The Impact of Mental Health on Organizations
WTW specialists explain that mental health has a direct impact on organizations, and as a consequence it must be promoted in the organizational culture for the benefit of companies.
In recent years, the importance of mental health to achieve better results within organizations has become evident. Faced with this reality, they have become aware of the importance of taking care of the mental health of their workers on a physical, emotional, social and financial level, since workers who suffer from greater stress and anxiety generate a significant drop in company productivity.
In Peru, 6 out of 10 workers positively evaluate initiatives to support physical and psychological well-being, 7 out of 10 diversity and inclusion practices, and 8 out of 10 have leadership concerned with the comprehensive well-being of their team, according to the report “Building Happiness de Buk, al 2023”. Mario Ganoza, Head of Health & Benefits Peru, explains that currently there are still prejudices against people who have a mental health problem at a social and organizational level, which prevents people from expressing their needs or concerns about what is happening to them.
“Mental health stigma hurts employees and companies. Therefore, it is important that from the company side an organizational culture is promoted that promotes the issue by creating a positive work environment where employees feel supported, valued and safe. These actions generate competitive advantages for the organization, improve talent retention and optimize the company’s productivity,” concludes the specialist.
Actions to implement to improve mental health within organizations
There are various tactics that are implemented within organizations to understand the importance of the mental health of employees and break the prejudices that existed on this topic:
Encourage a favorable culture for mental health. It is important that companies promote the psychological safety of their employees, so that they are not afraid or ashamed to express what they feel or think. When organizations take care of the mental well-being of their employees, they achieve better results, higher engagement rates, and talent retention. In creating this culture, organizational leaders play a key role, because they are the ones who must have the tools and resources to manage their own mental health and help other employees.
Actively listen to collaborators. The best option to understand the reality of the work environment is to maintain active communication with employees. Companies can analyze the impact of mental health, through employee surveys, external evaluations or by analyzing groups confidentially. The information gained will enable a truly strategic approach to address mental health issues within the organisation.
Train and train company leaders. The leaders and managers of the organization must be trained to recognize the signs that indicate emotional problems and must have the tools to support employees with difficulties. To do this, the company can expand training plans and include general information on mental health, empathy and communication, as well as response strategies to mental health crises.
Link mental well-being to the organization’s culture. Many of the organization’s benefits policies, from flexible working to supporting families to job security, can be linked to mental health care. This connection can be elevated at all levels of the organization’s culture, by engaging the company with local or state mental health programs, partnering with nonprofit organizations, or participating in events that address the issue of mental health. mental disorders.
Foster empathy and support. If the company shows empathy towards the individual situations of each of its workers, it will be possible to reduce stress, abandonment rates and increase employee commitment. Additionally, leaders and managers who show empathy and compassion help companies achieve positive changes and generate more trust and greater productivity.
“Promoting actions regarding mental health will be necessary to avoid unconscious bias regarding the psychological disorders that a person at work may suffer. At this point, training programs can serve to debunk myths associated with mental health and build an informed dialogue within the organization. Ganoza ends.