Importance of Mental Health At Work
Find out why mental health at work matters and is key to business success today.
In Australia’s business community, the spotlight on mental health has never been brighter. Beyond mere productivity metrics, fostering a mentally healthy workplace is proving crucial for organisational resilience and employee wellbeing.
From reducing absenteeism to enhancing creativity and collaboration, prioritising mental health isn’t just beneficial for businesses— it’s essential.
Job seekers are looking for organisations that prioritise worker mental health and wellbeing as they recognise that worker wellbeing reflects a bigger picture of a people-first workplace culture.
But more broadly, what impact does mental health have at work, and how can businesses take proactive steps to implement a supportive work environment?
Changing Perspectives on Mental Health in Australia
In Australia, there has been a significant shift in how mental health is viewed within workplaces. Once considered a taboo subject, mental health is now recognised as integral to overall wellbeing and organisational success.
This evolution acknowledges that supporting mental health not only enhances employee morale and productivity but also contributes to a healthier workplace culture.
UTS’s 2017 Mentally Healthy Workplaces in NSW: A Return-On-Investment Study found that mental ill-health was prevalent among workers.
It also demonstrated that organisations prioritising mental health initiatives saw a positive return of investment of nearly 4:1 as well as experienced reduced absenteeism, higher employee engagement, and improved performance outcomes.
Impact of Mental Health on Work
Maintaining good mental health is pivotal for enhancing job performance in numerous ways. Employees with robust mental wellbeing are better equipped to handle workplace stressors, exhibit higher levels of resilience, and consistently perform at optimal levels.
They demonstrate greater adaptability, creativity, and problem-solving abilities, contributing positively to team dynamics and overall organisational goals. Employees also experience improved overall wellbeing, which positively impacts their personal and professional lives.
Employers benefit from reduced absenteeism and lower turnover rates when mental health is prioritised.
Effects of Poor Mental Health on Work
Conversely, poor mental health can significantly impair an individual’s ability to thrive in a professional setting. Here are several detrimental effects:
1. Lack of Engagement
Employees experiencing mental health challenges may disengage from their work. This disengagement often manifests as a noticeable drop in motivation, where tasks that once seemed manageable or even enjoyable now feel burdensome.
The employee might struggle to find the energy or focus to complete assignments, leading to a decline in overall performance. Over time, this lack of engagement can result in a sense of detachment from the job, reducing their commitment to both individual tasks and broader team goals.
This could be a result of a number of psychosocial hazards like lack of role clarity, lack of employee recognition or remote and isolated work.
2. Reduced Productivity and Job Performance
When employees experience mental health issues such as anxiety or depression, it can significantly impact their ability to perform at work.
These conditions often impair cognitive functions, making it challenging to concentrate on tasks, organise priorities, and stay productive.
Simple tasks can become overwhelming, and complex projects may feel unmanageable. This decline in mental clarity and focus can lead to mistakes, missed deadlines, and a general reduction in the quality of work.
Over time, this can affect the employee’s overall job performance and contribute to feelings of frustration and inadequacy.
3. Impaired Physical Capability and Daily Functioning
Mental health problems can manifest physically, affecting energy levels, sleep patterns, and overall physical health. This can impact an employee’s ability to perform daily tasks effectively.
4. Poor Decision-Making
When someone is dealing with mental health challenges, their ability to make sound decisions can be compromised.
Anxiety, depression, or stress can cloud judgment, leading to impulsive actions or, conversely, a paralyzing indecisiveness. This impaired decision-making can result in choices that are not well thought out, potentially leading to negative consequences in the workplace.
Whether it’s rushing into a decision without fully considering the implications or hesitating too long to make a crucial call, the outcomes can undermine both individual and team success.
Implementing Mental Health Initiatives At Work
Addressing these challenges through proactive mental health support initiatives is crucial for fostering a positive work environment where employees can thrive both personally and professionally.
Importance of clear policies addressing mental health issues
Clear and comprehensive policies addressing mental health are essential for creating a supportive workplace environment.
These policies outline expectations, procedures for addressing mental health concerns, and mechanisms for seeking support.
