With concerning trends in stress, burnout, and absenteeism, poor mental health in the workplace is becoming a bigger concern in the UK. Ceri Finnegan of IOSH argues that although it appears that a lack of manager training may be the root of the issue, this might be altered to contribute to the solution.
Stress, sadness, or anxiety are responsible for 16.4 million lost working days annually, or over half (46%) of all work-related illness cases.
According to recent reports, employer spending on employee training has decreased by about a fifth in the last ten years. This affects the well-being of employees. Budgets for training are frequently viewed as disposable during hard times, yet the cutback has been accompanied by a sharp increase in stress and burnout at work. There is a reason for this link.
Insufficient training leaves managers unable to recognize and handle the early indicators of mental health problems, which feeds the cycle of untreated stress, absence, and decreased productivity.
The creation of encouraging workplace cultures is hampered by this underfunding of training. Managerial training may play a key role in creating workplace cultures that value candid communication and preemptive measures as mental health becomes a more pressing concern.
If the UK government’s ambitious goal of having 80% of working-age individuals employed is to be achieved, workplaces will need to take action. To outline its ideas and plans, the government just released a white paper titled “Get Britain Working.”
Support Deficit
According to a study conducted last year by the Chartered Institute of Personnel and Development (CIPD), line managers are essential in fostering workplace wellness and reducing mental health problems. It was shown that only 32% of UK companies train managers to help staff members who are struggling with mental health issues. Given that poor mental health is a major contributor to chronic absenteeism, this lack of preparation may have serious repercussions.
Managers equipped with the skills to identify and address mental health issues can create a supportive environment that reduces the prevalence of stress-related conditions and improves overall job satisfaction.
A recent study conducted by the University of Nottingham4 supports this CIPD conclusion by highlighting the important advantages of line managers receiving mental health training. According to the study, this type of training has the potential to improve business performance and employee well-being.
Strong associations between line manager training and favorable organizational results were discovered by the researchers, who spoke with hundreds of UK businesses. These included fewer long-term absences from work because of mental health concerns, better hiring practices, increased customer service, and better staff retention. These results highlight how managers who are trained to help employees’ mental health can save a significant amount of money by reducing absenteeism and lost productivity, which together cost UK companies £51 billion annually.
Fear Sharing
Because of stigma, fear of judgment, and possible career consequences, employees frequently find it difficult to discuss their mental health issues with management. According to research, a lot of workers are reluctant to talk to their managers about their mental health for fear of coming out as weak or untrustworthy.
In many companies, stigma and discrimination still exist, which discourages workers from talking candidly about their difficulties. Furthermore, these barriers are made worse by a lack of trust or strained manager-employee interactions, which leaves people feeling abandoned.
In addition to keeping people from getting the support they require, this unwillingness to open up feeds stress and burnout cycles that are detrimental to workers and organizational performance. Just one-third of workers are not aware that their businesses have a program in place to promote mental health and wellness.
To promote healthy work environments and lessen the potential effects of mental illness, managers are essential. Managers can gain the knowledge and self-assurance to recognize early indicators of distress, offer suitable support, and promote candid communication by participating in mental health training.
Employees can feel safe and appreciated when a culture of empathy and trust is established, backed by resources and procedures that are explicit. This boosts team morale, retention rates, and overall organizational success in addition to improving individual welfare. It illustrates the strategic importance of giving leadership practices a mental health focus.
It’s noteworthy that Deloitte discovered that for every pound spent on mental health initiatives, savings of almost £5 were generated.
