In the wake of the recent pandemic, election month preperations, structural issues, and the downward spiral of the economy, employee mental health & and wellness have always been paramount but more focus is needed now more than ever. Perhaps for me, in my own solitude of reflection and reflecting on my own management style, it’s flaws and often the things I’ve neglected when it comes to working with people, I find myself drawn to the mental health spectrum and how organisation leaders in big business or small business, myself included, tend to neglect this.

The last year and a half has deeply helped me to understand the ongoing importance of working from a fully intuitive perspective and to maintain that intuitive approach across the board. Through reflection and working on solutions for some of the organizational issues I found myself in. I think supportive measures to manage mental health in the workplace require a fortitude of intention, collaboration manpower and undeniable resources.

Managing mental health in the workplace is essential for promoting a healthy, productive, and supportive environment. Stellenbosch University hosted a Mental Health workshop recently and has recently launched their mental health ambassadors programme while the University of Western Cape, on its end is launching a collaboration between UWC and WYSA and are co-hosting a Mental Health Colloquium this week. WYSA is an Mental Health Support App running through an AI chat system dubbed a self-care & therapy app, I’ll read up more about this app, though I have concerns around this system, I can only have a confident opinion, once I have done my research, none the less, both institutions are running visible mental health initiatives and that is something worth acknowledging.

 

While I continue to upskill myself through workshops and available resources. Here are several supportive measures that I am learning can be implemented in the work place:

1. Create a Mental Health Policy:
   – Develop a clear and comprehensive mental health policy that outlines the company’s commitment to mental well-being, support mechanisms, and resources available to employees.

2. Provide Access to Mental Health Resources:
   – Offer Employee Assistance Programs (EAPs) that provide confidential counseling and support services.
   – Provide access to mental health professionals and resources, such as online therapy or mental health apps.

3. Promote Work-Life Balance:
   – Encourage flexible working hours and remote work options to help employees balance their personal and professional lives.
   – Implement policies that prevent overworking, such as limiting after-hours emails and encouraging regular breaks.

4. Foster an Inclusive and Supportive Culture:
   – Train managers and employees on mental health awareness and reducing stigma.
   – Encourage open communication about mental health and provide safe spaces for employees to share their concerns without fear of judgment.

5. Regular Mental Health Training:
   – Offer regular training sessions and workshops on stress management, resilience, and coping strategies.
   – Provide education on recognizing the signs of mental health issues in oneself and others.

6. Implement Wellness Programs:
   – Introduce wellness programs that include activities such as mindfulness sessions, yoga classes, and physical fitness programs.
   – Encourage participation in wellness challenges and provide incentives for engaging in healthy behaviors.

7. Enhance Physical Workplace Environment:
   – Ensure the physical workspace is conducive to mental well-being by incorporating natural light, plants, and quiet spaces for relaxation.
   – Address ergonomic needs to prevent physical discomfort and strain.

8. Supportive Leadership:
   – Train leaders to recognize and support employees struggling with mental health issues.
   – Promote a leadership style that emphasizes empathy, support, and open communication.

9. Regular Mental Health Check-ins:
   – Conduct regular check-ins with employees to discuss their workload, stress levels, and overall well-being.
   – Encourage self-assessment tools and anonymous surveys to gauge workplace mental health.

10. Crisis Support and Intervention:
    – Have a clear plan in place for mental health crises, including access to immediate support and intervention.
    – Ensure employees know how to access crisis hotlines and emergency mental health services.

By implementing these measures, employers can create a supportive environment that prioritizes the mental health and well-being of their employees, leading to a more engaged and productive workforce

Why am I using 17th-century art in this blog post?

“The Surrender of Breda” in my mind is akin to the Appointment of the new CEO at WPCA, Corrie Van Zyl was recently named as the new CEO at Western Province Cricket Association, now this is not a review of any nature but it does feel to me, like a key of change is being handed over. A new dawn might arise from this appointment, or not, but at the helm of change, the mental health of staffers who’ve been subjected to the shortfalls of a Unions with a history such as WPCA may infact he something to look into.

At the core, I know nothing, see nothing, so I can not review anything, but it is interesting that the new appointment made me think of this particular artwork by Diago Velázquez.