I am done. I am SOooooo done. Winter has dragged on long enough. I am tired of conversations involving weather warnings, wind chills and school closures. I am weary of wearing boots, heavy coats and scarves. I dread my dirty, salty, grimy car. I want spring!
I am done! I am Sooooo done. I finished my book! I made the decision during the holidays to write a book and to be done writing it by the end of January and published by the end of February. It is complete! What a journey! I learned more about computer technology, publishing, printing and e-books than I ever wanted to. BUT, I am so excited about the outcome.
I don't think that it is too much of a stretch to say that many of you and your teams can relate to the feelings around being "done". Some of these feelings are celebratory, joyous and uplifting. Other times being "done" refers to being worn-out, beaten-down and ready to pack-it-in.
What do we know:
- Mental health problems related to the workplace include anxiety, depression and burnout. All of these take a significant toll on the employee.
- Over the next 30 years, the cost of lost productivity due to absenteeism, presenteeism and turnover is estimated to reach $198 billion.
- Approximately 30% of short- and long-term disability claims in Canada are attributed to mental health problems and illnesses.
- Survey respondents repeatedly reported that they would feel uncomfortable speaking to their manager, union representative or a colleague if they experienced a mental health issue.
- Over half of respondents feared that making such a disclosure would jeopardize their chances for promotion and future success in their organizations.
- Ipsos Reid surveys revealed that managers and supervisors overwhelmingly indicated a need and desire to improve their competencies for dealing with distressed employees:
- 65% of managers/supervisors said they could do their job more effectively if they found ways to more easily manage distressed employees.
- 60% of managers/supervisors agree that dealing with conflict is one of the most stressful parts of their jobs.
- 4 in 5 managers/supervisors believe it is their job to intervene when an employee is showing signs of depression.
- 63% would like to receive better training to deal with this type of situation.
- One in five Canadians will experience a mental illness at some point in their lives. That means that every Canadian has a family member, friend or co-worker that will struggle with a mental illness, yet most people have never learned anything about these illnesses until they or a family member has faced this crisis.
- With early detection, treatment and accommodation, the majority of people with mental health issues are able to continue working or return to work
Many companies are experiencing big changes. Some are being closed permanently. Some are having their operations moved to different countries. Some are restructuring, combining and/or downsizing to try and deal with various economic impacts.
During stressful times, employees need to know that you understand and that you value them.Click to tweet
They need to be acknowledged and recognized for the extra efforts that are being asked from them. They need to celebrate accomplishments.
It is important that we address the psychological health of our employees. Canada’s first national standard on psychological health and safety in the workplace was announced in January, 2013. The new National Standard of Canada provides organizations with guidelines for preventing mental injury, reducing psychological risk, and promoting a mentally healthier workplace. The standard has been developed to help assess and address the risk factors associated with mental injury in the workplace. It encourages the building, maintaining or restoring of a culture of fairness, civility, respect and a sense of psychological safety and health within teams, departments and units.
Do you need someone to work with your leaders on developing a supportive culture?
If so, Beverly Can Provide This Training. Please feel free to call and discuss the details at: 705-786-0437
Beverly Can Help...
- understand and identify mental health and mental illness issues and risks in your team
- develop an understanding and strategies for supporting those experiencing a mental health issue
To find out more about bringing this workshop to your leaders, call Beverly at 705-786-0437 or send an email to firstname.lastname@example.org
If you have some strategies to share – comment on this posting!