雇主可以做5件事來更認(rèn)真地對(duì)待工作場所的心理健康
雇主可以做5件事來更認(rèn)真地對(duì)待工作場所的心理健康
Despite the mental health awareness prevalent today, addressing it at the workplace still remains a taboo for many.
盡管如今心理健康意識(shí)很普遍，但對(duì)許多人來說，在工作場所解決這個(gè)問題仍然是一個(gè)禁忌。
A recent WHO-led study estimates that mental health disorders cost the global economy US$1 trillion each year in lost productivity.
最近由世衛(wèi)組織領(lǐng)導(dǎo)的一項(xiàng)研究估計(jì)，心理健康紊亂每年給全球經(jīng)濟(jì)造成1萬億美元的生產(chǎn)力損失。
Rather alarming, isn’t it?
相當(dāng)令人擔(dān)憂，不是嗎?
Workplace budgets for mental well-being usually concentrate on helping those who are going through an emotional crisis. However, it is just as important to focus on precautionary measures and building a mentally healthy workplace.
工作場所的心理健康預(yù)算通常集中于幫助那些正在經(jīng)歷情感危機(jī)的人。然而，關(guān)注預(yù)防措施和建立心理健康的工作場所同樣重要。
Taking preventive measures and investing in positive mental health can impact productivity, company culture, and staff turnover. Here’s how you can do so.
采取預(yù)防措施并投資于積極的心理健康會(huì)影響生產(chǎn)力、公司文化和員工流失率。你可以這樣做。
1. Promoting awareness from the top down
從上到下提高意識(shí)
Changing previously held perceptions about mental health is a top-down process. It starts with the top management becoming advocates for improving mental health in the company.
改變以往對(duì)心理健康的看法是一個(gè)自上而下的過程。首先，高層管理人員開始倡導(dǎo)改善公司的心理健康狀況。
2. Create an accepting culture
創(chuàng)造一種可接受的文化
Research suggests that workplace stressors which lead to burnout are a major reason for the declining mental health among employees.
研究表明，工作場所的壓力源導(dǎo)致工作倦怠是導(dǎo)致員工心理健康下降的主要原因。
While work seems to be a contributing factor to mental illness, implementing the awareness for it would transform the company culture into a supportive one.
雖然工作似乎是導(dǎo)致心理疾病的一個(gè)因素，但意識(shí)到這一點(diǎn)會(huì)將公司文化轉(zhuǎn)變?yōu)橹С中缘奈幕?/p>
3. Proper support
適當(dāng)?shù)闹С?/strong>
Almost seven out of ten (69.1%) employees surveyed in a study said that they’d use a confidential mental health helpline provided by their employer while facing any mental health issues.
在一項(xiàng)調(diào)查中，近七成(69.1%)的員工表示，他們會(huì)在面臨任何心理健康問題時(shí)使用雇主提供的保密心理健康熱線。
This shows that employees are now more open to having discussions regarding their mental state. It is now in the hands of the employer to provide the appropriate support and assistance to the workforce in regard to their emotional well-being.
這表明員工現(xiàn)在更愿意討論自己的心理狀態(tài)。雇主現(xiàn)在有責(zé)任為員工的情緒健康提供適當(dāng)?shù)闹С趾蛥f(xié)助。
4. Clearer information about support
關(guān)于支持的更清晰的信息
Once you have established a support system, you have to make it accessible to your workforce. That means that any employee who needs help concerning their mental state should know who to approach for it. Subsequently, the mental health scheme in your organization should be easy to use and easily understood by any employee in the company.
一旦你建立了一個(gè)支持系統(tǒng)，你就必須讓你的員工可以使用它。這就意味著，任何需要心理咨詢的員工都應(yīng)該知道應(yīng)該向誰尋求幫助。因此，你所在組織的心理健康計(jì)劃應(yīng)該易于使用，并且容易被公司的任何員工理解。
5. Train the managers
培訓(xùn)經(jīng)理
Managers are in the perfect position to assist—they have direct day-to-day contact with their team and also have direct contact with top management. Even the most basic of mental health training will equip managers to look out for signs of mental crisis and stress and also to create a supportive and inclusive environment.
管理人員處于最有利的位置，可以提供幫助，他們與團(tuán)隊(duì)有直接的日常聯(lián)系，也與最高管理層有直接聯(lián)系。即使是最基本的心理健康培訓(xùn)，也會(huì)使管理人員有能力發(fā)現(xiàn)心理危機(jī)和壓力的跡象，并創(chuàng)造一個(gè)支持性和包容性的環(huán)境。
