Why is it that physical health always receives the most attention? Our physical health, as well as our mental health, is influenced by what we eat and how active we are. Fortunately, there has been a greater focus on mental health in recent years.
And right now, we’re all dealing with a lot of additional stress as a result of the pandemic, which means that if we want to avoid burnout, we need to prioritize our mental health. However, you already know this, which is why you’re here.
Pranav Bajaj, the founder, added a few words and addressed the topic of mental health. “I believe there’s always this notion among founders that you have to have it all together, that you’re infallible, but that’s not necessarily true.” As we strive to raise awareness of one’s mental health and well-being, I look forward to making the working environment comfortable for both my team and myself. We attempt to freely discuss topics and encourage one another.”
Moreover, mental health is no longer a taboo subject, and it affects corporate executives. Creating a culture that supports teammates dealing with mental health issues can be difficult for a company. That’s why we’ve devised a simple checklist to assist leaders in demonstrating their concerns.
What Can Managers Do?
- Be vulnerable
- Healthy behaviours should be modelled
- Build a culture of connection through check-ins
- Offer flexibility and be inclusive
- Communicate more than you think you need to
- Invest in training
- Modify policies and practices
Everyone has felt uneasy at some point in their lives. However, the universality of the experience will only result in a reduction in stigma if people, particularly those in positions of authority, share their stories. As a leader, being transparent about your mental health concerns allows people to feel comfortable approaching you about their mental health issues.
Demonstrate mental health for your team members so they feel comfortable prioritizing self-care and setting boundaries. Managers are frequently so focused on their team’s well-being and completing tasks that they neglect to look after themselves.
Don’t just claim you care about mental health. Do something about it. Demonstrate mental health for your team members so they feel comfortable prioritizing self-care and setting boundaries. Managers are frequently so focused on their team’s well-being and completing tasks that they neglect to look after themselves.
Check-in regularly. Only by understanding what’s going on will you be able to assist in the resolution of any issues that arise. Those interactions will also provide you with an opportunity to reinforce mental health norms and practices. Inclusive flexibility entails proactive communication and norm-setting to assist people in creating and maintaining the limits they require.
Ensure that your staff is kept up to date on any organisational changes or modifications. Make any changes to work hours and norms clear. Set expectations regarding workloads, prioritise what must be completed, and acknowledge what can be delegated if required to reduce stress. Make your team aware of the mental health resources that are available to them and encourage them to use them.
Leaders, managers, and individual contributors should prioritise proactive and preventive workplace mental health training now more than ever. As more employees suffer from mental health issues, it’s critical to dispel prevalent beliefs, decrease stigma, and develop the essential skills to have effective mental health dialogues at work. If you don’t have the resources to invest in training, mental health employee resource groups are a low-cost option to raise awareness, establish community, and offer peer support.
To alleviate stress on all sides, be as generous and flexible as possible in modifying rules and practices in response to the pandemic and social upheaval. For example, you may need to reconsider your policies and procedures around flexible hours, paid time off, email and other forms of contact, and paid and unpaid vacation. Instead of evaluating employees against hard targets, reframe performance reviews as opportunities for empathetic criticism and growth.
Accountability does not have to be difficult; it can be handled with a simple pulse poll conducted regularly to assess how individuals are doing today and over time. Direct employee feedback has aided in the development of new programs such as remote management skill development for managers, improved health and well-being support for employees, expanded work flexibility and time off.
There are many more ways you can help your team’s mental health and wellbeing right now, but these eight will go a long way toward showing your staff that you care. So, let us make use of this opportunity to establish a psychologically healthy workplace environment that should have existed all along.