How to Protect the Mental Health of Your Employees

How to Protect the Mental Health of Your Employees

Mental health and wellbeing are very important aspects of the workplace.

Employers are now expected to value the mental health of their employees, but many businesses aren’t sure about how to create an atmosphere of psychological safety.

We’re going to look at some mental health employees ideas that could help your business create a safer environment for your staff. Let’s get started.

Mental Health Employees: Improving Psychological Safety

The first thing to note in the process of improving psychological safety is the idea of vulnerability.

Vulnerability is something that a lot of us find difficult to show in our personal lives, let alone our work lives. It’s difficult to be vulnerable at work because of longstanding ideas and attitudes that pervade American workplace culture.

Those ideas, though, might be a big part of why so many people are unhappy. Employees spend most of their waking life in an environment where they can’t be themselves.

People who are overly emotive or vulnerable might be considered weak, or even punished for having thoughts and feelings that don’t fit the norm. Those factors are clear elements of psychological danger to employees.

Contributing to the improved mental health of employees requires that you facilitate an environment of vulnerability. Take some insight from Dr. Tim Clark on how to reward vulnerability in the workplace.

What’s the Benefit of Rewarding Vulnerability?

When we penalize or refuse vulnerability, we put employees in a difficult situation. We don’t allow them to be themselves at work, and this can lead to stress, anxiety, and even depression.

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The suppression of personality and expression leads to an imbalance in the individual, and that person can’t be as productive as they would be otherwise. We stifle creativity and prevent people from contributing to the workplace in the most effective way they can.

Conceptualizing Workplace Vulnerability

Being vulnerable in the workplace isn’t about all of the triggers and buzzwords that we see so commonly as hotbed issues.

It’s not about making sure that every inch of the place is suited to people of every belief system. It’s not even about eliminating the possibility of anyone being offended.

It’s about recognizing each individual for who they are and giving them the respect and autonomy they deserve. If someone is different from the group and experiences some friction, identify the parties that are causing that friction.

If they’re being insensitive and preventing the unique individual from feeling comfortable in the workplace, the instigator is the issue. If they’re getting in the way of working together to create meaningful contributions, they’re a psychological risk to the other employees.

That attitude, spread through all levels of the business, will create a psychologically comfortable environment over time.

Want to Learn More about Employee Wellbeing?

If you want to contribute to the mental health employees crave and need, there’s a lot more to learn. We’re here to help you learn more about ways to improve your workplace psychology.

Explore our site for more ideas and insights into methods that might help you turn the entire mood of your workplace into a more positive one. 

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