They not only demonstrate a business’s commitment to employee wellbeing but also provide clarity on how mental health issues will be managed within the workplace.
Reducing stigma
Redefining mental health in the workplace involves transforming organisational approaches to prioritise employee wellbeing. This shift includes destigmatising mental health discussions, promoting open dialogue, and fostering a supportive culture where employees feel safe addressing their mental health needs without fear of judgment.
Ensuring that employees have access to both confidential EAP services and the ability to anonymously report mental hazards in the workplace, is critical to minimising potentially stigmatising situations.
Employee Assistance Programs (EAPs) and their benefits
Employee Assistance Programs (EAPs) are confidential, employer-sponsored programs designed to provide employees with professional assistance for personal issues, including mental health challenges.
EAPs offer counselling services, referrals to mental health professionals, and resources for managing stress, grief, and other personal challenges.
By offering accessible and confidential support, EAPs contribute to early intervention and the prevention of more serious mental health issues among employees.
Upskilling leaders on mental health
Employers can enhance mental health awareness and support by implementing training programs for managers. Managers are often the first point of contact for employees experiencing challenges, making it essential for managers to receive training on recognising signs of distress, initiating supportive conversations, and referring employees to appropriate resources.
Importance of ongoing evaluation and adaptation
Continuous evaluation of mental health programs is vital to ensure they meet evolving workplace challenges. Gathering employee feedback and using data-driven insights help organisations refine strategies, identify gaps, and introduce new initiatives. This approach demonstrates a commitment to employee well-being and a responsive organisational culture.
For more information on how you can support a healthy workplace that supports employee mental health, talk to our team today.
Related Content
- Identifying Psychosocial Hazards
- Mental Health Statistics in Construction
- Preventing Employee Burnout
- What Are The Benefits of EAPs?
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All counsellors must apply to the role and are interviewed before added to the platform, must meet the criteria as per the below.- We employee counsellors, mental health social workers, mental health nurses and psychotherapists.- Qualifications in Counselling, Psychotherapy or Social Work, minimum Bachelor or Masters qualification- Minimum 3 years direct practice experience post graduation- Registration with appropriate body – PACFA Clinical registration, ACA level 2 minimum, Accredited Mental health Social worker or Clinical Social worker- Broad experience providing individual coaching, counselling and support for personal and work-related issues- How far reaching is your EAP? We have counsellors located in every major city in Australia.
What is the difference between counsellors and psychologists? 1. Qualifications & Training - Counsellor: Typically holds a Diploma or Master’s degree in counselling, or psychotherapy. Their training is focused on practical techniques for supporting mental health and well-being.- Psychologist: Requires a Master’s or Doctorate degree in psychology and must be registered with a AHPRA Their training includes clinical assessments, diagnosis, and therapy.2. Scope of Practice- Counsellor: Provides talk therapy and guidance for life challenges like stress, anxiety, work issues, and relationships. They help clients develop coping strategies but do not diagnose mental disorders.- Psychologist: Can provide therapy like a counsellor but also conducts clinical assessments, diagnoses mental health disorders, and uses evidence-based treatments like CBT (Cognitive Behavioral Therapy).3. Who Should You See?- If someone needs support for personal or work-related challenges, a counsellor is often enough.- If someone is experiencing mental health concerns, like depression, PTSD, or needs a formal diagnosis, a psychologist is more appropriate.
- Counsellors only offer f2f after the initial consult.- At Foremind, all face-to-face sessions must begin with an initial online session.- The initial online session gives your counsellor the opportunity to explain exactly how their face-to-face sessions work, what options are available, and to ensure everything is properly scheduled. This helps avoid confusion and makes sure you get the best experience possible.- For sales team info; @Dylan This is because our system currently doesn't allow therapists to list separate locations and availability for face-to-face sessions, and many of our counsellors offer in-person appointments only at specific times or locations.- For example, Skai near Byron Bay provides face-to-face sessions, but only on Thursdays and with enough advance notice to arrange space and travel.- F2F sessions also need a bigger time-buffer between so they cannot be booked back-to-back.- Availability for space -- First session is counted + information to book in counselling to allow make- F2f take 3 sessions to break through pleasing tendencies - therapeutic alliance - online