Fortunately, mental health in the workplace is not the taboo topic it once was.according to recent opinion polls By Ipsos and the National Alliance on Mental Illnessnearly three-quarters of U.S. employees say it’s appropriate to discuss mental health concerns at work, and 77% report they feel more comfortable if co-workers talk to them about mental health concerns. Masu.
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Employee mental health assessment: An important first step
Recently, a group of my colleagues at the Health Promotion Research Organization (HERO) published the following paper. the study Learn more about how assessments are a critical first step for employers to promote and protect the mental health of their employees. Employers can use these readily available ratings to quantify and
Optimizing your employees’ mental health can have benefits far beyond their overall well-being. Mental health concerns that can be identified using the assessments reviewed in research are linked to employee attrition, absenteeism, and presenteeism, i.e., continuing to work productively despite decreased productivity levels and negative effects. It’s related to that. Additionally, improving mental health has been shown to increase employee productivity and engagement levels, helping to attract and retain employees. data A 2022 American Psychological Association (APA) survey on work and well-being reveals that 81% of workers agree that mental health support is a deciding factor when looking for a future job. became.
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Integrating mental health assessment into a holistic health and wellbeing approach
However, mental health assessments should not be done in a vacuum. Recent research shows that benefits plans managed by third-party vendors and service providers are ideally aligned with supplementary programs such as Employee Assistance Programs (EAPs) to unlock their true value. We recommend that it is.
For example, employers can use mental health assessments to support psychosocial risk management efforts and to tailor recommendations and referrals to evidence-based interventions available within and outside the organization. Additionally, data collected through assessments provides a benchmark for comparing future efforts and helps establish, evaluate, and improve efforts undertaken by employers, third-party vendors, or service providers.
This benchmarking may include process outcomes such as employee awareness, utilization, and satisfaction with mental health and well-being. Armed with this information, employers will be in a better position to determine which elements of their employee benefits strategies and programs need to be adjusted.
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Evaluate the effectiveness of employee mental health initiatives
Another way to assess the effectiveness of employee mental health initiatives within the context of a comprehensive health and wellbeing approach is to HERO Best of Mental Health and Wellbeing practice score. This score is compiled based on the practices listed throughout this book. HERO HEALTH AND WELFARE Best Practices Scorecard (HERO Scorecard) in collaboration with Mercer©; It is designed to help employers, healthcare providers, and other stakeholders learn and evaluate the use of workplace health and wellbeing best practices.
Mental Health and Wellbeing Practice Score Practices and Scoring have been extensively reviewed by employee mental health and well-being industry experts and are designed to provide strategic planning, organizational and cultural support, programs, and program integration. , incorporates participation strategies, measurement and evaluation. Employers can also receive benchmark reports featuring aggregate results, allowing them to compare their programs with organizations of similar size and industry.
My colleagues’ research supports my belief that recognition is an important first step to strengthening employee wellness. But to be fully effective, they must be integrated into a comprehensive health and wellbeing approach and organizational culture. Employers now have access to helpful resources to support the mental health and overall well-being of their employees. The key is to incorporate them in ways that are meaningful to employees in their unique contexts and measure their impact along the way.
