authenticity is the alignment of head, mouth, heart, and feet – thinking, saying, feeling, and doing the same thing – consistently.” Dr. LANCE SECRETAN
