Here are five key steps to enhance workplace mental wellbeing.
1. Promoting rest and recovery time (not being always on)
Promoting rest and recovery time is crucial to preventing burnout. Many organisations overlook the importance of setting clear expectations around work time and being responsive. Employers should encourage employees to use their allotted time off and consider flexible work schedules to reduce fatigue and promote rest and recovery time, especially for frontline workers.
Read more: Health and wellbeing: why prevention is the best strategy for success
With constant connectivity through technology, it's important for leaders to clarify that employees are not expected to respond to messages or emails outside of working hours. This helps to maintain a healthy work/life boundary.
2. Creating a supportive workplace
Building a supportive environment requires empathetic leadership. Leaders who share their own needs and vulnerabilities foster clarity and a culture of openness, allowing employees to feel comfortable doing the same. Research shows that leaders who are authentic, vulnerable and communicate clarity build stronger trust and engagement among their teams. This supportive atmosphere is essential for mental wellbeing, especially during uncertain times.
3. Encouraging open communication
Leaders should create a culture of connection by conducting regular check-ins with employees. This helps employees feel more supported and reduces feelings of isolation. It’s important to provide clarity about roles to avoid feelings of being overwhelmed or directionless.
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Regular dialogue and feedback should be prioritised to address individual needs and prevent burnout.
4. Implementing stress-reducing initiatives
HR teams should be empowered to introduce stress-reducing initiatives that provide employees with tools to manage challenges. These resources should be easily accessible and well-promoted, such as content for line managers on time management, productivity, and stress management, wellbeing assessments for employees to assess their mood, anxiety, and stress levels, and access to a 24/7 employee health, safety and wellbeing platform.
5. Taking preventative action
Many organisations fail to address burnout effectively. A proactive approach involves creating a psychosocial risk management plan. Psychosocial hazards, such as a lack of support or skill mismatches, negatively impact employee wellbeing, productivity, and job satisfaction. To address these risks, develop a psychosocial hazards risk register. Start with a short-term plan to tackle immediate issues, then implement a longer-term strategy based on continuous evaluation and improvement.
Read more: Nearly 60% of employers unaware of employee wellbeing needs
Employee wellbeing should be a top priority, supported by a commitment from leadership and accessible resources that address both physical and mental health. By focusing on clear communication, supportive environments, regular check-ins, stress-reducing initiatives, and preventative measures, organisations can foster a healthier, more resilient workforce.
By Raechel Gavin, chief people officer at Sonder
