Going Beyond The Basics: Building True Mental Wellbeing In The Workplace

Keywords: Social Responsibility, Mental Wellness, Sustainable Organisations

Author: Lisa Munro, Anna-Rosa Le Roux

Date: 15 November 2023, Worklife Digital

With growing recognition of the importance of mental wellness in the workplace, recent years have seen more and more companies implementing initiatives such as meditation and mindfulness apps, Employee Assistance Programs (EAPs), lunch-time yoga and mental health days as a means to address the mental health needs of their employees. While a step in the right direction, they may fall short of creating a truly resilient and mentally healthy workforce.

How effective can a five-minute stress-relief meditation be for an employee who works in a chronically understaffed department with an erratically-behaving boss who is in turn harassed by their boss? To achieve a meaningful impact, organisations must invest in psychologically evidence-based measurement of mental wellness and resilience, coupled with proactive initiatives like coaching and training. In addition, to address mental wellness effectively, organisations need to not only invest in individual diagnostic measurement, but also implement measures to understand the impact that the organisation in itself has on the mental wellness of employees. Organisational factors such as unsupportive leadership styles, low levels of team psychological safety, limited growth opportunities or a lack of confidence in the organisation’s vision all impacts wellness and resilience.

The Limitations of Current Initiatives

1. Meditation and Mindfulness Apps

Meditation and mindfulness apps have gained popularity as accessible tools for stress reduction. However, relying solely on these apps may oversimplify the complex nature of mental health. Not every employee will respond the same way to these tools, and a one-size-fits-all approach may not address individual needs.

2. Employee Assistance Programs (EAPs)

EAPs are valuable resources, offering counselling and support. Yet, they often come into play when issues have already escalated. While reactive support is crucial, it's equally essential to proactively build resilience and mental strength to prevent issues from reaching a crisis point.

3. Mental Health Days

While mental health days acknowledge the importance of wellbeing, they might serve as a temporary fix rather than a sustainable solution. Lunch-time yoga and casual social events, while fostering a positive atmosphere, do not necessarily address the deeper challenges individuals may face regarding their mental health.

The Need for Psychologically Evidence-Based Measurement

Organisations need to move beyond surface-level initiatives and invest in tools that provide a nuanced understanding of employees' mental wellness. Psychologically evidence-based measurement involves the use of validated assessments and surveys to gauge factors like purpose, identity, self-regard, boundaries, growth, stress levels, job satisfaction, and resilience. This data, together with understanding the organisational factors that impact wellbeing, provides valuable insights, allowing companies to tailor their mental health strategies to the unique needs of their workforce.

Proactive Initiatives for True Mental Wellness

1. Coaching Programs

Implementing coaching programs can be a proactive step towards building mental resilience. Professional coaches can work with employees to set and achieve personal and professional goals, providing support for self-discovery and growth.

2. Training in Stress Management and Emotional Intelligence

Offering training programs in stress management and emotional intelligence equips employees with essential skills to navigate the challenges of the modern workplace. These skills are not only beneficial for individual wellbeing but also contribute to a more collaborative and supportive work environment.

3. Mental Health Workshops

Conducting workshops that focus on mental health awareness, destigmatization, and coping strategies fosters a culture of openness. This can encourage employees to seek help when needed and create a supportive community within the workplace.

4. Resilience-Building Programs

Resilience is a key factor in mental wellness. Organisations can introduce resilience-building programs that teach individuals how to adapt to change, manage stress, and bounce back from setbacks. These programs contribute to a workforce that is better equipped to handle the demands of their roles.

5. Employee Resource Groups

Establishing employee resource groups focused on mental health can create a platform for open discussions. These groups allow employees to share experiences, offer peer support, and contribute to the development of workplace policies that promote mental wellness.

6. Leadership Training

Leaders that have a supportive leadership style, whilst driving for high performance outcomes are key to creating inclusive cultures that support employees. Train leaders to be empathetic, approachable, and supportive as this leadership style values and promotes employee wellbeing.

7. Team building and Identity Sessions

Teams play a crucial role in fostering well-being within an organisation. A strong team identity and healthy team dynamics promotes positive relationships, support, effective communication and a sense of belonging.

8. Career Development

As individuals achieve milestones in their professional journey, their self-esteem and confidence often increase, positively impacting their mental wellbeing. Organisations that prioritise career development signal to employees that their growth and aspirations are valued, contributing to a positive work culture.

9. Communicate the Strategy

A well-communicated organisational strategy can help in setting realistic expectations and minimising stress associated with uncertainty. By integrating wellness initiatives into the organisational strategy, (promoting work-life balance, mental health support, a healthy workplace culture), organisations can demonstrate a commitment to the holistic wellbeing of their employees.

A Holistic Approach to Mental Wellness

While meditation apps and EAPs have their place in promoting mental wellbeing, they should be part of a broader, more comprehensive strategy. Organisations committed to fostering true mental wellness need to invest in measurement tools that provide actionable insights, not only to gauge insight on individual wellbeing, but also to shed light on the organisational factors that play their part Proactive initiatives, such as coaching, (leadership) training, career development and resilience-building programs, are essential components of a holistic approach. By combining these elements, companies can create a workplace culture that not only addresses mental health issues but actively promotes resilience, growth, and the overall wellbeing of their employees. In doing so, they not only contribute to the welfare of their workforce but also cultivate a more productive and sustainable organisational environment.

WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.

For more information, get in touch at lisa@worklife.digital