Words by Ashlee Trout | Image credit Spy
The health and wellness space is becoming increasingly intertwined with consumer experience. Everyone is over-stressed and over-worked. However, when it comes to Employee Experience (EE), it’s difficult to understand that as we near 2020 many companies are yet to progress beyond RUOK Day. By now companies should acknowledge the need and value of designing and deploying effective health and wellness models and initiatives for their employees’ physical, emotional and mental health.
Organisational change will almost always fail without support from the top, with recent research highlighting that more than 54% of Australian employees don’t feel comfortable discussing their mental health with their employer.
Therefore CEOs, HR & Change Executives and Team Leaders need to take start taking workplace wellness more seriously and have employee health as a key priority moving into 2020.
“The first thing we have to do as a culture is change the mistaken beliefs that burnout is the price we have to pay for success” – Arianna Huffington
How to help your Company’s Mental Health
Prioritise time off and disconnect while you’re Out of Office: take your sick days and don’t feel bad about it. If you’re feeling run down, overworked, overwhelmed or not like yourself, take the time to rest and recharge.
Eat like a nutritionist, train like an athlete and sleep like a baby: eat healthy, drink two litres of water, move your body for at least 30 minutes each day and don’t skimp on sleep. Also, don’t feel bad about leaving the office for lunch, a coffee, stretch, fresh air or leaving on time for after-work commitments.
Visit a Specialist outside of your company: most companies will offer an Employer Assistant Program (EAP) which is a free service, however if you don’t feel comfortable visit your GP and request a Mental Health Plan (MHP). An MHP will
provide you to Medicare rebates for up to 10 appointments a year with a registered psychologist, occupational therapist or social worker. If you would prefer to have an anonymous conversation, Beyond Blue & Lifeline also provide toll-free telephone counselling services.
Don’t throw mental health in the performance management bucket: your response to your employees’ mental health should not be a performance management program (PIP). As a leader, if you haven’t been provided with enough guidance in supporting your team’s mental health; seek out someone who has and request further training for yourself, so you are better prepared in future.
Employees are people and people expect great experiences (just like those outside of the workplace). We spend more time at work than anywhere else; therefore, it is time for employers to step up and start being proactive and responsible for the health of their workforce.