Tuesday, December 20, 2011

Mental Health and the Leadership

Shaw Trust reported in 2010 that only 2 out of 10 employers reactive or proactive policies on mental health to support employees with mental ill health. What role does the leadership in addressing this complex problem?
Employee psychological well-being should be an integral part of the agenda conference room, on a par with physical health. Managers should insist on regular monitoring of progress or issues are reported to the board. The Chartered Institute of Personnel and Development (CIPD) found that 70% of employees with mental health problems, either directly caused by work or a combination of work and home. In light of this, there's just no excuse for this not to be a major problem for the leaders of the address. By proactively managing mental wellbeing in the workplace, leaders are not only concerned with their legal and ethical responsibilities, they also care for their bottom line. Absenteeism and presenteeism are responsible for the loss of billions of pounds of British institutions, as this will be ignored.
All employers should include the provision of mental well-being in their standard operations, in particular, where employees and / or organizations begin to change the processes that may be a very difficult time for everyone. Education from leadership down to proactively manage the mental well-being, including providing additional support staff or just a personal example, is essential. Safety net support, such as health coaching and professional needs to be included in the health and welfare policy.
Leaders should be to ensure that management have a major positive impact on mental health. Good managers lines are important in spotting early signs of distress and the beginning of early intervention, while the poor line managers can make the situation worse, or even be the cause of mental health problems in their approach, style, behavior management.
Managers should insist that a comprehensive and, more importantly, mandatory training in mental health for middle managers is introduced and embedded into the culture and development plans for their employees. This training and culture change will ensure that the organization develops employee stability, buy diazepam no prescription and emotional well-being.
Unfortunately, it's too easy for people to retire for medical reasons, not seeing people more than a cog in the machine. Failure to recognize the need for support and the need for policies and procedures that help is costly in the long run, as human beings need support at times in his life, even the leaders.

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