Mental Health in Workplace Safety

You're Not Broken – It's the System That Needs Repair After returning from mental health leave, I faced a "needs improvement" rating. The advice was to "Don't take it personally." 🤔 But how can one not? Ratings impact everything: - Salary adjustments - Career trajectory - Self-esteem - Trust in leadership When used punitively, especially in cases of burnout and mental health struggles, they contribute to what's known as "Moral Injury." The Need for Change is Evident and Backed by Data: - Forbes highlights the challenges big corporations face in implementing fair performance assessments. - Harvard Business Review discusses the stigma around mental health in workplaces. - A 2021 Mental Health America report reveals an escalating mental health crisis. - Lyra Health's 2023 study points to a critical gap in employee support for mental health. - A Kornferry survey shows 35% of employee stress originates from managerial pressure, with 80% feeling increased stress due to changes in leadership. - As Paul Gionfriddo, CEO of Mental Health America, notes, "The American workplace was unprepared for the COVID-19 pandemic's impact on employees." The lack of preparation persists, breeding mistrust in Employee Assistance Programs (EAP) and Human Resources. Employees fear stigma and retaliation for voicing their struggles. So, What's the Way Forward? - Training leaders in mental health literacy. - Promoting open dialogue on this widespread yet often silent issue. - Cultivating an environment of acceptance and understanding. - Offering genuine support to employees in need. - Tying leadership promotions and compensation to team wellbeing. - Recognizing the signs of a toxic work culture. - Seeking help when required. Your Thoughts? What other strategies should we consider to foster a healthier workplace? Change won't happen overnight, but it's achievable with collective effort. If you're facing difficulties, remember, my DMs are open. You’re in good company – hundreds have reached out already. You are not alone. You are not flawed. Together, we can make a difference. Stay strong. I'm here for you. ❤️ #changingwork #mentalhealth #conciousleadership #workplacewellness

𝗜 𝘄𝗮𝗸𝗲 𝘂𝗽 𝗲𝘃𝗲𝗿𝘆 𝗺𝗼𝗿𝗻𝗶𝗻𝗴 𝗶𝗻 𝗮 𝘀𝘁𝗮𝘁𝗲 𝗼𝗳 𝗮𝗻𝘅𝗶𝗲𝘁𝘆. 𝗬𝗲𝗽, 𝗲𝘃𝗲𝗿𝘆 𝗺𝗼𝗿𝗻𝗶𝗻𝗴. I've been sitting on this post for a while, debating if I should share. But not doing so felt off, because I'm very committed to changing the course of mental health. Especially in the workplace. Therefore, it's time. I believe we all have a mental health story. Although, I used to think I didn't, that I was different. I used to think that because I studied and worked in health and well-being that I couldn't "struggle," let alone share it. That I should be able to handle it; to figure it out. I also used to revert back to what I learned as a child: 𝘀𝘁𝗮𝘆 𝘀𝗶𝗹𝗲𝗻𝘁 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘀𝗵𝗮𝗿𝗶𝗻𝗴 𝗰𝗼𝘂𝗹𝗱 𝗿𝗲𝗮𝗹𝗹𝘆 𝗵𝘂𝗿𝘁 𝘆𝗼𝘂 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹𝗹𝘆 𝗮𝗻𝗱 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝗹𝘆. But when I finally surrendered over 13 years ago, my life changed. There's more to share, and one day I will, but for now I want to honor my goal of 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝘁𝗵𝗲 𝗰𝗼𝘂𝗿𝘀𝗲 𝗼𝗳 𝗺𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲. So here goes: The workplace is not responsible for "curing" my anxiety, 𝗯𝘂𝘁 𝗜 𝗱𝗼 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗶𝘁 𝗵𝗮𝘀 𝗮 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 in not making it worse. How? Here are a handful of ways (there's plenty more): ✅ Create a culture and climate that are in alignment. This means policies and procedures, for all to follow, and adhere to, are needed. ✅ Truly focusing on inclusion in the workplace, because this my friends, is the golden ticket to mental health. ✅ Establish predictable work schedules for hourly workers. ✅ Put forth healthy policies that award the time, and hourly pay rates, for employees to get preventive care, go for a walk, grieve, etc. (honestly, it's an endless list which all get at health equity). ✅ Establish regular performance feedback loops. ✅ Regularly ask for employee feedback and act upon it. ✅ Verbally recognize employees for a job well done. ✅ Outline career paths so employees have visibility into growing their career (if desired) and salary. ✅ Encourage Leadership to do the hard, self-reflection work. ✅ Elevate employees to manager roles once they've been supported through trainings and self-reflection. ✅ Help employees understand mental health leave of absences. This mental health work? It's what a Well-being Officer/Leader does, and can do, as a #Fractional member of a team. DM me to connect. No company is too small. #mentalhealthatwork #leadershipinsights #workplacewellbeing #chiefwellbeing

If your job is mostly done while seated or physically safe in an office/home, your job should not be triggering fear, anxiety, increased heart rates, and more. These are often signs of a variety of issues: - Toxic workplace culture - Childhood trauma being triggered - Not being aligned with your purpose/passion - Psychological turmoil at work - Untreated organizational trauma - Lack of safe boundaries - High-stress, high-pressure environment - Not feeling safe and secure in a job/position - Poor and unpredictable communication - Exclusive, divisive, and restrictive workplace culture - A combination of all of the above There are two things that should be considered to prevent/fix this: Workplaces should do everything possible to create a culture of psychological safety, inclusivity, and open communication. Open discussions and ACTION towards solutions following those discussions are key. Individuals should be motivated and encouraged to do their own self-work to ensure they show up to their jobs as healthy, regulated people, clear of personal historical bias. Trainings and educational events are only part of the battle. It's what takes place after the trainings that matters. Organizations can provide individuals with resources for this work to be done. Doing so is a win/win for both the company and the individual. #LeadershipDevelopment #PsychologicalSafety #Leading #EmployeeWellness #mentalhealth #workplacewellness

Mental health matters. So many of us see and feel the need to better address mental health in the workplace. We experience the relationship between mental wellness and safety. We understand how distraction can cause injuries. We know mental states impact incidents and near misses. If we really want to make a difference in this space, I'm curious if many organizations are doing these five things: 1) Bring your EAP provider in front of your executive team on a regular basis to provide an overview of how they are supporting your organization. Including metrics on EAP utilization and continuous improvement. 2) Dedicate executive leadership team time to discuss how they 'show up' as leaders for mental wellness. 3) Provided front line leaders with the skills to build trust to make it safe for employees to talk with them about mental wellness issues. 4) Verify the ease of access, speed of service and the quality of mental health services from an employee perspective. 5) Clear and frequent communication that mental wellness resources are 24/7/365 for your team members and their families. Please share your experiences and any additional thoughts! SafetyAnd Consulting Associates, Inc. SafeStart, A division of Electrolab National Safety Council #safety #mentalwellness #psychologicalsafety