3 suggestions for improving occupational well-being and taking care of mental health in the workplace

Over the past few years, that mental health played a fundamental role on the organization’s agenda and many leaders realized that people are their main capital.

take care emotional health along with developing their skillstoday it is understood as the only way to think about a sustainable future.

So much so that a report by Qualtrics states that nearly 70% of millennials and 81% of Gen Zs reported leaving their jobs for mental health reasons.

Given these circumstances, organizations have begun to pay special attention to these variables, as they inevitably have a clear impact on their human capital and therefore on their business.

Mental health and productivity

To improve productivity and create a more inclusive environment, companies must make changes that include emotional well-being and mental health in their practices and benefits.

This transformation involves activities that should not only be directed at HR departments, but also at organizational leaders, so that they acquire a rigorous knowledge of the topic and be able to generate interventions that promote emotional health.

Eating healthy, respecting breaks is part of promoting a sustainable corporate culture

Eating healthy, respecting breaks is part of promoting a sustainable corporate culture

Eating healthy, respecting breaks is part of promoting a sustainable corporate culture

Thus, it is important to understand how important it is for young people today to work in companies with an organizational culture that supports this idea and as business leaders, empower it.

Below are 3 key tips that an organization should consider to improve the well-being of their teams.

1. Learn about the importance of mental health

It training on the topic for leaders and human resourcesAlong with applying the science to identify relevant conditions, the organization has the main tools at its disposal to put mental health care on the agenda.

This line is recognized three large pillars:

  • physical well-being

  • well-being of mind

  • and connection with others.

Thus, it is important to find well-being programs that have scientific validity and rigor, where the interventions implemented are proven to be effective in improving the well-being of individuals.

2. Provide support spaces

Provide support spaces for those struggling with their mental health and train staff in this

Provide support spaces for those struggling with their mental health and train staff in this

Provide support spaces for those struggling with their mental health and train staff in this

It is important to provide spaces of support for partners who may be struggling with their emotional health

When it comes to mental health, it’s important that organizations provide supportive spaces where people can go when they notice their stress levels are rising or something is wrong.

These areas should contribute to the creation of individual general and emotional health plans that increase human capital.

3. Promote a healthy work culture

It is recommended to prioritize promoting a healthy work culture and creating programs that promote emotional well-being

It is important that meals are taken care of and included during working hours diet healthy food. It is also important not to stay seated all the time, do stretching exercises and take care of your posture. as well as pay attention hours of sleep and rest.

Developing new skills such as emotional management, stress and time management, focus and decision-making must also be part of the culture of companies that intend to prepare for an increasingly changing and uncertain future.

At the same time, promote social relations Among those who are part of the companies, it gives great happiness and widely cooperates for better stress management.

*Dr. Mary Rockis the director of the Workplace Health and Wellbeing Course at INECO Organizations and INECO U, which aims to train human resource professionals and leaders in health and emotional well-being.

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