In the fast-paced world of today’s workplaces, the well-being of employees is paramount for fostering a healthy and productive work environment. Mental health, a crucial aspect of overall well-being, deserves special attention, particularly at this time of year.
In this post, we focus on the signs that someone may be struggling with their mental health, and provide valuable insights for employers on preventing mental health issues, including SAD, in the workplace.
What is Mental Health Wellbeing?
Mental health well-being encompasses emotional, psychological, and social well-being. It influences how individuals think, feel, and act, ultimately shaping their ability to handle stress, make decisions, and relate to others. A positive mental health environment in the workplace is essential for fostering creativity, productivity, and overall job satisfaction.
What is Seasonal Affective Disorder (SAD)?
SAD is a type of depression that occurs at a specific time of the year, typically during the Autumn or Winter months when daylight hours are shorter, the weather takes a turn and pressures mount around Christmas and end of year deadlines. There is also a biological theory in that it is believed to be linked to a lack of sunlight exposure, leading to disruptions in the body’s internal clock and affecting mood-regulating neurotransmitters like serotonin.
Signs of Mental Health Struggles in the Workplace:
Identifying signs that someone may be battling with mental health challenges, including SAD, is crucial for offering support. While these signs can vary, common indicators may include:
- Changes in Behavior:
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- Noticeable shifts in work habits, such as decreased productivity or increased absenteeism,
- Withdrawal from social interactions with colleagues.
- Mood Swings:
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- Frequent mood swings or unexplained changes in attitude,
- Expressions of feelings of sadness, hopelessness, or frustration.
- Physical Symptoms:
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- Unexplained physical ailments such as headaches, fatigue, or changes in sleep patterns,
- Noticeable weight gain or loss.
- Decreased Concentration:
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- Difficulty focusing on tasks and reduced attention span,
- Increased forgetfulness or lack of organisation.
- Social Isolation:
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- Avoidance of social gatherings and team activities.
- Limited communication with colleagues or supervisors.
Preventing Mental Health Wellbeing Issues and SAD in the Workplace:
As an employer, creating a supportive and inclusive workplace culture is instrumental in preventing mental health issues. Here are proactive steps to foster mental health wellbeing and address SAD:
- Promote Open Communication:
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- Encourage a culture of openness where employees feel comfortable discussing their mental health concerns without fear of stigma.
- Provide resources such as confidential counseling services or Employee Assistance Programs (EAPs).
- Educate Employees and managers:
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- Conduct awareness campaigns to educate employees about mental health, including common issues like SAD.
- Share information on available resources and support networks.
- Train managers to recognise signs of mental health struggles and provide appropriate support.
- Flexible Work Arrangements:
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- Offer flexible work schedules, remote work options, or compressed workweeks to accommodate individual needs,
- Recognise the importance of work-life balance in supporting mental health.
- Provide Adequate Lighting:
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- Ensure workplaces are well-lit, especially during the darker months, to combat the effects of reduced sunlight exposure,
- Consider the use of light therapy lamps to simulate natural sunlight.
- Encourage Physical Activity:
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- Promote physical activity initiatives, such as group exercise classes or wellness programs,
- Encourage breaks that allow employees to get outside for fresh air and natural light.
- Employee Assistance Programs (EAPs):
- Provide access to EAPs that offer confidential counselling services and support for employees facing mental health challenges,
- Communicate the availability of these programs regularly.
- Establish Mental Health Policies:
- Develop and communicate clear mental health policies that emphasise the organisation’s commitment to supporting employee wellbeing
- Integrate mental health considerations into overall health and safety initiatives.
- Encourage Social Connections:
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- Facilitate team-building activities and social events that encourage positive interactions among employees,
- Promote a sense of community within the workplace.
Prioritising mental health well-being in the workplace is not just a moral imperative; it’s also a strategic investment in the success and longevity of your organisation. By proactively addressing mental health issues, including Seasonal Affective Disorder, employers can create an environment where employees feel supported, valued, and empowered to perform at their best. A holistic approach that combines awareness, education, and supportive policies will contribute to a workplace culture that prioritises the mental health and well-being of all its members.
At Ayrton Group, we offer a range of training courses that will equip your staff with the skills and knowledge to better manage their mental health wellbeing but also recognise the signs of mental health issues and implement appropriate and timely interventions to support colleagues experiencing mental health issue. You can learn more about these courses here:
- Mental Health First Aid Training
- IOSH Managain Occupational Health and Wellbeing Training
- NEBOSH International General Certificate
Or if you’d like to get in touch and discuss how we can support you in implementing a mental health wellbeing strategy in your workplace, visit https://www.ayrton.ie/contact/ or contact us at info@ayrton.ie
Navigating Psycho-Social Risks: Understanding and Preventing their Impact on Employee Wellbeing
In the dynamic landscape of workplace safety, the spotlight is increasingly turning towards a previously underestimated threat – psycho-social risks. For the first time, studies are shedding light on the alarming connection between these risks and fatalities, prompting a reevaluation of occupational health and safety practices. Fatalities from psycho-social risks are often attributed to cardiovascular disease and depression.
