EMPLOYEE MENTAL HEALTH: FOUR SIMPLE THINGS LEADERS CAN DO

An African proverb once said, “If you want to go fast, go alone; if you want to go far, go together.” By looking at this proverb, it is undeniable that organisations need a team that works together in order to evolve. However, as much as we want to grow, sometimes we neglect the fact that workplace mental health plays a crucial role in the organisation.

As we want the organisation to be compatible and relevant in the industry, we create astonishing aims and goals. Rules and standards are set in order to make sure everything is in line with our goals. Every process and workflow are being improvised from time to time to ensure efficiency and effectiveness. The question is, can our employee change or adapt to the changes made? Do any of the decisions taken affect our employees’ mental health? As an employer, there are a couple of things that we can do to prevent our employees from developing a mental health problem.

First, as an employer, we must be alert to emotional changes in the workplace. Some indications may come in the form of complaints or disciplinary issues such as absenteeism, and sometimes you may feel the negative vibe from the surrounding moods. It is best if you could play your role by showing your concern. Identify the root cause of changes in certain behaviours and help them slowly overcome their problems. Provides support by having proper communication so they are aware that we always care about them.

Be more lenient and open-minded. As much as we want to achieve the organisation’s goals and grow, we cannot deny the fact that we need a strong team to work harder and contribute more effort to achieve the targeted goals. Make sure that our goals are realistic. Adjust the work load level and date line to a level that is suitable and relevant to our employees’ capabilities.

Normally, when sudden changes happen, reasonable time should be provided for the new adaptation. Do not let their performance affect you. At first, it may cause some delay in daily operations as the current flow may vary from their original routine and daily task. Promote flexibility in the task given. If the employees have some resistance to change, consider other opportunities to overcome the barrier. Our employees may have their own preferences in completing the task. As long as they understand the outcome needed, any method is acceptable.

Instead of just showing that you care, involve them in stress-free activities. The leader must become a model of healthy behaviour. Just as machine maintenance is required in order for the machine to run effectively, extra precaution should be taken when dealing with a human being who can physically and mentally break down. Simple gates away such as dinner and family day within a department or organisation can release the employee’s mind for some relaxation.

“I don’t live to work; I work to live.” -Noel Gallagher

Till the end, always find a way to balance your life. Having good mental health is not an option but a must.

Nur Syuhada bt Shabudin

Account Executive

Kedah Medical Centre Sdn Bhd