It is essential that leaders check in on the mental health of their employees. Why, you ask?
Mainly because a healthy workforce is essential for achieving organisational goals. Monitoring and supporting employees’ mental health contributes to a more focused, engaged, and productive team, ultimately benefiting the company’s performance.
Moreover, supporting the mental health of employees can create an environment where innovative ideas are more likely to flourish as they feel valued and seen.
Leaders need to recognise the ethical responsibility to provide a safe and supportive work environment.
I came up through London PR and Marketing agencies in the 80s and 90s. Those who ‘couldn’t cut it’ were seen as weak. It was brutal and it pains me that 30 years later there isn’t a day go by when I don’t hear from my therapy clients of unsupportive workplaces.
Watch out for these signs of poor mental health in your team:
1. Changes in Behaviour: Noticeable changes in behaviour, such as withdrawal from social interactions or increased irritability
2. Increased Absenteeism: Frequent and unexplained absences from work
3. Decreased Productivity: A decline in work quality or output.
4. Difficulty Concentrating: Employees who have trouble focusing, making decisions, or completing tasks.
5. Mood Swings: Drastic mood swings, such as going from cheerful to extremely sad or angry.
6. Increased Anxiety or Worry: Persistent and excessive worry or anxiety about work or personal life
7. Physical Symptoms: Unexplained physical symptoms like headaches, stomachaches, or fatigue can sometimes be related to mental health issues.
8. Neglecting Self-Care: Employees who stop taking care of themselves, neglecting exercise, nutrition, or personal hygiene, may be struggling emotionally.
9. Isolation: Employees who isolate themselves from coworkers or friends may be dealing with mental health challenges.
10. Substance Abuse: An increase in substance use, including alcohol or drugs for coping. This may be hard to spot if you don’t know the signs so familiarise yourself with how hiding such issues turns up.
As a leader you have a moral and corporate responsibility to know this stuff. And to walk your talk on it all too.
So seek help if it is all rather challenging to you too.
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