Gone are the days when people shy away from discussing mental health issues in the workplace. During the pandemic, numerous organizations have implemented mental health programs that help support, protect, and nurture their most important resource in the company — their employees.
In an Uploan-initiated survey, 72% out of 14,000+ employees have expressed mental health as one of their top 3 concerns in 2021. We dug even deeper and found out that these employees are interested in specific mental health topics:
- Finding motivation
- Handling workplace stress
- Anxiety management
- Coping with depression, and,
Underscoring the need
Although mental health webinars are provided left and right, Filipino employees are still finding it difficult to tread these challenging situations given the long-standing threat of COVID-19 in the country. This has become more evident as a recent study showed that 2 out of 25 Filipino employees are at risk for suicide, with COVID-19 fears being the main driver for suicidal thoughts.
Applying the standard practices
Employers play a big responsibility in implementing measures to ensure that their people are protected at all times. In the IT-BPM industry, Shane Baetz APAC Head of Shared Services at Sykes (before it became part of Sitel) said that “even before the pandemic, teaching your leaders and teams how to deal with adversity was a priority.”
In Episode 18 of the Level Up Podcast, we also learned the importance of creating a mental health policy for an organization. Listen to our conversation with Bea Lim of the Business 2 Breakfast 2 Business Podcast to find out how you can make a roadmap for a mental health policy that can definitely benefit your employees in the coming years.
Once mental wellness topics have been introduced to the organization, these must be backed up by social activities to reduce loneliness among employees through virtual “hangouts, happy hours, gym sessions, book clubs, and a work buddy system.”
Reaping the results
A people-driven mental health program doesn’t just end in one cycle. As much as employers can, it must be continuously implemented and at the same time, improved in order to adapt to the varying dynamics of the company’s members.
After all, the effects of successful mental health programs are felt by the company leaders through employees’ improved productivity and engagement, the creation of a positive workplace, and the reduction of risks and costs.