When an employee is suffering with mental health issues, work quality and work relationships will likely suffer. Often the company will lose the employee – either temporarily through absence or permanently through departure. This doesn't have to happen. You can help by making it easier for your staff to speak to a therapist of their choice and when it suits them - with the reassurance that their name will not be disclosed to you.
Our aim is to help those that need it, but that doesn't end with the person seeking help. Therapy can help companies too: happy staff are more productive and they appreciate that you care. Offering counselling to those who need it is not just the right thing to do morally but could also save the company money in the long run.
The profile of mental health and wellness is on the rise. Whilst the stigma surrounding therapy begins to decrease, the mental health movement continues to gain traction. Forward-thinking companies are now realising that they have a responsibility to look after their employees’ mental health. They can either join in or risk being left behind. Those who opt out are likely to be seen as out of touch.
Also, the workplace is changing, rapidly.
Millennials are expected to make up 75% of the workforce by 2025 (Deloitte Survey). To attract the best of this group, it makes increasing sense that a company's benefits package should address the therapy issue head-on. For today’s aspiring professionals, workplace culture and personal development are increasingly important when considering career opportunities. An employer that recognises the importance and normality of therapy is one that will impress.
Millennials are the most values-driven generation. They seek managers and companies that will invest in their future growth. The Huffington Post notes that “79% of millennials prefer their boss to be more of a coach or mentor in their professional lives." Creating an environment where people feel appreciated and part of a team will be more important than ever.
Employers will continue to see a shift in what’s expected of the working environment. Those that remain flexible and responsive to the needs of their workforce will attract and retain top talent. More than any other generation, millennials have internalised the idea that they need to be working all the time or engaged in the never-ending pursuit of self-optimisation in order to be successful. Glorification of 24-hour accessibility. The balance is ensuring mental wellbeing and avoiding a potential burnout that can follow this extreme dedication to work.
Burnout is a response to prolonged stress and typically involves emotional exhaustion, detachment and feeling ineffective.
The six main risk factors for work burnout are having an overwhelming workload, limited control, unrewarding work, unfair work, work that conflicts with our values and a lack of community in the workplace.
According to a UK-wide survey in 2018 by the Mental Health Foundation, a staggering 74% of more than 4,500 adults surveyed had at some point over the past year felt so stressed that they were ‘overwhelmed and unable to cope.’
Increase in absenteeism and long-term sick leave are then inevitable, as are associated recruitment costs of finding interim cover and/or replacements. Whilst not every case is avoidable, it is certainly prudent to put in place effective measures to address these potential mental health related issues. That is where glyde can help.