“If we leave the human factor out
of our business calculations, we shall be wrong every time.” William H. Lever,
founder of Lever Brothers.
Research shows that employee health
status directly influences work behavior, attendance and on-the-job
performance, That’s why more than 75 percent of high-performing companies
regularly measure health status as a viable component of their overall risk
management strategy.
Mental health at work and good
management go hand in hand and there is strong evidence that workplaces with
high levels of mental wellbeing are more productive. Addressing wellbeing at
work increases productivity by as much as 12%.
We all have times when we feel down,
stressed or frightened. Most of the time those feelings pass, but sometimes
they develop into a mental health problem like anxiety or depression, which can
impact on our daily lives. For some people, mental health problems become
complex, and require support and treatment for life.
Factors like poverty, genetics,
childhood trauma, discrimination, or ongoing physical illness make it more
likely that we will develop mental health problems, but mental health problems
can happen to anybody.
When we create workplace cultures where
people can be themselves, it is easier for people to speak about mental health
concerns without fear, and easier for them to reach out for help when they need
it. Even so, the decision to disclose distress at work is not one people
take lightly. It is vital that workplaces become environments where people feel
safe to be themselves.
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