Why wellbeing should be a top priority in 2023
24 Feb 2023
The resignation of New Zealand prime minister Jacinda Ardern last month came as something of a bolt out of the blue.
This was a young, charismatic leader who had gained plaudits around the world for her approach to running her country.
But she simply couldn’t go on. The 41-year-old said she had ‘nothing left in the tank’ and was quitting because ‘we give as much as we can for as long as we can and then it’s time. And for me, it’s time’.
Her resignation has raised the issue of burnout and its corrosive effect on workers in all jobs.
Of course, Ms Ardern faced particular challenges as leader of her country which most of us never have to face up to.
But look closer to home and you can see that stress, anxiety, mental health issues and burnout are issues all employers should have at the top of their agenda.
Figures from the Health and Safety Executive show that 17million working days were lost due to work-related stress, depression or anxiety in 2021/22. More than half – 51% – of work-related ill health was attributed to stress, depression and things have not been helped by the pandemic.
Meeting the challenge of maintaining productivity whilst looking after your staff is something all employers will be aware of – and it’s a balance which it is vital to get right.
Spotting the early signs of problems – things like greater-than-normal levels of frustration, indifference, anger, absence or emotional issues – is key to taking action, and every employer should have a strong mental health policy in place and make sure staff know what it means.
Things which can help include:
Well-trained managers. A good manager will be the first to spot the warning signs of mental health issues and can start the work needed to help and support an employee.
Good communications. Make sure all your managers and staff know there is no stigma around these issues and that talking about them is not taboo.
Mental health champions. Every organisation should have trained people who employees can turn to in the event of feeling overwhelmed by the pressures of their job.
Get your policies in place. If you don’t have mental health and wellbeing policies drawn up – or if staff don’t know about them – do something about it now. It will help anyone who is suffering to know exactly what support you offer and where they can turn for help.
Offer flexible working. Do what you can to build a work schedule which helps anyone suffering with their mental health overcome their difficulties. This could include remote or hybrid working, changed working hours or part-time working.
Tap in to the help on offer. There is a vast array of mental health support available nowadays – much of it free. Make sure you make use of it as much as appropriate and be sure to tell your staff about what is available.
Wellbeing sessions. Build a programme of wellbeing opportunities into the work schedule. This can range from something as simple as encouraging staff to take a walk at lunchtime to sessions on stress management and mindfulness.
These are just some of the things good employers can do to help. Remember, your staff are your number one asset and it is in your own interest to look after them.
If you would like a free consultation to discuss any of the issues around mental health, just press the button. We are always here to help.