A study conducted by the European Trade Union Institute (ETUI) identified 5 main psychological work factors responsible for fatalities, which were; job strain, effort-reward imbalance, job insecurity, long working hours, and bullying.
In this blog post, we explore what psycho-social risks entail, delve into their root causes, and discuss proactive measures that can be taken to prevent deaths resulting from these risks. But first, what are psycho-social risks?
What are Psycho-Social Risks?
Psycho-social risks cover a broad range of factors that affect employees’ mental and emotional well-being in the workplace. Unlike physical hazards, which are often tangible and easily identifiable, psycho-social risks involve the psychological and social aspects of work that can impact mental health. These risks can manifest in various forms, such as stress, burnout, workplace violence, and harassment.
The 5 main Psycho-Social Risks and how to prevent them:
1) Job Strain:
Job strain occurs when there is an imbalance between the demands of a job and the control an employee has over meeting those demands. High-pressure work environments, coupled with low decision-making authority, can contribute to job strain and unnecessary and unfair pressure on employees.
Preventative Measures:
Job Redesign: Evaluate and adjust job roles to ensure a better balance between responsibilities and control. Empower employees with decision-making authority to enhance job satisfaction and reduce stress.
Mental Health Support: Implement mental health programs that provide resources, counselling, and support for employees facing high job strain. Open communication channels can encourage employees to seek help without fear of stigma. It is also important to train management to identify the signs of job strain and how to address them.
Courses revolving around Workplace Wellbeing will equip your staff with the skills and knowledge to identify the signs and reduce the causes of job strain and stress in the workplace.
2) Effort-Reward Imbalance:
Effort-reward imbalance occurs when employees perceive that their efforts do not match the rewards they receive, leading to feelings of frustration and dissatisfaction.
Preventative Measures:
Fair Compensation: Ensure that employees are fairly compensated for their efforts. Regularly review salary structures and provide competitive benefits to align rewards with the contributions of the workforce.
Recognition and Appreciation: Acknowledge and appreciate the hard work of employees. Implement recognition programs to celebrate achievements and foster a positive work culture. These can take multiple forms and can include social events, additional paid time off, bonus schemes, prizes etc…
3) Job Insecurity:
Job insecurity arises when employees fear the loss of their jobs, whether due to economic instability, organisational changes, or personal performance concerns.
Preventative Measures:
Clear Communication: Maintain transparent communication regarding organisational changes and provide regular updates on the company’s financial stability. Clarity can alleviate anxiety and build trust between the company and its employees.
Skill Development Programs: Invest in training and development programs that enhance employees’ skills and adaptability. This not only boosts confidence but also increases job security in a rapidly changing work landscape. This also has benefits for the company as it creates a more skilled workforce.
4) Long Working Hours:
Extended working hours, often fueled by a culture of overwork, can lead to exhaustion, burnout, and heightened psycho-social risks.
Preventative Measures:
Flexible Work Arrangements: Implement flexible working hours or remote work options to help employees balance their professional and personal lives. This can reduce the pressure associated with long hours.
Encourage Breaks: Promote a culture that encourages regular breaks during the workday. Short breaks can improve focus, productivity, and overall well-being.
Deadlines: Work with senior management on how to better set realistic deadlines and non-conflicting deadlines. This will go a long way in creating a manageable workload for employees.
5) Bullying:
Workplace bullying involves persistent, negative behaviours that harm, humiliate, or intimidate a target. This can include verbal abuse, social exclusion, or even in today’s age, cyberbullying.
Preventative Measures:
Zero-Tolerance Policies: Establish and enforce clear policies against bullying. Communicate a zero-tolerance stance, and ensure employees are aware of reporting procedures.
Training Programs: Conduct regular training sessions to educate employees on recognising and addressing bullying behaviours. Create a culture of respect and empathy within the organisation.
All too often, bullying goes unnoticed and unreported in the workplace. It is important to create an environment where people feel comfortable about reporting unwanted behaviour so that something can be done about it.
Recognising and addressing the causes of psycho-social risks is a critical step towards creating a workplace that prioritises mental health. By implementing preventative measures tailored to job strain, effort-reward imbalance, job insecurity, long working hours, and bullying, organisations can not only protect their employees but also cultivate environments where individuals thrive both personally and professionally. In embracing these measures, we pave the way for a future where workplaces are not just spaces for productivity but also sanctuaries for well-being.
If you are concerned about the wellbeing of your employees or have identified some of the behaviours we have discussed in this post, contact us today to see how can help you create a more positive workplace and better mind the wellbeing of your employees.